WISTA Germany issues new guidance to improve integration of women at sea

October 24 ------ WISTA Germany and Frauen zur See have published a best practice guide addressing recruitment, onboard safety, harassment prevention and career development for female seafarers.

The Best Practice Guide for the Recruitment and Integration of Women on Board, provides shipping companies with practical recommendations to address barriers affecting women’s participation, safety and career progression at sea. The guide draws on maritime research, industry data and professional experience to identify challenges facing female seafarers and recommend measures for shipowners, ship managers, crewing departments and maritime education institutions.

The publication covers the entire employment journey, from recruitment and initial vessel assignments to onboard working conditions, leadership, harassment prevention, career advancement and long-term retention.

Addressing recruitment and onboard integration

The guide identifies gender-biased recruitment, limited access to role models, inadequate onboard facilities and unequal career opportunities among the obstacles affecting women’s participation in seafaring.

To address these challenges, it recommends gender-neutral job advertisements, competency-based recruitment, partnerships with maritime education institutions and greater visibility of female maritime professionals.

For initial onboard assignments, the guidance calls for structured preparation before embarkation, including crew briefings, clearly communicated reporting procedures and designated contact persons both onboard and ashore. It also recommends assigning female seafarers to vessels with diverse crews and, where possible, having at least two women serving onboard simultaneously to strengthen social support and integration.

Strengthening harassment prevention and reporting

A central focus of the publication is the prevention of bullying, sexual harassment and discrimination onboard.

The guide highlights research indicating that women seafarers experience disproportionately high levels of workplace bullying and harassment, while fear of retaliation and career consequences can discourage reporting. It recommends clear zero-tolerance policies, accessible and confidential reporting channels, independent investigations and safeguards against retaliation.

Companies are encouraged to establish multiple reporting options, including dedicated shore-based contacts and anonymous mechanisms, ensuring seafarers can raise concerns outside the vessel’s immediate chain of command. The publication also calls for regular training addressing respectful behavior, unconscious bias, conflict resolution and bystander intervention, supported by stronger accountability among senior officers and shore-based management.

Improving safety equipment and working conditions

The guide also addresses physical working conditions, noting that accommodation, sanitary facilities, personal protective equipment (PPE) and life-saving appliances must meet the needs of a diverse workforce.

It identifies poorly fitting protective equipment as a potential safety concern, recommending that companies establish appropriate sizes for protective clothing, gloves and footwear before seafarers join their vessels.

Similarly, the publication recommends reviewing lifejackets, immersion suits and firefighting equipment to ensure they are appropriately fitted to the personnel onboard.

Other recommendations include providing menstrual hygiene products, ensuring adequate privacy and reviewing medical equipment and support arrangements.

Career advancement and retention

Beyond recruitment and immediate working conditions, the publication identifies career development and work-life balance as essential elements of long-term retention.

It recommends transparent promotion criteria, fair distribution of operational tasks and training opportunities, structured mentoring and regular career development discussions.

The guide also calls for more flexible and transparent crew rotation systems, parental leave arrangements and support for seafarers returning after extended career breaks. Particular attention is given to maintaining and renewing Certificates of Competency, with companies encouraged to provide guidance and refresher training to support returning seafarers.

Measuring progress and accountability

The publication emphasizes that recruitment and inclusion initiatives should be supported by measurable indicators and regular evaluation. Recommended measures include monitoring female representation across vessel types and ranks, retention rates, promotion outcomes, training participation and crew feedback. Shipping companies are also encouraged to use anonymous surveys, exit interviews and performance dashboards to identify gaps between corporate policies and actual onboard practices.

The guide is intended as a practical reference for maritime employers seeking to improve recruitment, working conditions and retention through voluntary measures and organizational accountability.

Source: safety4sea.com