Changing Course
Share this blog
Latest Maritime Vacancies
Fleet Manager – Crew Boats – Rotation
Commercial Manager/Director – Abu Dhabi
Port Captain – Europe
Sales and Marketing Manager – Qatar
Senior Chartering Manager (Chemicals)- Singapore
IWD25 – How is the industry doing?
This International Women’s Day, we’re spotlighting the voices of CEOs, Directors, and Executive Leaders as they share their insights on the evolving maritime industry. With women still making up only around 30% of the workforce, progress toward gender equality continues—but there’s more to be done. We spoke with industry trailblazers about the initiatives in place to support women, the changes still needed to achieve true gender parity, and how the industry is adapting to attract and retain female talent.
Join us as we hear from Karin Orsel, CEO of MF Shipping, on her perspective and experiences in shaping a more inclusive maritime sector.
How has the maritime industry changed when it comes to the attraction and retention of women in the sector?
Visible role models are key. Young women entering the industry need to see and hear from those who have paved the way before them. Representation at leadership levels, both at sea and ashore, is critical to breaking barriers and inspiring the next generation to not only join the industry but also stay and advance within it.
Beyond individual companies, the maritime sector as a whole must commit to inclusive hiring and promotion policies, ensuring that talent development is based on merit rather than outdated stereotypes. Policies that support work-life balance, guarantee safety at sea, and foster inclusive workplaces are not just “nice to have”—they are essential if we truly want to create an equitable industry.
Shipping is a global industry, and achieving gender parity requires a collaborative effort across countries, cultures, and regions. If we are truly committed to a diverse and resilient maritime future, we must take concrete steps to create an inclusive environment where all professionals—regardless of gender—can grow, succeed, and lead.
Have you put any practices in place to support women and their progression into leadership/advancement within their career?
Yes, at MF Shipping Group, we support the development and career progression of women in the maritime industry. This commitment goes beyond words— for example, we appoint women to roles traditionally seen as male-dominated, such as Technical Superintendent or Quality Inspector. On board our vessels, we establish clear career pathways, ensuring that women have equal opportunities for growth, development, and leadership, just like their male colleagues.
However, diversity and equity are about more than just gender balance. We focus on recognizing talent and placing the right people in the right roles based on their skills, potential, and dedication—never at the expense of others. It’s about fostering an inclusive workplace where all employees, regardless of gender, nationality, or background, feel valued and empowered to succeed.
Beyond our company, I actively advocate for greater female representation at industry-wide forums. Representation matters—not only for visibility but also for driving meaningful change. Diverse leadership leads to better decision-making, and we need more women in key positions to shape the future of our industry. By promoting an inclusive culture, we ensure that women don’t just enter the maritime sector but have the support and opportunities to grow, lead, and inspire future generations.
What do you think still needs to change when it comes to achieving gender parity in maritime?
While progress has been made in advancing gender parity in the maritime industry, there is still significant work ahead. Women’s roles in the sector vary greatly worldwide, and current global developments are unfortunately setting us back, undermining hard-earned rights that women have fought for over the years.
A key challenge is the cultural shift needed to normalize female leadership in an industry that has historically been male-dominated. Despite progress, unconscious biases persist, leading to women being judged based on gender stereotypes rather than their expertise. This creates barriers to leadership roles for many talented women in the industry.
To achieve true gender parity, several changes must occur:
First, we need to accelerate the cultural shift that normalizes female leadership in maritime. While steps have been taken in the right direction, ingrained biases and stereotypes still shape perceptions, limiting women’s access to leadership roles. We must prioritize challenging these biases, ensuring leadership positions are open to individuals based on competence and ambition, regardless of gender
Second, policies promoting diversity and inclusion must be embraced across the industry. Equal hiring practices are essential, but so is creating clear pathways for career advancement. Companies must support women’s growth, offering the same opportunities for progression as their male counterparts and fostering a culture that recognizes and nurtures female talent.
Finally, creating a more inclusive environment onboard ships is crucial. Addressing work-life balance, safety, and the specific needs of women at sea will encourage more women to enter and stay in the industry. Providing a safe, supportive environment will allow women to thrive in their careers, knowing they are valued and supported.
Achieving gender parity in maritime requires a sustained commitment from industry leaders, policymakers, and employees. By challenging outdated perceptions, promoting inclusive policies, and fostering an environment where women can thrive, we can move towards a more inclusive, diverse maritime industry for the future.