The Spinnaker Maritime People and Culture Conference 2024: A Wrap-Up

We hosted our 16th annual Maritime People & Culture Conference on the 16th and 17th May 2024 at the Grand Connaught Rooms in London.

The event, chaired by Chairman Phil Parry, featured fascinating talks, presentations and panel discussions covering the key issues facing the maritime industry and how HR and leadership teams can address them.

Parry says, “We are delighted that this year’s event has had a record turnout. Delegates have travelled from all over the globe to attend and we are honoured that so many members of the maritime community have joined us. The sessions have been both informative, topical and wide ranging – from neurodiversity to decarbonisation.”

A Wrap-Up of the 2-Day Event

Maritime Economics – An engaging session looking at the shipping market outlook from a standpoint of managing disruption and going green. This session covered the market cycle position, seaborn trade, fleet development, sector trends, green fuelling and maritime decarbonisation. Did you know, the Suez Canal is around 10% of global trade?

The Power of Personality – An insightful session by Daniel Taylor covering everything from the Greek history of personality to how we now in the 21st century understand our own personality. We looked at the tool Facet5, how it works, that they are indicators, not measures, what your personality can mean for the workplace and the risks and awareness surrounding your personality traits.

Neurodiversity – Heidi Watson let us in on the knowledge that more than 15-20% of people over the world are neurodivergent. We were shown that there are ways you can alter and adapt your workplace to accommodate neurodivergent people, such as, looking at your recruitment strategy, thinking about how you can support them such as an open work culture, work schedule changes and more.

DE&I Backlash: Now what? – “If you do not bring everyone on the bus with you, you become the monster you have fought against” was the resonating point Njsane Courtney made during his presentation. This was a thought-provoking session that got everyone thinking, what are we doing in the workplace in regard to DE&I Policies, are we doing enough?

Charting Life Transitions – A heartfelt session from Torid Boe taking us through her life experiences with perimenopause and how we can prevent midlife derailing work life. We were shown the Three C approach to approach these still taboo topics in the workplace; Conversation, Coding and Cultivating Support.

Unlocking the Power – A session on the female element in security, Anne Gry took us through her own experiences working within security as well as what a female in security can bring to your workplace, driven innovation, creativity and critical thinking, and an interesting point that women have an 82% higher score in honesty and integrity than men.

Can Shipping Decarbonise? – By the end of the session the simple answer from Mark Williams was yes, it can but, at the moment we have phase 1 and phase 3 sorted, we are just missing the middle bit, the phase 2, the how do we get there. Shipping has never decarbonised before, so how do we know what to do when we have nothing to refer to?

The Art and Science of Communication – Tim Brown taught the room that the language we use has a huge impact on a person’s state. As humans we have natural filters such as deletion, distortion and generalisation so we must think, how are we to manage our communication with others as individuals?

Are we doing enough to support the well-being of seafarers? – A panel dedicated to discussing simply are we doing enough but also what are we doing from three different points of view, a charity, a coaching programme and mental health support. The general consensus was that we are doing the best we can.

You can read more about this session here.

Global Maritime Trends 2050 – Claudene Sharp-Patel ran us through an interesting session on the 2050 report from Lloyd’s Register. Looking at the What If’s, looking at trends, mapping out scenarios and delving into what if this happened.

Global Maritime Trends 2050 and Future Skills – This panel discussed how collaboration is key in training and addressing concerns of seafarers to ensure they are getting the training they need. It is a huge question mark over training as we do not know what they future will be, but this is why collaboration is more important now than ever.

Human Capital Management – Raal Harris and Nick Chubb showed us through their framework for a strategic approach to attracting, developing, managing and retaining maritime professionals at sea and ashore. The framework looks at recruitment, onboarding, learning and development, performance and retention.

Moving Minds and Elevating Skills – Caroline Baumgaertner shared the insightful ways NSB are retaining and developing their people. The simple answer is, keep the focus on the people. NSB are using systems such as being mentored and mentoring simultaneously, using AI to identify skills gap and competency work to identify issue areas.

The role of culture in attracting and retaining talent – The final session/panel of the event where we took a deep dive into the generational and geographical struggles and the differences between macro and micro culture. Thoughts such as ‘people create their own subset of culture’ and ‘Gen-Z are very open and authentic’.

You can read more about this session here.

This year we hosted a gala dinner, kindly sponsored by ABS, during which we announced the winner of the inaugural ‘Best HR Initiative’ Award.

We had invited members of the Maritime HR Association to submit an entry detailing a new HR practice, policy or initiative that they had put in place. Entries ranged from diversity programmes, improved HR systems and well-being activities.

The winner was Bernhard Schulte Shipmanagement (BSM) with Irena Kyprianidou, Evrydiki Kolokoudia and Natalie Pellenz collecting the award from Jorunn Eldoy from Mintra. Their initiative was a Female Mentorship Programme for newly joining women cadets, connecting those at sea with a shore-based mentor. The programme aims to establish a support system and a safe space.

The awards were judged by Heidi Watson, Employment Partner, Clyde & Co, the Editor of TradeWinds, Julian Bray and Chairman of Spinnaker, Phil Parry.

They commented “BSM deserve our congratulations for these initiatives which capture the spirit of how supporting and investing in people pays dividends that go beyond financial returns. These programmes are an example of the kind of vision we need in maritime to drive and encourage diversity, inclusion and safety.”

BSM said about winning the awards “Thanks a lot for the great conference and for honouring us with the first Spinnaker Best HR Initiative Award.”

There were 3 runners up including Navigator Gas with Coffee Roulette, an internal networking initiative to match up colleagues who don’t usually work together to go for a coffee and a walk.

Also, runners up were Pacific Basin with their enhanced maternity package available in all offices. Pacific Basin said “This initiative is a testament to our commitment to supporting our employees through significant life events, it does not only benefit the family unit but also contributes to a more balanced and productive workforce in the long run. It is an investment in our future generations and the overall health of our society.”

Teekay’s 50 years, 50 stories was the final runner-up. Their entry celebrates fascinating, interesting and light-hearted stories within Teekay to celebrate their 50th anniversary.

Want to hear what our delegates have to say? Take a look here.

The Spinnaker Maritime People and Culture Conference 2024: What are people saying?

The Spinnaker event of the year is over!

As a company and team, we spend a lot of time, thought and energy planning this conference for our delegates. We try to select speakers and topics based on what is hot in the industry right now, that can spark interest and evoke discussion.

The Maritime People and Culture Conference has now become the largest worldwide gathering of maritime HR and crewing professionals and has become the annual ‘must-attend’ for these professionals from all over the world. This industry is changing day by day and new challenges and issues are arising for the HR profession and at Spinnaker we aim to take what our delegates most want to know about and discuss and translate that into 2-days of sessions, panel discussions, and networking opportunities for the maritime industry.

We love to hear what our attendees have to say about the event. Take a look at what people have said about this year.

“I particularly enjoyed the sessions on “Maritime Economics” and “Can Shipping Decarbonize?”—both were insightful and engaging. The networking opportunities were excellent, and I made many valuable new connections. Looking forward to future events!”

“I thought the conference was fabulous, huge congratulations to you all.”

“I wanted to extend my heartfelt appreciation for the excellent organization and content of the conference. The sessions were not only relevant but also provided eye-opening insights into the future trends of our industry.”

“The “Global Maritime Trends 2050” session presented by LR was particularly impressive. It was informative and provided a comprehensive overview of what we can expect in the coming decades. This session was a highlight for me!”

“My biggest take-away from these 2 days is around networking from people around the globe in our industry.”

“I’ve had several insights and learning areas I’m taking home to my organization!”

“It was simply amazing to be part of these 2 days filled with interesting topics and amazing people!”

“I enjoyed the conference and I’ve brought back ideas and useful bites for thoughts.”

“Thanks so much for having me, I really enjoyed the whole event, and met so many great people, one of which I am emailing today.”

“Firstly, I would like to say a big thank you for the Maritime People and Culture Conference, it was excellent and I really enjoyed the well-planned and ran days.”

“I wanted to drop you a line thank you and the team for extending such a warm welcome to me over the last two days, and for the opportunity to actively contribute to the conference. When I reflect on conferences and shows I’ve attended over the years, from those associated with the Royal Navy, to those in Coaching, Training and Education, and then onto Cruise, Shipping and MYS, I can honestly say that the last two days have been exceptional. So, thanks again. It really was that good!”

If you were thinking about attending next year, or have any topics you would like to be discussed, or would be interested in speaking yourself, get in touch with a member of the events team today to register your interest.

SIRE 2.0: Enhancing safety and addressing human factors in the tanker industry

The shipping industry, particularly the tanker sector, has undergone a significant transformation in terms of safety and inspection protocols with the implementation of the Ship Inspection Report (SIRE) programme. Recently, this initiative has been further refined and updated, resulting in the development of SIRE 2.0, which will officially be rolled out in Q3 of 2024.

SIRE 2.0, a digitised programme combining physical inspections with advanced tools, is poised to revolutionise how vessel quality and crew tasks are assessed. By adopting a risk-based approach and utilising advanced tools, strengthened governance processes, and more comprehensive reporting outcomes, SIRE 2.0 will provide more accurate reports and predict future performance more effectively, a crucial aspect for all stakeholders in the tanker industry.

SIRE 2.0 has significantly more emphasis on Human Factors. Vessel crews are relied on to perform all the important tasks, operations and maintenance on a vessel, and to spot problems and adapt to changing situations. That said, the crew will struggle to do this if the hardware doesn’t work well if procedures aren’t helpful or if there are conditions which make tasks more difficult to do. These are the human factors that SIRE 2.0 is watching out for, giving ships the opportunity to make the tasks they rely on to protect their vessel even more reliable and effective. This focus is a testament to our industry’s recognition that crew are at the heart of a well-operated vessel. SIRE 2.0 is designed to support this crucial aspect.

Why SIRE 2.0?

The SIRE programme has been essential for assessing risks and helping stakeholders make informed decisions based on comprehensive vessel inspections. As maritime operations are continually changing, a more nuanced approach that considers the condition of tankers and the conditions that support the performance of the crew operating them is necessary.

To address these evolving needs and challenges, SIRE 2.0 aims to provide a more holistic and accurate reflection of a vessel’s operational condition by incorporating advanced data analysis techniques and increasing the focus on human contribution to vessel operations. This approach is expected to significantly enhance the programme’s predictive capability, making it possible to detect and address the conditions that can lead to accidents.

How has SIRE 2.0 addressed Human Factors?

The release of SIRE 2.0 signifies a significant shift towards acknowledging the crucial role of crew in maritime operations. It provides better information on the effectiveness of important tasks on the vessel, as well as making it a less daunting experience for the crew being inspected.

Firstly, the focus of the inspection is on the reliability of the task and how an organisation has set the conditions for the task to be reliable rather than on the individuals being inspected. Inspectors do not expect textbook answers. Instead, inspectors work with crew, to talk-through or walk-through the important tasks as they would normally do them. The inspector is trained to observe those conditions that can make it easy or hard for a person to do their important tasks. For the first time SIRE 2.0 can also report when a vessel is exceeding expectations on a task.

Secondly, SIRE 2.0 has prepared inspectors for the inspection process, including training in Human Factors and non-technical skills. Non-technical skills include how to engage and put the crew at ease and how to have helpful conversations with the crew to gather information about the reliability of the task.

Finally, OCIMF has created helpful guidance material for crew, operating companies, owners, and those who will receive the SIRE 2.0 reports, explaining human factors and how companies and organisations can make the most of the new human factor information that SIRE 2.0 generates. This material is available at https://www.ocimf.org/es/programmes/sire-2-0/sire-2-0-videos.

Enhanced standards and support

The SIRE 2.0 programme has profound implications for the tanker industry. Firstly, it sets a high standard for operational excellence but is also completely open about what it takes to meet those standards. This transparent approach means that vessels that operate in accordance with SIRE 2.0 guidance can expect to achieve higher levels of operation, thus reducing the likelihood of accidents.

Secondly, SIRE 2.0 moves the industry from an exclusive focus on the competence of individuals towards how we design tasks and equipment to make it easier for seafarers to be successful. Companies can implement more effective and long-lasting safety measures by understanding and addressing the conditions that lead to mistakes and adaptations in work.

Finally, the enhanced focus on human factors will promote a culture of learning in the industry. SIRE 2.0 can be a mirror of the conditions in everyday operations that later become accidents and business interruptions, making inspection a valuable opportunity to learn and course-correct.

SIRE 2.0 will aim to analyse trends in inspection findings over time, aiding vessel operators – and, by extension, the entire industry – in identifying both common and emerging risks. Actions can be prompted when vessels are identified with deficiencies or areas needing improvement. With a question algorithm tailored to each vessel, these areas will be revisited in future inspections to verify improvements. This process enables operators to address issues across their fleets, enhancing safety and performance where necessary.

Digitalised inspections

Transitioning to a digitalised inspection regime aims to achieve seamless integration with the existing maritime data infrastructures. This fosters interoperability and efficient data sharing among stakeholders. Such standardisation promotes a more unified and cooperative approach to maritime safety and compliance on an international scale.

SIRE 2.0 is a significant advancement in the approach to tanker safety. By integrating human factors into its framework, the programme acknowledges our industry’s reliance on crews to perform essential tasks. SIRE 2.0 provides an opportunity to learn about the conditions that help or hinder crew carrying out these tasks, to make improvements to better support them, and so enhance maritime safety and success.

This proactive approach is expected to not only safeguard lives and property but also protect the marine environment from the potential risks associated with tanker operations. As such, SIRE 2.0 is a welcome step forward in the quest for a safer and more reliable tanker industry.

By: Aaron Cooper, Programmes Director at OCIMF

The important work carried out by the Sailors’ Society

The past few years have placed immeasurable stress on the maritime industry and its whole workforce. The pandemic, Ukraine war and Houthi attacks in the Red Sea don’t just affect seafarers on board but the whole shipping sector. As a global maritime welfare charity, Sailors’ Society expanded its award-winning Wellness at Sea programme in recent years to include shore staff, ensuring everyone involved in keeping world trade moving has resources at their fingertips to help them navigate the challenges they face. It is part of our circle of care to help your teams – and your company – to thrive.

We work with companies across the maritime industry, helping to support the workforce we all rely on. Everything we do benefits the sector by helping to mitigate the risk, and ensuing cost, of safety and wellbeing incidents at sea, as well as improving crew retention.

Sailors’ Society has been supporting seafarers and their families for more than 200 years. We are by their side around the clock, 365 days a year – a complete support system in a seafarer’s pocket with our helpline, Crisis Response Network, Peer-to-Peer Support Groups and award-winning training programmes available through their phone, wherever they are. Our global team is on hand 24/7 to help seafarers in need, whether many miles out to sea or in a faraway port. We provide grants to help those in desperate need and support families and colleagues when crises like piracy, missile attacks or violent storms strike. We support seafarers from the start of their careers through our ground-breaking cadet conferences, giving them an insight into the realities of life at sea and the tools they need to look after their mental and physical health. And we are there for them and their support network through the many long voyages ahead. We receive no government funding and are entirely reliant on the maritime sector to provide the funds needed to deliver and grow these vital services. But supporting our work can deliver significant benefits in terms of employee engagement, marketing and publicity, as well as supporting your corporate CSR/ESG objectives.

We are delighted that Sailors’ Society is one of the partner charities of Posidonia 2024. We will be in Athens and are keen to meet with companies interested in benefiting from our free wellness resources or supporting our work with seafarers. We are also asking participants in the Posidonia Games running and soccer events to consider donating.

Whether you are interested in finding out more about Sailors’ Society’s work and how your company can benefit, or making a charitable donation, we would be very pleased to hear from you. If you are not attending Posidonia this year, we would be delighted to arrange a virtual meeting instead. Please contact Ben Scott to arrange a call.