Op-Ed: Visibility alone is not progress: Why retention matters in building a future for women at sea

Julia Anastasiou, chief crew management officer, OSM Thome

by Julia Anastasiou, chief crew management officer, OSM Thome

This International Women’s Day (March 8), we celebrate achievements, acknowledge barriers, and commit to action, yet, in the maritime industry, celebrating visibility alone is not enough. Women seafarers make up less than 2% of the global workforce, and while attracting more women on board is critical, true progress will only come when we focus equally on retention, career growth, leadership longevity and providing them a structured and balanced work environment.

Having spent almost 30 years in the shipping industry, I’ve witnessed decades of undeniable change in how we approach diversity, equity, and inclusion. More women are entering the sector, and companies are increasingly aware of the value that diverse teams bring. Yet, despite these gains, the challenges persist: women often leave the industry at higher rates than their male counterparts.

Trade unions and industry commentators increasingly point to a fundamental truth, that retention is tied to culture, not just recruitment. Visibility alone, without structural support, does not equal progress.

The reasons are varied and complex. Life at sea remains demanding and ships are physically and socially challenging environments, with systems historically designed around a male-dominated workforce. From accommodation layouts to policies on work-life balance, the infrastructure and culture aboard ships have not always made it easy for women to thrive. Addressing these issues is not just about “making life easier”, it is about creating an environment in which women can contribute fully, advance in their careers, and choose to stay.

At OSM Thome, we have embraced this challenge and over the past few years, have launched initiatives aimed not only at attracting women to the industry but also at retaining them and supporting their progression. Our dedicated Women’s Desk provides tailored career support and guidance for female seafarers, while mentorship programs connect experienced leaders with rising talent, ensuring that knowledge, advice, and encouragement are shared at every stage of a career.

These initiatives reflect the principle of this year’s International Women’s Day theme of “Give to Gain”. By investing time, energy, and guidance into developing others, we strengthen the entire workforce and build a pipeline of capable leaders.

Mentorship is particularly vital as representation-focused approaches – simply counting how many women are on board – cannot drive long-term change. What matters is leadership visibility coupled with meaningful support structures. Women who see others succeeding in leadership roles and who receive encouragement and guidance along the way, are far more likely to remain in the industry and aspire to those roles themselves. Providing mentorship, sharing experiences, and actively fostering career growth is the most effective way to “give to gain”, benefiting not only individual seafarers but the broader maritime community.

It is clear that attracting women to maritime careers is only half the battle. If we want to see lasting change, we must focus on retention, culture, and leadership opportunities. Companies, unions, and leaders must collaborate to ensure that the environment onboard ships supports women’s advancement at every level. Policies, infrastructure, and mentoring programs must all reflect the principle that investing in women is an investment in the future of the industry.

As we celebrate International Women’s Day, let us commit to action that goes beyond numbers. Let us give mentorship, guidance, and support, and in doing so, gain a strong