Maritime diversity and inclusivity in the Trump era

Claudia Paschkewitz, director of sustainability, diversity and inclusion at Columbia Group, writes about the impact Donald Trump’s rulings on DEI will have on the maritime industry.

US President Donald Trump’s recent ruling against diversity and inclusivity measures is a step backwards in the progress that has been made around the world, and it could have rippling effects through the maritime industry.

We have been making great strides in opening the discussion in the maritime industry around bullying and harassment and promoting ourselves as an open and inclusive industry for seafarers. Through training and awareness initiatives, we have encouraged our workforce to welcome diverse crew members and appreciate the different strengths and skills they can bring to a team.

Despite this, if often feels as though we are moving one step forward and two steps back. This tug-of-war between progression and regression has recently taken a sudden turn as major cooperations such as Google and McDonalds began rolling back their DEI initiatives following Trump’s executive order that ruled against affirmative action and Diversity, Equity and Inclusivity initiatives.

Whilst this decision predominantly impacts transgender individuals that serve in the US military, it sends a troubling message and implications that will ripple across other industries, including maritime.

Maritime has long been a diverse industry by nature of the cultures it employs onboard ship, relying on its skilled global workforce that brings together a plethora of different cultures, ethnicities, traditions, and beliefs. Without this, the industry would be unsustainable. Limiting opportunities and restricting one’s talent based on identity rather than skill undermines career progression as well as the evolution of the entire industry itself.

Diversity is about having top talent. At Columbia Group, we are committed to lifelong learning and allowing seafarers to have control over their careers and learning. We look for hidden talent. It’s all about people for us, it doesn’t matter their race, sexuality or political persuasions, as long as the fit is right, the rest can all be developed. You can’t develop someone into being the right fit. Without diverse talent, maritime risks stagnation, failing to adapt to an evolving world.

Discussions with Charles Watkins, CEO at Mental Health Support Solutions (MHSS) and member of OneCare Group (OCG), have highlighted it is evident that there is a real need for support amongst seafarers, particularly those form underrepresented backgrounds who are already at a disadvantage to their peers. Long working hours, a lack of connectivity, and various safety risks have already plagued the industry in recent months, and we do not need to add another factor into the equation. MHSS has recently welcomed a psychologist specialising in the LGBTQ+ community to its team to ensure someone is on hand to help people should they need it. It is initiatives likes these that highlight how far we have come and how damaging these extreme new measures will be.

Beyond recruitment, retention is another issue. The younger generations are demanding a sense of social responsibility amongst their peers both inside and outside of the workplace. Gen-Z and Millennials are becoming increasingly vocal on the need for professional environments that share similar values to their own, particularly regarding the topics of diversity and inclusion. Dismissing these expectations not only risks losing future industry leaders and innovators but weakens maritime’s position compared to other sectors.

Many industries such as technology and healthcare have already been seen to embrace inclusivity, recognising its crucial role in driving long-term success. Fostering an environment where individuals feel supported and valued is more than just the right thing to do. It is essential.