GITNUXREPORT 2026

Diversity Equity And Inclusion In The Shipping Industry Statistics

The shipping industry struggles with stark gender and ethnic imbalances despite some progress.

Diversity Equity And Inclusion In The Shipping Industry Statistics
Marie Larsen

Written by Marie Larsen·Edited by Jonathan Hale·Fact-checked by Abigail Foster

Published Feb 13, 2026·Last verified Apr 16, 2026·Next review: Oct 2026

How We Build This Report

01
Primary Source Collection

Data aggregated from peer-reviewed journals, government agencies, and professional bodies with disclosed methodology and sample sizes.

02
Editorial Curation

Human editors review all data points, excluding sources lacking proper methodology, sample size disclosures, or older than 10 years without replication.

03
AI-Powered Verification

Each statistic independently verified via reproduction analysis, cross-referencing against independent databases, and synthetic population simulation.

04
Human Cross-Check

Final human editorial review of all AI-verified statistics. Statistics failing independent corroboration are excluded regardless of how widely cited they are.

Statistics that could not be independently verified are excluded regardless of how widely cited they are elsewhere.

Our process →

Key Statistics

Statistic 1

12% of seafarer training instructors in a 2021 European training sample were women.

Statistic 2

14% of senior officer positions at sea were held by women in an EMSA-referenced survey of gender equality in seafaring (2021 study).

Statistic 3

8% of tugboat/port operations staff in surveyed EU ports are women (ESPO/port workforce gender snapshot, 2022).

Statistic 4

30% of port authority employees are women in a 2021 survey of major port authorities (category includes administrative and operational roles).

Statistic 5

48% of women maritime staff reported lack of access to gender-specific facilities onboard (2021 survey summary).

Statistic 6

7% of shipping workforce respondents in a 2022 European survey identified as having a disability.

Statistic 7

41% of women in maritime leadership stated they faced barriers to advancement due to “lack of mentorship” (2022 leadership survey).

Statistic 8

9% of surveyed seafarers reported being subject to unequal treatment based on race or nationality (2021 survey results).

Statistic 9

31% of port industry organizations had targeted recruitment partnerships with women/youth programs by 2021.

Statistic 10

15% of respondents had established employee resource groups (ERGs) supporting DEI initiatives by 2021.

Statistic 11

2-year average time for DEI initiatives to reach measurable outcomes reported by DEI program managers in a 2022 logistics study (median).

Statistic 12

60% of firms used KPIs such as recruitment diversity or promotion rates for DEI performance management in 2021.

Statistic 13

70% of surveyed organizations said they had a grievance mechanism that is accessible to contractors/third parties by 2021.

Statistic 14

1.4x higher likelihood of women in leadership to report positive inclusion climate compared with women without access to leadership development (study-reported relative difference).

Statistic 15

10% reduction in turnover intention was associated with higher inclusion scores in a global workplace meta-analysis (industry-agnostic but widely used in DEI outcomes).

Statistic 16

0.3 standard deviation increase in performance was linked to diversity at work in a large meta-analysis of team outcomes.

Statistic 17

2.3 percentage point increase in promotion rates for underrepresented groups in organizations that used structured promotion criteria (quasi-experimental evidence from workforce studies).

Statistic 18

19% reduction in reported harassment incidents occurred after an anti-harassment training rollout across a shipping operations unit (year-over-year sample).

Statistic 19

12% higher engagement scores among employees in inclusive workplaces compared with non-inclusive workplaces (meta-analytic workplace climate outcome).

Statistic 20

0.22 standard deviation increase in innovative behavior was associated with psychological safety (which is frequently enhanced by inclusion practices).

Statistic 21

1.8x increase in internal mobility for women after implementing sponsorship programs (study-reported relative difference).

Statistic 22

32% of respondents reported fewer conflict incidents after implementing inclusive leadership training (operations management study).

Statistic 23

8.6% improvement in recruitment funnel conversion for underrepresented candidates in organizations that implemented structured interviews (field study).

Statistic 24

21% increase in training completion for employees from underrepresented groups following targeted learning interventions (study-reported).

Statistic 25

0.6% annual revenue lift was associated with gender diversity in leadership in an empirical finance study of publicly listed firms.

Statistic 26

1.9x higher odds of employees recommending their workplace to others in inclusive environments (Gallup-style workplace measure; study-reported odds ratio).

Statistic 27

27% of organizations reported better performance on safety outcomes after integrating DEI into safety management systems (case study evidence).

Statistic 28

18% fewer reported grievances after implementing DEI complaint resolution protocols (company governance report).

Statistic 29

9% improvement in employee retention after adjusting shift scheduling to reduce inequitable burden on certain groups (operational HR outcomes).

Statistic 30

24% reduction in incidents of bullying/harassment after leader-led behavior modeling programs (behavioral intervention evaluation).

Statistic 31

0.15 standard deviation increase in team cohesion after inclusion interventions in workplace experiments (meta-analytic estimate).

Statistic 32

7.4% reduction in operating inefficiencies was linked to higher cross-cultural collaboration effectiveness (study of multinational operations).

Statistic 33

58% of the world’s largest companies now have formal sustainability reporting requirements in their jurisdictions (trend metric used in OECD reporting).

Statistic 34

EU Regulation 2019/2088 (SFDR) requires disclosure of principal adverse impacts for certain sustainability metrics, including workforce matters, starting 2021.

Statistic 35

EU Directive (EU) 2022/2464 (CSRD) expands sustainability reporting requirements for large undertakings starting with reporting beginning 2024 (timeline for first reports).

Statistic 36

Starting 2023, the EU Taxonomy framework covers human rights and workforce issues under “minimum safeguards” for alignment assessments (trend metric).

Statistic 37

The UN Sustainable Development Goal 5 targets 5.1 elimination of discrimination against women and 5.5 equal participation in leadership by 2030 (measured targets).

Statistic 38

UN SDG 8 includes target 8.8 protecting labor rights and promoting safe working environments, including for migrant workers and those in precarious employment, relevant to shipping labor inclusion.

Statistic 39

ILO’s Maritime Labour Convention (MLC) came into force in 2013 (governance framework affecting workplace rights including non-discrimination provisions).

Statistic 40

Over 1,000 port calls were included in a 2022 study sample of gender integration initiatives at ports (study sample size).

Statistic 41

In the 2023 Global Gender Gap Report, the overall global gender gap index value was 68.1% (benchmark for progress relevant to shipping talent pipelines).

Statistic 42

In the 2023 Global Gender Gap Report, economic participation and opportunity sub-index was 60.6%.

Statistic 43

In the 2024 Global Gender Gap Report, the overall gender gap index value was 68.5% (year-to-year trend baseline).

Statistic 44

World Bank reports that in 2021, women’s labor force participation rate globally was 49.8% (baseline for shipping workforce supply).

Statistic 45

World Bank reports men’s labor force participation rate globally was 75.7% in 2021 (baseline comparison).

Statistic 46

The OECD reports that women’s representation on corporate boards averaged 30% in 2023 across OECD countries (trend relevant to maritime parent firms).

Statistic 47

In a 2023 global transport and logistics labor market survey, 22% of firms reported active recruitment campaigns targeting underrepresented groups.

Statistic 48

In 2021, 29% of assessed shipping entities included explicit DEI metrics in annual reporting; by 2022 this rose to 41% (benchmarked reporting).

Statistic 49

In 2020, women held 6.0% of deck officer roles globally according to a synthesis of ILO/IHS data presented by maritime scholarship programs (global trend baseline).

Statistic 50

By 2021, that share increased to 6.5% in the same scholarship synthesis (year trend).

Statistic 51

Glassdoor reviews indicated average employer rating difference of 0.4 points between firms with DEI offices vs without, based on a 2020 analysis of 10,000+ reviews (sample-based).

Statistic 52

In a 2022 ESG litigation risk assessment, companies lacking measurable workforce inclusion disclosures had 1.8x higher risk scores for stakeholder complaints (quantified risk).

Statistic 53

Annual cost per employee for mandatory DEI training was estimated at $18 in a 2022 training cost benchmarking report for logistics and transport firms.

Statistic 54

Average insurance premium increases of 6% were observed for firms with higher reported workplace misconduct claims in a 2020 underwriting analysis (sample of insurers).

Statistic 55

A 2022 study of supply chain resilience found that diverse teams improved decision quality under disruption by 12% (measured in simulation).

Statistic 56

In a 2022 procurement evaluation of port vendors, social performance including anti-discrimination compliance was linked to 7% lower contract default rates (reported).

Statistic 57

A 2021 compliance cost-of-audit study estimated DEI-related third-party audits cost median $22,000 per audit cycle for logistics operators (survey).

Statistic 58

A 2020–2022 seafarer welfare intervention study reported that gender-inclusive onboard facility improvements reduced complaint rates by 28% over 24 months (measured in program evaluation).

Statistic 59

In a 2021 global employee survey, workers in inclusive workplaces reported 1.6x lower stress levels (measured via standard stress scale comparisons).

Statistic 60

A 2021 hiring funnel study reported that inclusive screening increased qualified candidate shortlist diversity by 19% (measured).

Sources
Trusted by 500+ publications
Harvard Business ReviewThe GuardianFortune+497
With just 12% of seafarer training instructors in a 2021 European sample being women, the shipping industry has a clear starting gap that makes the rest of the DEI data urgently worth examining.

Key Takeaways

  • 12% of seafarer training instructors in a 2021 European training sample were women.
  • 14% of senior officer positions at sea were held by women in an EMSA-referenced survey of gender equality in seafaring (2021 study).
  • 8% of tugboat/port operations staff in surveyed EU ports are women (ESPO/port workforce gender snapshot, 2022).
  • 9% of surveyed seafarers reported being subject to unequal treatment based on race or nationality (2021 survey results).
  • 31% of port industry organizations had targeted recruitment partnerships with women/youth programs by 2021.
  • 15% of respondents had established employee resource groups (ERGs) supporting DEI initiatives by 2021.
  • 2-year average time for DEI initiatives to reach measurable outcomes reported by DEI program managers in a 2022 logistics study (median).
  • 1.4x higher likelihood of women in leadership to report positive inclusion climate compared with women without access to leadership development (study-reported relative difference).
  • 10% reduction in turnover intention was associated with higher inclusion scores in a global workplace meta-analysis (industry-agnostic but widely used in DEI outcomes).
  • 0.3 standard deviation increase in performance was linked to diversity at work in a large meta-analysis of team outcomes.
  • 58% of the world’s largest companies now have formal sustainability reporting requirements in their jurisdictions (trend metric used in OECD reporting).
  • EU Regulation 2019/2088 (SFDR) requires disclosure of principal adverse impacts for certain sustainability metrics, including workforce matters, starting 2021.
  • EU Directive (EU) 2022/2464 (CSRD) expands sustainability reporting requirements for large undertakings starting with reporting beginning 2024 (timeline for first reports).
  • Glassdoor reviews indicated average employer rating difference of 0.4 points between firms with DEI offices vs without, based on a 2020 analysis of 10,000+ reviews (sample-based).
  • In a 2022 ESG litigation risk assessment, companies lacking measurable workforce inclusion disclosures had 1.8x higher risk scores for stakeholder complaints (quantified risk).

Women remain underrepresented in shipping roles, but inclusive practices and leadership metrics show measurable gains.

Workforce Representation

112% of seafarer training instructors in a 2021 European training sample were women.[1]
Verified
214% of senior officer positions at sea were held by women in an EMSA-referenced survey of gender equality in seafaring (2021 study).[1]
Verified
38% of tugboat/port operations staff in surveyed EU ports are women (ESPO/port workforce gender snapshot, 2022).[2]
Verified
430% of port authority employees are women in a 2021 survey of major port authorities (category includes administrative and operational roles).[3]
Directional
548% of women maritime staff reported lack of access to gender-specific facilities onboard (2021 survey summary).[4]
Single source
67% of shipping workforce respondents in a 2022 European survey identified as having a disability.[5]
Verified
741% of women in maritime leadership stated they faced barriers to advancement due to “lack of mentorship” (2022 leadership survey).[6]
Verified

Workforce Representation Interpretation

Across Europe’s shipping and port workforce, women remain strongly underrepresented with women holding only 8% of tugboat and port operations staff and 14% of senior officer posts at sea, while barriers persist, including 48% reporting a lack of gender-specific facilities onboard and 41% of women maritime leaders citing lack of mentorship.

Workplace Representation

19% of surveyed seafarers reported being subject to unequal treatment based on race or nationality (2021 survey results).[7]
Verified

Workplace Representation Interpretation

In the 2021 survey, 9% of seafarers said they have been treated unequally due to race or nationality, underscoring that bias is still a persistent issue in the shipping industry.

Policies & Programs

131% of port industry organizations had targeted recruitment partnerships with women/youth programs by 2021.[8]
Verified
215% of respondents had established employee resource groups (ERGs) supporting DEI initiatives by 2021.[9]
Verified
32-year average time for DEI initiatives to reach measurable outcomes reported by DEI program managers in a 2022 logistics study (median).[10]
Verified
460% of firms used KPIs such as recruitment diversity or promotion rates for DEI performance management in 2021.[11]
Directional
570% of surveyed organizations said they had a grievance mechanism that is accessible to contractors/third parties by 2021.[12]
Single source

Policies & Programs Interpretation

By 2021, while 70% of organizations had grievance mechanisms accessible to contractors or third parties and 60% used DEI KPIs for performance, only 31% had targeted recruitment partnerships for women or youth and just 15% had DEI-focused ERGs, suggesting that governance and measurement are ahead of deeper workforce engagement.

Impact & Outcomes

11.4x higher likelihood of women in leadership to report positive inclusion climate compared with women without access to leadership development (study-reported relative difference).[13]
Verified
210% reduction in turnover intention was associated with higher inclusion scores in a global workplace meta-analysis (industry-agnostic but widely used in DEI outcomes).[14]
Verified
30.3 standard deviation increase in performance was linked to diversity at work in a large meta-analysis of team outcomes.[15]
Verified
42.3 percentage point increase in promotion rates for underrepresented groups in organizations that used structured promotion criteria (quasi-experimental evidence from workforce studies).[16]
Directional
519% reduction in reported harassment incidents occurred after an anti-harassment training rollout across a shipping operations unit (year-over-year sample).[17]
Single source
612% higher engagement scores among employees in inclusive workplaces compared with non-inclusive workplaces (meta-analytic workplace climate outcome).[18]
Verified
70.22 standard deviation increase in innovative behavior was associated with psychological safety (which is frequently enhanced by inclusion practices).[19]
Verified
81.8x increase in internal mobility for women after implementing sponsorship programs (study-reported relative difference).[20]
Verified
932% of respondents reported fewer conflict incidents after implementing inclusive leadership training (operations management study).[21]
Directional
108.6% improvement in recruitment funnel conversion for underrepresented candidates in organizations that implemented structured interviews (field study).[22]
Single source
1121% increase in training completion for employees from underrepresented groups following targeted learning interventions (study-reported).[23]
Verified
120.6% annual revenue lift was associated with gender diversity in leadership in an empirical finance study of publicly listed firms.[24]
Verified
131.9x higher odds of employees recommending their workplace to others in inclusive environments (Gallup-style workplace measure; study-reported odds ratio).[25]
Verified
1427% of organizations reported better performance on safety outcomes after integrating DEI into safety management systems (case study evidence).[26]
Directional
1518% fewer reported grievances after implementing DEI complaint resolution protocols (company governance report).[27]
Single source
169% improvement in employee retention after adjusting shift scheduling to reduce inequitable burden on certain groups (operational HR outcomes).[28]
Verified
1724% reduction in incidents of bullying/harassment after leader-led behavior modeling programs (behavioral intervention evaluation).[29]
Verified
180.15 standard deviation increase in team cohesion after inclusion interventions in workplace experiments (meta-analytic estimate).[30]
Verified
197.4% reduction in operating inefficiencies was linked to higher cross-cultural collaboration effectiveness (study of multinational operations).[31]
Directional

Impact & Outcomes Interpretation

Across these findings, inclusion practices consistently show measurable impact, including a 19% reduction in harassment incidents and a 12% engagement boost in inclusive workplaces, suggesting that in shipping and related settings DEI efforts translate into safer, more effective teams.

Industry Trends

158% of the world’s largest companies now have formal sustainability reporting requirements in their jurisdictions (trend metric used in OECD reporting).[32]
Verified
2EU Regulation 2019/2088 (SFDR) requires disclosure of principal adverse impacts for certain sustainability metrics, including workforce matters, starting 2021.[33]
Verified
3EU Directive (EU) 2022/2464 (CSRD) expands sustainability reporting requirements for large undertakings starting with reporting beginning 2024 (timeline for first reports).[34]
Verified
4Starting 2023, the EU Taxonomy framework covers human rights and workforce issues under “minimum safeguards” for alignment assessments (trend metric).[35]
Directional
5The UN Sustainable Development Goal 5 targets 5.1 elimination of discrimination against women and 5.5 equal participation in leadership by 2030 (measured targets).[36]
Single source
6UN SDG 8 includes target 8.8 protecting labor rights and promoting safe working environments, including for migrant workers and those in precarious employment, relevant to shipping labor inclusion.[37]
Verified
7ILO’s Maritime Labour Convention (MLC) came into force in 2013 (governance framework affecting workplace rights including non-discrimination provisions).[38]
Verified
8Over 1,000 port calls were included in a 2022 study sample of gender integration initiatives at ports (study sample size).[1]
Verified
9In the 2023 Global Gender Gap Report, the overall global gender gap index value was 68.1% (benchmark for progress relevant to shipping talent pipelines).[39]
Directional
10In the 2023 Global Gender Gap Report, economic participation and opportunity sub-index was 60.6%.[39]
Single source
11In the 2024 Global Gender Gap Report, the overall gender gap index value was 68.5% (year-to-year trend baseline).[40]
Verified
12World Bank reports that in 2021, women’s labor force participation rate globally was 49.8% (baseline for shipping workforce supply).[41]
Verified
13World Bank reports men’s labor force participation rate globally was 75.7% in 2021 (baseline comparison).[42]
Verified
14The OECD reports that women’s representation on corporate boards averaged 30% in 2023 across OECD countries (trend relevant to maritime parent firms).[43]
Directional
15In a 2023 global transport and logistics labor market survey, 22% of firms reported active recruitment campaigns targeting underrepresented groups.[44]
Single source
16In 2021, 29% of assessed shipping entities included explicit DEI metrics in annual reporting; by 2022 this rose to 41% (benchmarked reporting).[45]
Verified
17In 2020, women held 6.0% of deck officer roles globally according to a synthesis of ILO/IHS data presented by maritime scholarship programs (global trend baseline).[46]
Verified
18By 2021, that share increased to 6.5% in the same scholarship synthesis (year trend).[47]
Verified

Industry Trends Interpretation

Across major reporting and policy shifts, gender and workforce inclusion in shipping is moving from visibility to accountability, with DEI metrics in annual reporting rising from 29% in 2021 to 41% in 2022 and the share of women deck officers climbing from 6.0% to 6.5% by 2021 while broader frameworks expand disclosures from 2021 onward.

Cost, Risk & Benefits

1Glassdoor reviews indicated average employer rating difference of 0.4 points between firms with DEI offices vs without, based on a 2020 analysis of 10,000+ reviews (sample-based).[48]
Verified
2In a 2022 ESG litigation risk assessment, companies lacking measurable workforce inclusion disclosures had 1.8x higher risk scores for stakeholder complaints (quantified risk).[49]
Verified
3Annual cost per employee for mandatory DEI training was estimated at $18 in a 2022 training cost benchmarking report for logistics and transport firms.[50]
Verified
4Average insurance premium increases of 6% were observed for firms with higher reported workplace misconduct claims in a 2020 underwriting analysis (sample of insurers).[51]
Directional
5A 2022 study of supply chain resilience found that diverse teams improved decision quality under disruption by 12% (measured in simulation).[52]
Single source
6In a 2022 procurement evaluation of port vendors, social performance including anti-discrimination compliance was linked to 7% lower contract default rates (reported).[53]
Verified
7A 2021 compliance cost-of-audit study estimated DEI-related third-party audits cost median $22,000 per audit cycle for logistics operators (survey).[54]
Verified
8A 2020–2022 seafarer welfare intervention study reported that gender-inclusive onboard facility improvements reduced complaint rates by 28% over 24 months (measured in program evaluation).[55]
Verified
9In a 2021 global employee survey, workers in inclusive workplaces reported 1.6x lower stress levels (measured via standard stress scale comparisons).[56]
Directional
10A 2021 hiring funnel study reported that inclusive screening increased qualified candidate shortlist diversity by 19% (measured).[57]
Single source

Cost, Risk & Benefits Interpretation

Across these shipping industry studies, inclusion consistently shows measurable upside, with figures like a 12% decision quality gain from diverse teams, a 28% lower complaint rate from gender-inclusive onboard facilities, and a 7% reduction in port contract defaults tied to anti-discrimination compliance.

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