Every year on 25 June, the global maritime community comes together to celebrate the Day of the Seafarer and honour the hardworking people who keep global trade and travel moving.

This year’s International Maritime Organization (IMO) campaign, titled My Harassment-Free Ship, is a bold and timely call to action urging the maritime industry to foster a culture of respect and dignity, with zero tolerance for bullying and harassment.

The Scale of the Problem

Research reveals the alarming extent of mistreatment faced by seafarers, particularly women. A major survey conducted by leading French universities, as reported by Nautilus International, found that more than two-thirds of female seafarers have experienced some form of sexual harassment in their careers—nearly double the rate of their male counterparts.

In the past year alone, 41% of women reported verbal abuse from colleagues, and nearly 6% experienced physical aggression. Much of this abuse was reportedly perpetrated by higher-ranking personnel.

The broader picture is equally troubling. Almost a quarter of all seafarers—regardless of gender—say they’ve experienced verbal or physical aggression. These statistics reveal a systemic challenge, fueled by the isolation of ship life, rigid hierarchies and a lack of transparent accountability.

An Industry at a Turning Point

It is encouraging to note that the maritime industry is starting to take action. In February 2024, the International Chamber of Shipping (ICS) launched a set of eight industry principles aimed at eliminating harassment and bullying at sea.

These principles include:

• A commitment to data-driven approaches, including crew surveys
• Promotion of inclusion and diversity onboard
• Support for all cultural, racial and religious backgrounds
• Serious handling of complaints without victim blaming
• Leaders committed to a respectful, harassment-free culture

The ICS framework outlines definitions and examples of harassment and bullying to help establish an industry-wide understanding of unacceptable behaviours and to help improve enforcement across fleets.

At the same time, the International Labour Organization (ILO) has adopted new amendments that strengthen protection against onboard violence and harassment. These include improved procedures for reporting abuse, formal recognition of seafarers as key workers and improved access to shore leave. These changes mark an important evolution in maritime labour rights.

Why Does Bullying Persist at Sea?

Even with these policy advancements, bullying remains prevalent in many maritime environments, and it’s important to investigate why.

Life at sea presents unique psychological challenges. Ships are isolated, hierarchical microcosms, and seafarers often spend months in close quarters with limited privacy, connection to home or external support. An analysis from Maritime Trainer noted that these conditions can exacerbate tension, fatigue and power imbalances.

In many cases, reporting systems do exist, but fear of reprisal, stigma or distrust in leadership prevent victims from coming forward. When leaders fail to create a trusting, respectful culture, or when complaints are minimised or dismissed, it erodes psychological safety and compounds the problem. Cultural norms, gaps in training and lack of accountability further contribute to an environment where harassment can flourish.

Prevention & Best Practices

To effectively address this problem, the maritime industry must go beyond policy statements and enact practical, ship-level changes, starting at the top. Captains and senior officers must demand—and model—the type of behaviour they wish to see onboard their ships. This is not simply to establish clear expectations for crew, but also to counter the “bystander effect”—in other words, the propensity for inaction when in groups. It’s important for seafarers to see what taking action looks like, especially from a superior.

The Maritime Trainer article outlined several potential strategies, including:

• Leadership development in emotional intelligence, active listening and conflict resolution
• Mental health awareness, encouraging open dialogue and breaking stigma
• Clear, trusted reporting mechanisms that protect crew confidentiality
• Regular training on diversity, respect, and bystander intervention for all ranks
• Celebrating success stories, where proactive cultural shifts have resulted in improved morale and retention

It’s Time to Take Action

The cost of ignoring harassment at sea—whether psychological, financial or reputational—is steep. Left unaddressed, it can lead to more accidents, insurance claims, absenteeism and high turnover. Confronting this issue is not just a moral imperative but an operational one. Proactive measures can reduce harm and strengthen crew performance, resilience and cohesion. A safer, more respectful working environment also makes the industry more attractive to top talent.

The responsibility to eliminate bullying and harassment is shared across the maritime ecosystem by shipowners, managers, regulators and seafarers alike. Together, we can create vessels defined by purpose, professionalism and dignity—foundations essential to the long-term vitality of our industry.