Latest maritime diversity study spotlights urgent need for stronger accountability and better DEI support for managers

The Diversity Study Group (DSG) has today released its latest Annual DEI in Maritime Review, revealing increasingly clear expectations from seafarers and shore-based professionals for workplaces that are fair, inclusive, and accountable.

The report tracks year-on-year employee sentiment regarding data-driven DEI initiatives and policies implemented by participating organisations, enabling these companies to measure progress, use DSG's consulting expertise to resolve issues, and create more appealing recruitment and retention strategies for the maritime sector.

The Review, which was unveiled at the 2025 DSG Annual Conference in London, surveyed a record nearly 10,000 respondents, answering core questions about their experiences, being supported at work, and attitudes towards DEI. The seafarer report, now in its second year, jumped from 3,323 responses last year to 5,976 responses this year, representing an 80 per cent increase. Over 3,400 people completed the DSG shore-based questionnaire, which was a 10 per cent increase from last year.

Among core findings, the Review revealed that DEI training is having a measurable positive impact to both workers ashore and at sea, yet highlighted persistent gaps in support, particularly for middle managers who play a critical role in shaping organisational culture. 

Heidi Heseltine (pictured), Founder and CEO of Diversity Study Group, said: "In a year when the global conversation around DEI has often been dominated by talk of 'woke backlash,' our data shows a very different story for both seafarers and shore-based professionals. They are not disengaging- they are doubling down. Employees have made clear they want fairness, respect, and accountability from their employers, and they're more vocal than ever about the changes that they want to see in their workplaces."

This year’s analysis shows a strong correlation between DEI training and improved well-being, psychological safety, and the ability to identify discrimination. Seafarers who received training were far more likely to feel supported by their organisations, with the same pattern emerging ashore. However, many middle managers report being less likely to receive DEI training, reinforcing a structural weakness that continues to undermine progress. They were also less likely to say they feel able to raise concerns or challenge discrimination themselves, despite being the group most relied upon to manage teams and enforce policies.

Heidi Heseltine added: "Middle managers are a vital conduit in organisations yet are less likely to have received DEI training, less likely to feel they can raise discrimination themselves, and less likely to say they feel supported in the workplace. Ensuring they have meaningful DEI training is crucial, empowering companies from the ground up, strengthening culture, performance, and employee trust."

Women, although comprising a small minority of seafarers, are vastly more likely to encounter negative experiences on board. Over a third reported at least one incident of psychological harassment and one in four say they have been sexually harassed. 

While female seafarers remain far more likely to report psychological harassment (38%), the report highlights that 17% of male seafarers have also faced similar experiences, underlining the need for inclusive interventions that benefit everyone. Overall, the survey found that nearly one in five people have experienced some kind of psychological harassment - following women, LGB (33%) and middle-ranked (25%) seafarers also top the list. It also showed that 64% of those who reported having experienced sexual harassment or assault were men.

There were also positive developments, with nine out of 10 female seafarers feeling they can “be yourself at work”. There were also notable gains in the proportion agreeing that anti-discrimination policies are effective (up 7% to 85%) and expecting action to be taken when problems are flagged (up 5% to 80%). 

Meanwhile, the proportion of women in trainee and junior roles has risen back to 60%, suggesting a strong entry pipeline. But representation drops sharply beyond middle management, signalling a continuing retention and progression challenge.

People with disabilities, and those with a gender different to that at birth, continue to report lower positive sentiment ashore. Among LGB respondents, only 77% say they can be themselves at work, compared with 84% overall. At sea, LGB seafarers are significantly more likely to experience psychological and sexual harassment.

Heidi Heseltine added: "This is not just an issue about women on ships. These findings reinforce that inclusion is about everyone. Across both shore-based workers and seafarers, different demographic groups experience workplace culture in different ways, from concerns about speaking up, to bullying, to harassment and assault. Discrimination has a profound effect on wellbeing, with those affected far less likely to feel valued, able to be themselves at work, or confident that their organisation supports them."

Respondents across the board asked for greater accountability from leaders, alongside clearer mechanisms for reporting issues and measuring progress in detail.

Free-text feedback from nearly 700 shore-based respondents and almost 4,000 seafarers reveals an increasingly sophisticated understanding of what an inclusive culture should look like, and a growing expectation that organisations demonstrate progress openly.

The Review identified two critical dimensions of accountability  emerging this year. Firstly, leaders must model inclusive behaviour, engaging middle managers, and setting the tone for the organisation. Companies must also measure DEI progress and communicate it transparently, including linking DEI outcomes to leadership performance indicators.

Heidi Heseltine said: "People at sea and ashore are calling for workplaces where they can speak up, be themselves, and know that behaviour that harms others will be dealt with. This year's data is clear: progress is happening, but accountability must catch up. This 2025 Report continues to provide invaluable data so that our Members and the wider industry can benchmark their own progress and fully grasp the importance around integrating DEI into a healthy company culture and overall business strategy to foster more diverse, inclusive, and cohesive workforces."