The Hood founder Josephine Le addresses women in maritime

Ahead on Monday’s International Day for Women in Maritime, Josephine Le, Founder of social platform for seafarers The Hood, offers SMI her thoughts of what more needs to be done to overcome gender inequality in the industry:

“The maritime industry has made visible progress when it comes to women. More female cadets are entering academies, companies proudly post photos of women on deck and in engine rooms, and every conference now has at least one panel discussing diversity. That is the good part.

But if we are being honest, the real question is not whether women are entering the industry. It is whether they are staying in it.

Over the last few months, I heard three separate stories directly from female seafarers who experienced harassment onboard. Different companies. Different vessels. Similar outcome. All of them felt the support from shore management was weak, slow, or more focused on “managing the situation” than protecting the person. One eventually decided never to sail again.

That should concern the entire industry. Because every time a capable woman leaves shipping after one bad experience, we lose more than a crew member. We lose trust. We lose future officers. We lose the message we keep trying to promote to the next generation: that maritime is a safe and rewarding career for everyone.

The reality is that policies alone are not enough anymore. Most companies already have anti-harassment procedures sitting nicely inside manuals and induction slides. The issue is what happens after a complaint is made. Do victims feel safe reporting? Are investigations independent? Are there real consequences? Is mental health support offered? Or does the person quietly get labelled “difficult” while everyone moves on?

The industry also needs to stop treating women in maritime as purely a branding topic for International Women’s Day campaigns. Retention matters more than recruitment posters.

If companies genuinely want women to feel safer and more protected onboard, a few practical changes could make a real difference.

First, there should be independent and confidential reporting channels. Female seafarers should not be forced to report harassment only through the onboard chain of command, especially if senior officers are involved. A neutral external welfare or safeguarding line available 24/7 could prevent many cases from getting buried.

Second, companies need guaranteed anti-retaliation protection. Many seafarers stay silent because they fear losing contracts, future promotions, or being labelled “problematic”. Speaking up should not become a career risk.

Third, complaints should have mandatory response timelines. Too many cases disappear into endless email chains and silence from shore offices. Acknowledgment within 24 hours, welfare checks within 48 hours, regular updates, and transparent investigation processes should become standard practice.

Mental health and repatriation support also matter. If a crew member no longer feels safe onboard, there should be access to counselling and safe exit arrangements without making them feel financially or professionally punished for it.

The industry also needs to rethink leadership standards onboard. Technical competence alone should not qualify someone for senior rank. Masters and senior officers shape vessel culture. Leadership behaviour, professionalism, and crew conduct history should carry as much weight as operational performance.

Anonymous post-contract surveys could also help identify repeated behavioural issues tied to specific vessels or officers before more people are affected. And when misconduct is confirmed, there must be real accountability,  not simply transferring the person quietly to another ship.

Finally, mentorship and peer support networks for women at sea should become more common. Sometimes the difference between someone staying or leaving the industry is simply knowing they are not alone.