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INTERNATIONAL DAY FOR WOMEN IN MARITIME: PROMOTING GENDER EQUALITY AND SUSTAINABLE DEVELOPMENT OF VIETNAM’S MARITIME INDUSTRY

Posted on by Hoi Quan Thuyen vien

INTERNATIONAL DAY FOR WOMEN IN MARITIME: PROMOTING GENDER EQUALITY AND SUSTAINABLE DEVELOPMENT OF VIETNAM’S MARITIME INDUSTRY

I. Introduction  

The maritime industry plays a vital role in global trade, transporting approximately 90% of the world’s cargo volume. However, this is a field where gender imbalance remains significant. Recognizing the importance of empowering women and promoting gender equality for sustainable development, the International Maritime Organization (IMO) has made considerable efforts, culminating in the establishment of the International Day for Women in Maritime (IDWIM) on May 18th annually. This day not only celebrates the contributions of women but also serves as an opportunity to promote concrete actions to increase the participation, retention, and sustainable development of female workers in the industry.

This report delves into the history of the International Day for Women in Maritime, global programs and initiatives implemented by the IMO and its partners, and analyzes the economic and social impact of promoting gender equality in the shipping industry. In particular, the report focuses on analyzing the current situation in Vietnam, evaluating the opportunities and challenges for women in Vietnam’s maritime industry, thereby proposing feasible solutions to build a more sustainable, inclusive, and effective seafarer workforce development plan.

II. History of Formation and Development of the International Day for Women in Maritime (May 18th)  

The origin of the International Day for Women in Maritime (IDWIM) is closely linked to the long-standing efforts of the International Maritime Organization (IMO) to promote gender equality in the industry. The IMO’s Women in Maritime program, initiated in 1988, laid the foundation for enhancing the role and presence of women. A significant milestone was selecting the 2019 World Maritime Day theme as “Empowering Women in the Maritime Community”. This theme created strong momentum, raising global awareness of the need for a barrier-free working environment for women.

Following this success, in September 2021, the IMO’s Technical Cooperation Committee (TCC) officially proposed the establishment of an international day specifically for women in the maritime industry. This proposal received broad support and was adopted by the IMO Council at its 32nd session in November and December 2021. Resolution A.1170(32), adopted on December 9th, 2021, officially proclaimed May 18th each year as the International Day for Women in Maritime.

The main objectives of this day include:

  • Celebrating women in the maritime industry.
  • Promoting the recruitment, retention, and sustainable employment of women.
  • Raising the status and image of women in the industry.
  • Strengthening IMO’s commitment to the United Nations Sustainable Development Goal 5 (gender equality). Supporting the addressing of the current gender imbalance in the industry.

Since its launch, IDWIM has been celebrated annually with specific themes and activities, reflecting a deepening strategy to integrate gender equality into the core aspects of the industry:

  • 2022 (First time):
    • Theme: “Training – Visibility – Recognition: Supporting a barrier-free working environment”. This theme focused on the fundamental elements necessary for women’s participation and recognition in the industry.
    • Key activities: Online symposium discussing training, enhancing the presence, and recognizing women’s contributions; message from IMO Secretary-General Kitack Lim calling for breaking down barriers; strong social media campaign with the hashtag #WomenInMaritimeDay; official logo launch (combining the female gender symbol and an anchor); release of the first IMO-WISTA Women in Maritime Survey Report (2021 data).
  • 2023:
    • Theme: “Mobilizing networks for gender equality”. This theme shifted the focus to collective action and leveraging existing support structures.
    • Key activities: Global conference of IMO’s Women in Maritime Associations (WIMAs) at IMO headquarters, exploring cooperation among WIMAs, WISTA International, IMOGENder Network; discussion sessions on mentorship programs, the role of male allies, breaking the “glass ceiling”; development of a draft Global Strategy for WIMAs; continuation of social media activities; announcement of the first IMO Gender Equality Award (opening nominations for the 2024 award).
  • 2024:
    • Theme: “Safe Horizons: Women Shaping the Future of Maritime Safety”. This theme directly linked gender equality with a crucial operational aspect – safety, emphasizing women’s contributions.
    • Key activities: Symposium at IMO headquarters focusing on reshaping maritime safety through a female lens, comprehensive approaches to safety, presentation of the Diversity@Sea pilot project; awarding of the first IMO Gender Equality Award (to Ms. Despina Panayiotou Theodosiou); social media campaign posing the question “what does the future of maritime safety look like to you?”; opening address by WISTA International President, Ms. Elpi Petraki; numerous national/regional events organized by WISTA chapters (e.g., WISTA Australia/Venezuela).
  • 2025 (Planned):
    • Theme: “An Ocean of Opportunities for Women”. This theme looks towards the future, highlighting the potential and emerging roles for women. This theme also links to the World Maritime Day 2025 theme: “Our Ocean, Our Duty, Our Opportunity”.
    • Key activities (Expected): Symposium at IMO headquarters (May 16, 2025) including live podcast recording, discussion sessions (“Ocean Preservation: Youth and Why Change Matters”, “Overcoming Challenges and Embracing Opportunities”), awarding of the IMO Gender Equality Award 2025 (to Ms. Karin Orsel), presentation of the results of the second IMO-WISTA Women in Maritime Survey 2024, continuation of the social media campaign (#WomenInMaritimeDay).

The evolution of themes over the years demonstrates a deliberate strategy by the IMO to integrate gender equality more deeply into the mainstream of the maritime industry. From focusing on foundational elements (2022), to promoting collective action (2023), linking with core industry values like safety (2024), and finally looking towards future development potential (2025). This proves the continuous effort to move gender equality from awareness to an indispensable part of the industry’s operations and development direction.

Furthermore, IDWIM commemorative activities are increasingly actively participated in and integrated by important partners, especially the Women’s International Shipping and Trading Association (WISTA International). This collaboration, demonstrated through joint surveys, the participation of WISTA leadership in IMO events, and the vibrant activities of national WISTA chapters, helps amplify the impact of IDWIM, making it a truly industry-wide initiative, rather than being limited to the intergovernmental level. This coordination is a key factor in translating the IMO’s goals into concrete action in the industry.

Table 1: Summary of Themes and Key Activities of the International Day for Women in Maritime

(2022–2025)  

Year

 Theme Main Conference/Symposium Focus

Key Activities/Outcomes
2022 Training – Visibility – Recognition: Supporting a barrier-free working environment Discussion on training, enhancing the presence and recognizing the contributions of women. Launch of IDWIM; Online symposium; Official logo; Release of IMO-WISTA 2021 Survey Report; #WomenInMaritimeDay campaign.
2023 Mobilizing networks for gender equality Importance of cooperation and networking (WIMAs, WISTA, IMOGENder); Mentorship programs; Role of male allies; Breaking the “glass ceiling”. Global WIMAs Conference; Development of draft Global Strategy for WIMAs; Announcement of IMO Gender Equality Award (opening nominations 2024); #WomenInMaritimeDay campaign.
2024 Safe Horizons: Women Shaping the Future of Maritime Safety Reshaping maritime safety through a female lens; Comprehensive approaches to safety; Diversity@Sea pilot project. Symposium; Awarding of IMO Gender Equality Award 2024 (Despina Panayiotou Theodosiou); Activities by WISTA chapters; #WomenInMaritimeDay campaign.
2025 An Ocean of Opportunities for Women Ocean Preservation; Overcoming Challenges & Embracing Opportunities; Live podcast. Symposium (May 16); Awarding of IMO Gender Equality Award 2025 (Karin Orsel); Release of IMO-WISTA 2024 Survey Report; #WomenInMaritimeDay campaign.

III. Global Initiatives and Collaborations Supporting Women in Maritime  

Efforts to promote gender equality in the maritime industry are not limited to the framework of the International Day for Women in Maritime but are also reflected through a network of diverse programs, initiatives, and collaborations among international organizations, industry bodies, and companies.

IMO’s Foundational Role:

At the heart of these efforts is the IMO’s Women in Maritime program, implemented since 1988 with the slogan “Training – Visibility – Recognition”. The program adopts a strategic approach by providing scholarships specifically for women, facilitating access to advanced technical training courses, and creating a favorable environment for identifying and selecting women for career development opportunities. A key component of the program is the establishment and support of eight regional Women in Maritime Associations (WIMAs) under the IMO’s auspices, covering Africa, Arab States, Asia, the Caribbean, Latin America, the Pacific, and two associations focusing on the West and Central African regions (one for ports and one for maritime administrations). These WIMAs, covering approximately 152 countries and territories, serve as forums for women to connect, share knowledge and experiences, and promote best practices in gender equality. The Global WIMAs Conference in 2023 is a testament to the growing role of this network.

Furthermore, IMO’s global maritime training institutions, such as the World Maritime University (WMU) and the International Maritime Law Institute (IMLI), play a significant role in increasing the number of female graduates. Notably, IMLI is the first UN body to include in its statute a requirement to reserve 50% of its slots for women. International conferences organized by WMU, such as the 2014 conference on “Global Leadership” and the 2019 conference on “Empowering Women”, also contribute to promoting discussion and concrete actions.

Key Partner Collaborations: The success of global efforts heavily relies on close cooperation with industry organizations.

  • WISTA International: A crucial strategic partner of the IMO. This collaboration is clearly demonstrated through:
    • The IMO-WISTA Women in Maritime Surveys (conducted in 2021 and 2024), providing essential baseline data on women’s participation. This data is the basis for measuring progress and guiding policies and intervention programs.
    • The Maritime SheEO Leadership Accelerator Programme in partnership with the IMO.
    • WISTA’s own initiatives such as the Diversity and Inclusion Pledge, along with a strong global network of over 5,100 members in 62 countries.
    • Active participation in annual IDWIM events.
  • International Chamber of Shipping (ICS):
    • ICS recognizes the need for gender diversity and the empowerment of women.
    • Collaboration in implementing the BIMCO/ICS Seafarer Workforce Report, providing important statistics on female seafarers.
    • Implementation of its own diversity initiatives: Diversity Tracker, Diversity and Inclusion Charter for Maritime, and Diversity and Inclusion Toolkit.
    • ICS has also proposed targets for the proportion of female seafarers (e.g., a target of 12% by 2023, 25% by 2040 mentioned in a 2020 source, although this may need updating).
    • Participation in IDWIM workshops, events, and projects such as ‘Rewriting women into maritime history’.
    • Advocating against harassment and bullying.
  • BIMCO:
    • Collaboration in implementing the BIMCO/ICS Seafarer Workforce Report.
    • Establishment of internal diversity KPIs and an ESG (Environmental, Social, and Governance) network to support members.
    • Publicly encouraging members to participate in the IMO-WISTA survey.
    • Highlighting the link between the green transition and attracting more women to the industry.
  • International Transport Workers’ Federation (ITF):
    • Focusing on the rights and working conditions of female seafarers and advocating against discrimination, bullying, and harassment.
    • Advocating for the implementation of ILO Convention C190 on Violence and Harassment.
    • Through surveys and reports, highlighting specific health and welfare concerns of women (privacy, provision of sanitary supplies, mental health, sexual harassment).
  • Other organizations: Contributions from organizations such as the Pacific Women in Maritime Association (PacWIMA), the United Nations Office on Drugs and Crime (UNODC) with its training programs for female maritime law enforcement officers and WinMLE dialogue, the International Seafarers’ Welfare and Assistance Network (ISWAN) in promoting welfare and research on discrimination, national Maritime Administrations (such as Australia’s AMSa), and the efforts of individual companies (such as Maersk, BSM, Synergy Group, Anglo-Eastern, Celebrity Cruises, Chevron, MF Shipping Group…) in promoting diversity, providing suitable PPE, training, and building support networks are also significant.

Systematic data collection and dissemination, such as the IMO-WISTA surveys and the BIMCO/ICS report, play an extremely important role. This data provides quantitative evidence of the gender gap, sets standards for measuring progress, and guides the objectives of IDWIM as well as the initiatives of related organizations. Without data, efforts to promote gender equality would lack an empirical basis and measurable goals, making it difficult to justify interventions and track success. Therefore, these surveys are a crucial supporting factor for strategic action.

The global effort to promote gender equality in maritime requires a multidimensional approach, coordinating actions at multiple levels. The IMO provides the international legal and policy framework. Industry bodies such as ICS, BIMCO, and WISTA provide data, set targets, create toolkits, and promote networks. Trade unions such as the ITF focus on the rights, safety, and anti-harassment for workers. Welfare organizations such as ISWAN address specific needs. Individual companies implement specific programs. This multi-stakeholder approach, although complex, is necessary to address deep-seated cultural and structural barriers. IDWIM serves as an annual focal point to reinforce this collaboration.

IV. Economic and Social Impact: Why Gender Equality is Important for the Maritime Industry  

Promoting gender equality is not just a moral imperative or social responsibility, but also brings practical economic and operational benefits to the maritime industry. However, realizing these benefits still faces many persistent social challenges.

Statistical Reality:

The gender imbalance in the maritime industry is very clear. Women constitute a very small percentage of the global seafarer workforce, estimated at around 1.2% to 2%. Although there has been a significant increase (45.8% from 2015 to 2021), this number is still too low compared to the overall workforce. There is a large difference between sectors: the proportion of women working ashore (around 29% according to a 2021 survey, some sectors over 50%) is much higher than in seafaring roles. Women are often concentrated more on passenger ships and ferries compared to cargo ships.

Economic and Business Benefits of Gender Diversity:

Much evidence shows a positive link between gender equality/diversity and economic performance. Countries with higher gender equality often have better economic growth. Companies with more women in leadership/boardrooms tend to perform better financially. Gender diversity is linked to increased profitability, productivity, innovation, and improved ability to attract and retain talent. Diverse working groups also improve problem-solving and decision-making abilities. Additionally, gender diversity helps enhance companies’ social performance and reputation.

Addressing Labor Shortages:

Promoting women’s participation in the maritime industry is directly linked to addressing the projected seafarer shortage (estimated need for an additional 90,000 officers by 2026). Tapping into the female talent pool is not just a desire but a strategic requirement to maintain the industry’s sustainable operations. Africa and women are identified as important demographic groups for the future sustainable supply of seafarers.

Improving Safety Culture:

The IDWIM 2024 theme (“Safe Horizons”) emphasizes the role of women in enhancing maritime safety. Diverse perspectives help improve risk identification and build more effective safety procedures. An inclusive working environment where everyone feels respected and safe will promote open communication and effective teamwork – core elements of a safety culture.

However, promoting the role of women in maritime safety first requires ensuring their own safety and welfare on board. Issues such as harassment and discrimination create an unsafe working environment, both physically and psychologically, undermining the overall safety culture. Therefore, efforts to improve maritime safety must include specific measures to combat gender-based violence and harassment.

Persistent Social Challenges:

Despite the clear benefits, women in the maritime industry still face many serious challenges: Gender-based discrimination: Very common on board (60% reported in one survey). Manifested through skepticism about abilities, unequal pay (45% gap mentioned), being overlooked for promotion, lack of training opportunities. Harassment and Bullying (including SASH – Sexual Assault and Sexual Harassment): A major barrier. Surveys show high prevalence rates (e.g., 66% reporting male colleagues harassing female colleagues; 25% believing physical/sexual harassment is common; 31% in an NSU survey having experienced sexual harassment). Perpetrators are often male colleagues. Underreporting is an issue due to fear and lack of safe reporting mechanisms. Cultural Barriers and Stereotypes: The ingrained notion that seafaring is “men’s work” still persists. This leads to exclusion and marginalization. Workplace Conditions: Lack of suitable and gender-sensitive facilities (accommodation, sanitary bins – 40% lacking access according to ILO data, separate changing rooms), ill-fitting PPE. Work-Life Balance: Long periods away from home pose significant difficulties, especially for mothers. Lack of flexible career paths or support for transitioning ashore. Isolation and Mental Health: Women experience more isolation, possibly due to fear of assault. Stress, depression, anxiety are major health challenges. Concerns about the confidentiality of medical information.

Role of IDWIM:

The International Day for Women in Maritime (May 18th) plays an important role in raising awareness of both the benefits of gender equality and the persistent challenges. It mobilizes stakeholders – governments, industry, individuals – to act to break down barriers and promote a more inclusive working environment. However, there is a clear paradox: while the benefits of gender diversity (economic, safety, innovation) are widely recognized, the actual pace of integration is slow and negative experiences (harassment, discrimination) remain common. This indicates that the awareness of benefits has not effectively translated into profound change. Cultural resistance, structural barriers, and insufficient policy enforcement are hindering progress, despite clear business cases. Therefore, recommendations need to focus on implementation and cultural change, not just policy creation.

V. Vietnam’s Maritime Context: Current Situation and Challenges for Women  

Vietnam has made significant progress in building a legal framework and policies on gender equality, but the application of these advancements to the maritime industry, especially for seafarer roles, still faces many cultural and practical barriers.

National Context on Gender Equality:

Vietnam is internationally recognized for its achievements in promoting gender equality, demonstrated through the promulgation of the Law on Gender Equality in 2006 and national strategies on gender equality for the periods 2011-2020 and 2021-2030. The country has shown strong commitment to implementing international goals, including Sustainable Development Goal 5 (SDG 5). The Labor Code also has specific provisions to protect the rights of female workers, such as maternity leave (extended to male workers), adjustment of retirement age, and measures to prevent sexual harassment in the workplace.

Participation of Women in Vietnam’s Maritime Industry:

  • Seafarers: A significant breakthrough is the emergence of the first female Vietnamese seafarers to be granted Certificates of Competency, after Circular 10/2020/TT-BLĐTBXH abolished previous restrictions on female labor in most jobs on board ships (replacing Circular 26/2013). Pioneers such as Le Nguyen Bao Thu, Hua Nguyen Hoai Thuong, Phan Thi Nhu Quynh, Nguyen Thi Tuong Vi, mostly graduates from reputable training institutions like the University of Transport Ho Chi Minh City, have paved the way for women to enter the seafaring field. This affirms that with the existing training programs, female Vietnamese workers are fully capable of working on ocean-going vessels.
  • Shore-based roles: Vietnamese women have a significant presence in shore-based roles, including logistics, port operations, administration, maritime law, and management positions at large enterprises such as Vietnam Maritime Corporation (VIMC) and its member companies (Hai Phong Port, Vinaship, Da Nang Port…). There are also women holding leadership roles in industry associations or representing Vietnam at international forums.
  • Training Institutions: Major universities such as Vietnam Maritime University (VMU) and the University of Transport Ho Chi Minh City play an important role in training the workforce for the industry, including attracting and training an increasing number of female students. These universities offer a variety of maritime-related training specializations.

Overview of Data:

A point to note is the lack of specific and comprehensive statistics on the number or percentage of women currently working in the overall Vietnamese maritime industry, especially in seafarer roles. While global and regional data suggest this number is likely very low, there is no accurate data for Vietnam in the references. VIMC’s reports only provide total labor numbers, not broken down by gender. Reports on maritime labor accidents by the Vietnam Maritime Administration (VINAMARINE) also do not provide gender-disaggregated statistics. This data gap is a major obstacle to effective policy planning and progress monitoring.

Identified Challenges in Vietnam:

  • Social Stereotypes and Cultural Barriers: The traditional notion that seafaring is a “man’s job” remains very strong. This creates a significant psychological barrier for women when considering or pursuing this career. Pioneers feel considerable pressure.
  • Employer Hesitation: Shipping companies may still be hesitant to recruit female seafarers, possibly due to stereotypes or concerns about having to adjust facilities on board.
  • Working Conditions: The working environment at sea is inherently harsh. There is a potential lack of suitable and gender-sensitive equipment and facilities for women on Vietnamese vessels (inferred from the global context and local stereotypes).
  • Gap between Policy and Implementation: Although national law supports gender equality and specific legal barriers have been removed (Circular 10/2020), translating policy into widespread practice and overcoming cultural resistance requires considerable time and effort.
  • Training and Career Development: Although universities provide training programs, ensuring sufficient opportunities for female students to undertake sea internships and creating clear career progression paths can be difficult, especially if employers remain hesitant.

Existing Support Structures and Initiatives:

  • Government/Regulatory Bodies: Activities by the Vietnam Maritime Administration, such as organizing the seminar “Joining Vietnamese Women in Reaching the Great Sea” in coordination with VMU, demonstrate official support. The removal of legal barriers through Circular 10/2020 is an important step forward. General government policies on gender equality provide a legal foundation.
  • Industry/Enterprises: Activities related to gender equality by VIMC (e.g., responding to the Month of Action for Gender Equality). Efforts by ports/companies to recognize and support female workers.
  • Education: Maritime universities provide training opportunities.
  • International Links: The participation of Vietnamese representatives in IMO events and the potential for connecting with WISTA or other international networks (although not explicitly mentioned in the references regarding Vietnam).

The situation in Vietnam shows a complex interplay: on one hand, a progressive national legal system on gender equality, and on the other hand, the persistent existence of strong cultural stereotypes in a specific field like maritime. The emergence of pioneering female seafarers is a positive sign, but strong institutional support is needed to make this a sustainable trend. Success in integrating women into Vietnam’s seafaring industry will heavily depend on proactive measures to close the gap between policy and practice, particularly targeting cultural change and employer attitudes.

Table 2: Key Challenges and Opportunities for Women in Vietnam’s Maritime Industry

Challenges

Opportunities / Support Structures
Social stereotypes and cultural barriers (“men’s job”) Progressive national laws on gender equality (Law on Gender Equality 2006, National Strategy)
Employer hesitation Legal barriers for female seafarers have been removed (Circular 10/2020)
Lack of specific statistical data on female labor in the industry Reputable maritime training institutions (VMU, University of Transport Ho Chi Minh City) provide human resources
Harsh working conditions, potential lack of suitable facilities Government/Maritime Administration initiatives (e.g., “Joining Vietnamese Women in Reaching the Great Sea” seminar)
Gap between policy and implementation Potential to address seafarer shortages
Difficulties in ensuring sea internship opportunities and career progression for women Linkage and participation in international efforts (IMO, IDWIM)
Pressure on pioneers Efforts from businesses (VIMC, ports…) in recognizing and supporting female workers

VI. Recommendations for a Sustainable Seafarer Development Plan in Vietnam  

To build a Vietnamese seafarer workforce that not only meets the industry’s development needs but also ensures sustainability and fairness, the substantive integration of gender equality is an urgent requirement. Based on the analysis of the international context and the situation in Vietnam, the following recommendations are proposed for stakeholders:

For State Management Agencies (Vietnam Maritime Administration, Ministry of Transport, Ministry of Labor – Invalids and Social Affairs):

  1. Data Collection and Publication: Establish a mandatory mechanism for regular collection and publication of gender-disaggregated data for all positions in the maritime industry (both at sea and ashore). This data needs to be integrated into existing industry reports. This aims to address the serious data gap, providing a basis for evidence-based policy making and progress measurement. Develop clear KPIs on gender diversity.
  2. Strengthen Enforcement of Anti-Harassment/Discrimination Policies: Issue detailed guidelines and strong enforcement mechanisms for anti-harassment and discrimination policies on Vietnamese-flagged vessels, in line with the Maritime Labor Convention (MLC) 2006 and potentially referencing the principles of ILO Convention C190. Ensure confidential, effective, and non-retaliatory complaint procedures. 
  3. Promote Inclusive Workplace Standards: Develop and encourage the adoption of standards for gender-sensitive facilities on board (accommodation, sanitation) and provide appropriately sized personal protective equipment (PPE) for female seafarers. Consider incentives or regulations to ensure compliance.
  4. Organize Awareness Campaigns: The Vietnam Maritime Administration should lead, in coordination with relevant ministries and agencies, national communication campaigns to challenge gender stereotypes, promote a positive image of seafaring for women, and honor exemplary female seafarers. This directly addresses cultural barriers.
  5. Review and Synchronize Policies: Ensure all relevant policies (labor, education, maritime) are reviewed and adjusted to consistently support gender equality in practice, removing any remaining implicit barriers or stereotypes. Support policy proposals such as income tax reductions or social insurance adjustments for seafarers, ensuring fair application for both men and women.

For Maritime Businesses and Industry Associations (VIMC, VSA, Port Authorities, Shipping Lines):

  1. Set Diversity Targets: Set specific targets (voluntarily or based on recommendations/regulations) for the recruitment and development of women, especially in seafaring roles and leadership positions.
  2. Implement Strong HR Policies: Adopt and strictly enforce a zero-tolerance policy for harassment and discrimination. Organize regular training for all staff (ashore and at sea) on gender sensitivity and unconscious bias.
  3. Improve Onboard Conditions: Invest in upgrading facilities and providing suitable PPE for female seafarers.
  4. Build Networks and Mentorship: Establish formal mentorship programs, connecting experienced professionals with female cadets and young officers. Support or facilitate the establishment/strengthening of a WISTA Vietnam chapter or similar domestic networks.
  5. Flexible Career Paths: Research and implement more flexible contract types, diverse career paths, and better opportunities for transitioning from sea to shore to enhance the retention of female workers. Ensure fair maternity leave policies that do not negatively impact careers.

For Education and Training Institutions (VMU, University of Transport Ho Chi Minh City, vocational schools):

  1. Promote Careers to Female Students: Actively introduce diverse career opportunities in the maritime industry (both at sea and ashore) to female high school students, highlighting successful role models and dispelling stereotypes.
  2. Integrate into Training Programs: Integrate content on gender awareness, anti-harassment skills, and discussions on the challenges and opportunities for women into maritime curricula.
  3. Career Counseling and Support: Provide specialized career counseling services for female students, connecting them with industry mentors and diversity-committed employers. Support the search for sea internship opportunities at companies with good working environments.
  4. Develop Faculty: Ensure faculty are trained in gender sensitivity and are capable of supporting female students in a traditionally male-dominated learning environment.

Leverage International Cooperation:

  1. Active Participation: Actively participate in the IMO’s Women in Maritime program, WIMAs activities (where relevant), support and participate in WISTA International, and promote the establishment and development of WISTA Vietnam. This helps Vietnam access best practices, international networks, and resources.
  2. Learn from Global Experience: Research and adapt successful initiatives from other countries and international organizations (e.g., Diversity@Sea project, specific company programs).
  3. Respond to National IDWIM: Encourage the widespread and meaningful organization of activities celebrating the International Day for Women in Maritime (May 18th) annually throughout the country, using this day as a forum for dialogue, recognition, and renewed commitment to action.

VII. Conclusion: Towards an Inclusive and Sustainable Vietnamese Maritime Future  

The International Day for Women in Maritime is not just a mere commemoration event, but also an annual reminder of the strategic importance of gender equality for the sustainable development of the global maritime industry in general and Vietnam in particular. As analyzed, empowering and creating opportunities for women to fully participate in all aspects of the maritime industry brings diverse benefits, from enhancing economic efficiency, promoting innovation, improving safety culture, to addressing the increasingly urgent issue of human resource shortages.

For Vietnam, a country with a long coastline and immense potential for maritime economic development, integrating women into the maritime industry is not only fulfilling commitments to gender equality but also a strategic opportunity. This is a key factor in modernizing the industry, enhancing international competitiveness, and building a truly sustainable, diverse, and talented maritime workforce. The emergence of the first female Vietnamese seafarers is proof of this potential, but it is only the beginning.

To turn potential into reality, a strong coordinated effort and long-term commitment from all stakeholders are needed. The government needs to continue improving policies and strengthening enforcement, especially in data collection and anti-discrimination. The industry, including businesses and associations, needs to proactively change the culture, set specific diversity targets, improve working conditions, and create equal development opportunities. Education and training institutions play an important role in attracting, training, and supporting female students. Learning from international experience and participating in global networks are also essential factors.

The journey towards a truly inclusive and sustainable Vietnamese maritime industry requires a transition from “words to action”. By working together to break down barriers, challenge stereotypes, and build a fair and respectful working environment, Vietnam can maximize the potential of its entire workforce, ensuring that both men and women can contribute and succeed, taking the national maritime industry further on the international stage.

Compiled and translated by Seafarer Club with the support of Gemeni AI
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