The Equality in Shipping action list is designed to guide the maritime industry in a positive direction. The aim is to inspire and motivate change in the industry. The list includes proposed goals and tips for promoting an equal culture.

goals

  • Set a goal for company-specific percentage of women in the onshore management
  • Set a goal for company-specific percentage of women in the crew onboard
  • Set a goal for the company's percentage of women in the management team
  • Zero tolerance of harassment and bullying

management

  • Clear and well-defined gender equality goals
  • Add gender equality to the management meeting agenda
  • Provide management with training on gender equality
  • Develop a vision for the company’s equality culture
  • Ongoing training both onshore and onboard, covering leadership, inclusion, gender equality, and LGBTQ+ matters
  • "Lead by example" leadership by managers
  • Monitor and uphold Gender Equality Policies
  • Inclusive leadership, for example, allowing everyone to have a voice in meetings
  • Conduct an annual employee survey to track progress in gender equality matters
  • Create a forum for women within the company, physical and/or digital
  • Advocate for equal work = equal pay

policies & 
procedures

  • Include gender equality in the Health & Safety policy
  • The company’s Code of Conduct should be clearly aligned with UN Goal number 5 - Gender equality
  • The Code of Conduct should encourage everyone to feel comfortable reacting and speaking out in incidents
  • Clear procedures for handling incidents such as harassment or bullying
  • Familiarisation and introduction for new employees should include gender equality matters
  • Routine/process for pregnancy and parental leave

RECRUITMENT & CAREER PLANNING

  • Include photos of females in company advertisements
  • Incorporate inclusive language and wording in advertisements and throughout the recruitment process
  • Ideally, have both a woman and a man involved in recruitment/interviews, as many tend to hire like-minded individuals; different perspectives are valuable
  • Be clear about career opportunities and shifts/transitions within the maritime industry
  • Systematically focus on career development for both men and women
  • Lower the boundary for flexibility between onboarding and offboarding to facilitate family planning
  • Ensure gender equal representation on the company's social media

ROLE MODELS & AMBASSADORS

  • Appoint female ambassadors onshore for both significant and minor issues raised by women colleagues
  • Implement a mentorship program within the company
  • Appoint male role models for men; for example, someone who addresses inappropriate behaviour or language

LIFE
ONBOARD

  • Work clothing customised for women
  • Customised personal protective equipment (PPE)
  • Routine for handling of cabin keys onboard, to ensure everyone feels safe in their cabins
  • Availability of menstrual hygiene products onboard
  • Trash bins with lids in toilets for discreet disposal
  • Separate changing rooms or schedule slots for women/men
  • Onboard laundry schedules and separate laundry facilities to prevent the loss of women's undergarments

INFORMATION MANAGEMENT

  • Confronting overly masculine language
  • Employees to receive an annual update on the company's efforts regarding equality and inclusive leadership
  • Visiting the vessels and addressing difficult issues
  • Visits to maritime schools and addressing challenging issues
  • Working on handling the spread of rumours about incidents
  • Clarification of the whistle-blower function, that it can be used in these kinds of issues as well as other concerns