GITNUXREPORT 2025

Diversity, Equity, And Inclusion In The Marine Industry Statistics

Diversity in maritime industry improves performance, culture, and recruitment efforts.

Jannik Linder

Co-Founder of Gitnux, specialized in content and tech since 2016.

First published: April 29, 2025

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Statistic 1

Women make up approximately 2% of the U.S. maritime workforce

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Minority representation in the maritime industry is around 15%

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Only about 4% of ship captains are women

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The average age of maritime workers is 48 years old, indicating a need for greater diversity to attract younger talent

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Ethnic minorities comprise 20% of the maritime workforce in certain regions

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The participation rate of women in maritime engineering roles is approximately 8%

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Only 3% of senior maritime executives are women

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The percentage of LGBTQ+ individuals in the maritime industry is estimated at 5%

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Marine industry training programs with targeted diversity components have increased participation from minority groups by 18%

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Female maritime students represent approximately 10% of maritime academy enrollees

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Globally, women hold about 1.5% of senior management roles in the maritime industry

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The number of women onboard ships has increased by 2% over the last five years, still representing a small minority

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Women in leadership positions within the marine sector earn on average 20% less than their male counterparts

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Less than 10% of maritime internships and apprenticeships are awarded to minority candidates

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Marine industry conferences and events have seen a 25% increase in diverse representation over the past three years

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The percentage of women aboard ships increases by approximately 1-2% annually, yet women remain underrepresented

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The marine industry ranks in the bottom third of industries for gender diversity, according to a 2022 report

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About 30% of maritime senior managers are implementing DEI metrics in their performance evaluations

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The percentage of underrepresented groups in maritime leadership roles has increased by 10% over the past five years

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Approximately 60% of maritime companies have implemented diversity policies

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The maritime industry is projected to need an additional 24,000 officers globally by 2030, with increased diversity improving recruitment

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52% of maritime companies surveyed have diversity and inclusion initiatives that include recruitment, retention, and development

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Around 10% of maritime companies offer dedicated diversity mentorship programs

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Initiatives to improve diversity have been linked to increased innovation and problem-solving on ships and in offices

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Ethnic diversity initiatives have resulted in a 12% increase in minority hiring in the marine sector over the last three years

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The use of blind recruitment processes in maritime hiring has increased by 40%, helping reduce bias against underrepresented groups

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Network and mentorship programs for minorities in maritime have increased by 35% in the past four years, improving retention rates

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Companies with diverse leadership are 35% more likely to outperform their peers financially

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Racial minorities in the maritime industry are more likely to experience wage disparity, with a wage gap of 12% compared to their counterparts

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The retention rate for diverse employees in maritime is 15% lower than for non-diverse employees, indicating a need for inclusive workplace practices

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45% of maritime workers believe there is a need for more diversity and inclusion training

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Training programs focused on DEI (Diversity, Equity, and Inclusion) are attended by only 30% of employees in the maritime sector, indicating room for growth

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The number of maritime scholarships awarded to women has increased by 25% in the last five years, aiding in diversifying the future workforce

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70% of marine industry professionals believe diversity initiatives positively impact company culture

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Underrepresented groups cite workplace inclusivity as a top factor in choosing employers in the marine sector

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Women in the maritime sector report facing barriers such as gender bias and lack of mentorship

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About 65% of maritime companies have diversity and inclusion goals, but only 40% report progress publicly

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Marine industry surveys show that 65% of women leave the sector within five years due to workplace culture issues

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75% of maritime companies agree that diversity improves onboard teamwork and safety

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Around 55% of maritime industry workers believe that diversity and inclusion are critical for future growth

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Companies investing in diversity training see a 25% reduction in workplace conflicts

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Women in maritime safety and operations report feeling less included than men, with 50% citing workplace culture as a barrier

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Key Highlights

Women make up approximately 2% of the U.S. maritime workforce
Minority representation in the maritime industry is around 15%
Only about 4% of ship captains are women
The average age of maritime workers is 48 years old, indicating a need for greater diversity to attract younger talent
Ethnic minorities comprise 20% of the maritime workforce in certain regions
Companies with diverse leadership are 35% more likely to outperform their peers financially
70% of marine industry professionals believe diversity initiatives positively impact company culture
The participation rate of women in maritime engineering roles is approximately 8%
Underrepresented groups cite workplace inclusivity as a top factor in choosing employers in the marine sector
Only 3% of senior maritime executives are women
The percentage of LGBTQ+ individuals in the maritime industry is estimated at 5%
Marine industry training programs with targeted diversity components have increased participation from minority groups by 18%
Female maritime students represent approximately 10% of maritime academy enrollees

Despite making up just a small fraction of the industry, diversity, equity, and inclusion efforts are proving vital for the maritime sector’s future growth, innovation, and workforce sustainability.

Demographic Representation and Statistics

Women make up approximately 2% of the U.S. maritime workforce
Minority representation in the maritime industry is around 15%
Only about 4% of ship captains are women
The average age of maritime workers is 48 years old, indicating a need for greater diversity to attract younger talent
Ethnic minorities comprise 20% of the maritime workforce in certain regions
The participation rate of women in maritime engineering roles is approximately 8%
Only 3% of senior maritime executives are women
The percentage of LGBTQ+ individuals in the maritime industry is estimated at 5%
Marine industry training programs with targeted diversity components have increased participation from minority groups by 18%
Female maritime students represent approximately 10% of maritime academy enrollees
Globally, women hold about 1.5% of senior management roles in the maritime industry
The number of women onboard ships has increased by 2% over the last five years, still representing a small minority
Women in leadership positions within the marine sector earn on average 20% less than their male counterparts
Less than 10% of maritime internships and apprenticeships are awarded to minority candidates
Marine industry conferences and events have seen a 25% increase in diverse representation over the past three years
The percentage of women aboard ships increases by approximately 1-2% annually, yet women remain underrepresented
The marine industry ranks in the bottom third of industries for gender diversity, according to a 2022 report
About 30% of maritime senior managers are implementing DEI metrics in their performance evaluations
The percentage of underrepresented groups in maritime leadership roles has increased by 10% over the past five years

Demographic Representation and Statistics Interpretation

Despite modest gains in diversity metrics, with women and minorities still fundamentally underrepresented—particularly in leadership and technical roles—the marine industry’s slow but steady progress towards inclusion signals a clarion call for more focused efforts to navigate away from its gender and ethnic shores of disparity.

Industry Diversity and Inclusion Initiatives

Approximately 60% of maritime companies have implemented diversity policies
The maritime industry is projected to need an additional 24,000 officers globally by 2030, with increased diversity improving recruitment
52% of maritime companies surveyed have diversity and inclusion initiatives that include recruitment, retention, and development
Around 10% of maritime companies offer dedicated diversity mentorship programs
Initiatives to improve diversity have been linked to increased innovation and problem-solving on ships and in offices
Ethnic diversity initiatives have resulted in a 12% increase in minority hiring in the marine sector over the last three years
The use of blind recruitment processes in maritime hiring has increased by 40%, helping reduce bias against underrepresented groups
Network and mentorship programs for minorities in maritime have increased by 35% in the past four years, improving retention rates

Industry Diversity and Inclusion Initiatives Interpretation

While more than half of maritime companies are navigating towards diversity and inclusion, with innovative recruitment tactics like blind hiring and expanding mentorship programs boosting minority representation, the industry still charts a course toward broader inclusivity needed to meet the global demand for officers and sustain maritime innovation.

Statistics

Companies with diverse leadership are 35% more likely to outperform their peers financially
Racial minorities in the maritime industry are more likely to experience wage disparity, with a wage gap of 12% compared to their counterparts
The retention rate for diverse employees in maritime is 15% lower than for non-diverse employees, indicating a need for inclusive workplace practices

Statistics Interpretation

While diverse leadership can steer companies toward greater financial success, the persistent wage gaps and lower retention rates for racial minorities in the marine industry reveal that navigating true inclusivity remains a challenging voyage requiring both intention and sustained effort.

Training, Education, and Workforce Development

45% of maritime workers believe there is a need for more diversity and inclusion training
Training programs focused on DEI (Diversity, Equity, and Inclusion) are attended by only 30% of employees in the maritime sector, indicating room for growth
The number of maritime scholarships awarded to women has increased by 25% in the last five years, aiding in diversifying the future workforce

Training, Education, and Workforce Development Interpretation

While nearly half of maritime workers see the need for more diversity and inclusion training, the fact that only 30% of employees participate suggests there's still a long voyage ahead toward true industry equity, yet the 25% rise in women’s scholarships charts a promising course for a more diverse future.

Workplace Culture and Perceptions

70% of marine industry professionals believe diversity initiatives positively impact company culture
Underrepresented groups cite workplace inclusivity as a top factor in choosing employers in the marine sector
Women in the maritime sector report facing barriers such as gender bias and lack of mentorship
About 65% of maritime companies have diversity and inclusion goals, but only 40% report progress publicly
Marine industry surveys show that 65% of women leave the sector within five years due to workplace culture issues
75% of maritime companies agree that diversity improves onboard teamwork and safety
Around 55% of maritime industry workers believe that diversity and inclusion are critical for future growth
Companies investing in diversity training see a 25% reduction in workplace conflicts
Women in maritime safety and operations report feeling less included than men, with 50% citing workplace culture as a barrier

Workplace Culture and Perceptions Interpretation

While a growing tide of maritime companies champions diversity for enhanced teamwork and safety, the persistent barriers faced by women and underrepresented groups reveal that the sector still has considerable currents to navigate before true inclusion becomes the standard, not the exception.