Barriers to push women out of maritime: Identifying the challenges

April 18 ------ Despite global efforts to transform the maritime sector into a more diverse and inclusive industry, women remain disproportionately underrepresented, especially at sea. Recent data and expert insights underscore that unless persistent barriers are addressed, the sector risks losing emerging female talent and future leaders.

Mental health professionals and maritime advocates alike argue that many obstacles women face are structural, cultural, and deeply ingrained, yet often overlooked. As the maritime community marked International Women’s Day, specialists from Mental Health Support Solutions (MHSS) highlighted the emotional, psychological, and career‑related pressures female seafarers regularly endure.

The weight of stereotypes and expectations

Female seafarers frequently report needing to “work twice as hard” just to validate their competence, especially in roles traditionally dominated by men. Alongside heavy workloads, women must balance the demands of life at sea with family responsibilities – a task made more difficult without robust support systems in place.

Many women also carry the added pressure of feeling they must represent all women onboard. This invisible burden can skew perceptions and reinforce bias, causing women to continuously manage how they’re seen to avoid being undermined or overlooked, experts say. The compounding nature of these pressures – from performance anxiety to stereotype navigation – can significantly affect overall wellbeing and erode confidence, making career progression feel more like a hurdle than a goal.

Stark numbers highlight long‑standing inequities

The latest global benchmark on gender diversity in maritime comes from the jointly published IMO‑WISTA Women in Maritime Survey 2024 – Key Findings. The survey provides a comprehensive, data‑driven snapshot of women’s participation across the maritime sector.

The geographic picture also reflects stubborn disparities in gender balance: regions such as the Pacific (26%) and Caribbean (24%) report slightly higher proportions of women in the maritime workforce, whereas the Arab States and Mediterranean region falls much lower at 13%. These statistics reveal not only the rarity of women in seagoing roles, but the uneven progress being made within different segments of the industry.

Inside the mental and emotional load

Beyond statistics, the lived experience of women in maritime reveals deeper challenges. Stella Kiss, Head of Clinical Operations at MHSS, points out that emotional burdens are often heavier for female seafarers than they appear on paper. “Many women carry the same concerns as their male colleagues — responsibility for family, financial pressure, expectations from home — but often without the same sense of belonging and support onboard,” she explains. “This eventually becomes a layering of burdens rather than a single challenge.”

Karen Ibanez, Clinical Operations Manager for MHSS, reinforces that support must be specific and practical to help women maintain wellbeing and pursue careers at sea. “The theme for this Women’s Day calls us to give support that’s specific, so women can continue their careers with wellbeing intact,” she concluded.

MHSS’s Female Ambassador Program, launched in 2024, seeks to do just that by pairing women with trained mentors, building peer networks, and providing regular touchpoints throughout their maritime journeys. To date, the program has equipped 50+ mentors, engaged 80+ colleagues ashore, and maintains ongoing check‑ins with 100+ female seafarers worldwide.

Top barriers driving women away

The causes behind these disparities are numerous and interlinked. Many mirror broader workplace issues but are amplified by the unique context of life at sea: prolonged voyages, isolation, and a historically male culture. Below are the most pressing barriers identified both in broader workforce studies and by maritime professionals:

1. Persistent gender bias and stereotypes

Women often face implicit judgments of competence and leadership that their male colleagues do not. When women speak up or assert themselves, they are sometimes labelled “bossy” — a bias not applied to men in the same situation. This affects promotions, crew dynamics, and leadership perception.

2. Unequal pay and benefits

Wage gaps persist across the maritime industry, reducing not only financial security but perceptions of value and fairness. Women are often paid less and receive fewer career‑enhancing benefits than their male peers.

3. Limited diversity and inclusion

Despite evidence that diverse teams are more effective and innovative, women and other underrepresented groups remain concentrated in a narrow range of maritime roles, with few pathways into leadership positions.

4. Harassment and unsafe environments

Sexual harassment and discrimination continue to persist, creating hostile work environments that push women toward shore‑based roles where they feel safer and more supported.

5. Work‑Life balance and family leave

Long durations at sea conflict with caregiving responsibilities. Without flexible scheduling or paid family leave, women often face stigmatization for prioritizing family commitments.

6. Lack of mentorship, sponsorship, and networking

Connecting with senior leaders and advocates is crucial for career development. Yet women frequently have limited access to these networks, making it harder to navigate pathways into decision‑making roles.

7. Microaggressions and implicit bias

Continuous subtle biases — comments, exclusion from conversations, undermining behavior — accumulate over time and erode confidence.

8. Access to resources and professional growth

Women often lack equal access to training, technology, and funding — resources essential for professional advancement and visibility.

9. Workplace culture and environment

An environment that does not respect or normalize female presence reinforces isolation. Without inclusive cultural shift, women continue to feel “othered,” influencing retention and career longevity.

Why this matters for the future of maritime

The combined impact of these barriers is not just a loss for individual women, but for the maritime industry at large. When women leave — or choose not to join — the sector, it loses talent, fresh ideas, and diverse leadership capacity. The potential for stronger operational performance, better decision‑making, and broader innovation shrinks.

The IMO‑WISTA report underscores the disconnect between absolute numbers and genuine inclusion — more women may be entering maritime, but representation hasn’t improved meaningfully without corresponding cultural and structural shifts. Only through sustained, intersectional efforts can the maritime industry ensure that women are not just present — but valued, supported, and positioned to lead.

Source: safety4sea.com