Written by Irene Rosberg – Programme Director, The Executive MBA in Shipping and Logistics (The Blue MBA) Copenhagen Business School
Below the radar, the transformation of the shipping industry by new technologies and strict new vessels emissions rules is impacting the very composition of the workforce. We are seeing the greater emphasis on digital-savvy teams at sea and ashore. And now what is next on the agenda is a fundamental change in the make-up of those teams.
This maritime workforce faces big challenges and is on the brink of a greater roll-out of autonomous ships, a new round of reductions in crew numbers to run other ships, and greater control of operations from drone or shore.
Embracing the new trends should broaden the pathway for careers to which men and women will be attracted from other industrial and technical fields. This would undermine some of the maritime and logistics hierarchies which have long favoured male aspirants. Adjustments will have to be made to the hard-wired assumptions – for instance, some equipment (such as protective gear), tasks on board and even at the computer keyboard were designed with men in mind and can be awkward for women to handle. The same consideration applies to patterns of working hours and facilities on board.
Artificial gender barriers must continue to tumble and men and women should be encouraged to qualify and compete on the same level-playing field. By drawing in new layers of talent, the changing skillsets ought to make the industry a beacon of diversity.
It is thus likely that regardless of gender, future candidates with a hi-tech background will be chosen for executive professions ahead of those boasting only traditional shipping experience. We have to be ready to align with this new reality.
The gender imbalance currently hampering the maritime industry is undeniable. For instance it is estimated that only 2% of seafarers are female. Even though many steps have been taken to close that kind of recruitment gap the integration of women in this industry has been very slow.
Digital fluency should be the key removing the subconscious bias which has for many years held back the appointment of women to senior roles in the industry.
One of the positive outcome of digitalisation has been the facility to support flexible working hours. The ease and accessibility of communication tools has allowed us to stay connected and involved, and be kept up-to-date based on current information allowing important decisions to be made, regardless of the location and the time zone.
Fortunately, leaders of the emerging generation are engaged in their worldviews and careers on the possibilities of the digital era and are keenly aware of the need for sustainability goals to be met. They take into account their enterprises, equipment, and the need for creative solutions to the many problems of globalised seaborne trade.
That being said, the pressing demand for personnel with the relevant skillsets to respond to the impact of IT on the shipping industry and the demand for innovative leaders remains. It will only be met if we commit to diversifying the workforce and empowering women by bringing them in as partners, in all senses of the word, to secure the maritime industry.
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The CBS Executive MBA in Shipping & Logistics aims to diversify the workforce and empower women to hold leadership positions. See here for more information or to book a meeting with Irene.
