The Shipping & Sustainability Files: The diversity debate

For men who support the drive for diversity it was warming to hear the discussion turn to how industry should recognise the support it gets from outside, namely from men who are outspoken and support one of the key sustainability goals. Diversity and gender inclusivity is not about getting the support of men, women should not be asking for permission in this issue, but by hailing the men who have recognised the role diversity plays in improving their businesses and social lives it sends a clear message to those men that do not. It is often not those that work against the tide that slow change, but those that are indifferent or do nothing.

We need to acknowledge the men that are our supporters, that actively recognise and talk about the benefits of diversity and equality in their lives that can show that this is not about losing a place at the table, or having more competition, but about the right way to improve a business and society.

The theme of the UN’s International Women’s day is “world”. Because the IMO is a UN agency it tends to follow the UN lead and its focus was similar. The discussion on the Shipping & Sustainability Clubhouse focused on how we can draw women up the career ladder to give them positions of authority and leadership. And for those that are already in positions of authority how they can be encouraged to be more visible and vocal.

Confidence impacts a desire and capability in public speaking, and being seen to enable other women to notice that there are women in the industry with skills, knowledge and competence like them.

Confidence came out as one key soft skill that should be encouraged amongst women who have aspiration, that and ability to overcome the “imposter syndrome” where women believe that they are in the wrong position because so many around them in similar roles are men

Publicly listed companies will have ESG goals and try to fulfil them, but there are private companies that do not because there is no pressure to. But in all too any cases these ESG efforts fall flat due to lack of real engagement. In many cases we can see that women are invited into positions because the company needs a ratio, and not because they necessarily look properly for the right women with the skills (some companies find it difficult to look for woman so give up trying hard).

In many cases it may not be the mentality of the male leaders, but what is being asked. We need to have equality in the boardroom but not by forcing women into positions they are not suitable for or just to fill a percentage. We need talent across the gender divide. And we need women to be able to climb the career ladder, so that situation can be resolved. We need to build up women into positions where they can be seen as leadership potential and take those roles because their skills, competence and confidence makes them the right choice.

But in many instances women don’t see the top, they do not believe in their ability to get there so do not try. That has to change. We need to make women see themselves as part of the leadership board.

During the Shipping & Sustainability talk we heard the story of one UK tech startup actively seeking a diverse board and the difficulty in finding the right balance. The questions being raised were enlightening. How do I ensure the board is right, that I have the right education, background? It is easy to sleepwalk into it. One needs to be actively mindful of equality. It can be a probability game, you go into networks that are all men, so you only get men being recommended.