At the Crew Connect Global conference 2023, Tommy Olofsen, CCO and President of OSM Thome, led a panel discussion highlighting the challenges of attracting younger generations to the maritime industry. A concerning poll revealed that over half of maritime professionals wouldn’t recommend a seafaring career to their children, signaling a significant image problem for the shipping sector. With a projected need for an additional 89,510 officers by 2026, it’s crucial to address these issues to make maritime careers appealing to younger job seekers.
Panelists emphasized the importance of promoting shipping in schools and colleges, positioning it as an exciting and viable career path. They acknowledged the industry’s harsh realities—like time away from family and potential dangers at sea—but also noted the global opportunities and higher salaries that can attract ambitious youth. Furthermore, many young individuals today seek employment with companies that align with their values, particularly regarding environmental sustainability. As the shipping industry takes strides toward decarbonization to meet International Maritime Organization targets, demonstrating commitment to sustainable practices will be essential for attracting this demographic.
Connectivity also emerged as a critical factor, as millennials expect continuous internet access. Employers who can provide reliable connectivity will likely have an edge in attracting younger workers. Additionally, timely repatriation after contracts is vital; delays can push seafarers to find shore-based jobs instead.
Gerardo Barromeo, CEO of PTC Group, noted that the prestige of shipping careers has dwindled, partly due to outdated job titles like “ordinary” and “able-bodied.” Julia Anastasiou from OSM Thome emphasized the value of crew as vital assets, advocating for a focus on crew retention and professional development. Mailyn Borillo, managing director of OSM Thome in the Philippines, reinforced that retaining talent is crucial in attracting a broader workforce, necessitating attention to both professional growth and holistic welfare.
Diversity and inclusion remain pressing issues in the maritime sector. The recent Diversity Study Group’s annual review revealed a disappointing decline in women in leadership and technical roles, despite improvements in ethnic diversity among leaders. Changing the industry’s traditional image from a “macho” domain to one welcoming diverse talent is necessary for growth.
In conclusion, the maritime industry often operates behind the scenes, gaining attention primarily when crises occur. To reshape this perception, the sector must communicate its essential role in the global supply chain—moving 90% of goods and services—and showcase the exciting, varied career opportunities available for young professionals. Addressing internal and external perceptions is critical for the future success of maritime recruitment and retention strategies.
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