TO REGISTER:

• Send a request to [email protected] and [email protected] seven days in advance.
• Include the list of participants (Name, Surname and Email).
• OCG support team will confirm the sessions and send you a link to connect. 
• Certificate of Participation to be issued.
• Final invoice is based on the total number of participants.
• All webinars are 25 Euro per person / minimum 12 participants / maximum 25 participants
• Total cost will be based on the total number of participants

For more information contact us at [email protected]

TO REGISTER:

• Send a request to [email protected] and [email protected] seven days in advance.
• Include the list of participants (Name, Surname and Email).
• OCG support team will confirm the sessions and send you a link to connect. 
• Certificate of Participation to be issued.
• Final invoice is based on the total number of participants.
• All webinars are 25 Euro per person / minimum 12 participants / maximum 25 participants
• Total cost will be based on the total number of participants

For more information contact us at [email protected]

The hierarchical nature of the maritime industry presents a unique set of challenges for mental well-being. While seafarers and shore-based personnel alike face multiple pressures of demanding work, LGBTQ+ individuals within this sector navigate an additional, often invisible, burden. The disproportionately poorer mental health outcomes observed among lesbian, gay, bisexual, transgender, queer, and other sexual and gender minority (LGBTQ+) people indicate a direct consequence of systemic and interpersonal prejudice, discrimination, and stigma.

This phenomenon has been explained by Dr. Ilan Meyer in the 1990s and has been widely known and recognized as the “Minority Stress Theory”. This theory suggests that the chronic, unique, and socially-driven stressors faced by minority groups contribute significantly to their mental health disparities. Unlike general life stressors, minority stress is directly linked to an individual’s stigmatised social identity. For LGBTQ+ seafarers, this may manifest as a pervasive burden that can erode well-being over time, often intensified by the confined, isolated, and often hyper-masculine environment at sea.

The stressors can be broadly categorised into two types:

1. External, objective experiences of prejudice and discrimination: overt acts of harassment or bullying onboard, directed at LGBTQ+ crew members, or subtle but pervasive discrimination in hiring, promotion, or assignment of duties by companies lacking robust diversity and inclusion policies.
2. Internal, subjective experiences based on an individual’s perception and internalisation of societal prejudice: internalised homophobia/biphobia/transphobia, where individuals absorb negative societal messages about their sexual orientation or gender identity, leading to self-hatred, shame, or guilt (this may be exacerbated in environments where such identities are rarely discussed openly or are met with silence or disapproval), concealment, the decision to hide one’s true identity to avoid discrimination, social ostracisation in close quarters, or career repercussions.

The impact of these combined stressors on mental health is profound and well-documented in research. LGBTQ+ individuals experience significantly higher rates of depression, anxiety disorders, post-traumatic stress disorder (PTSD), substance use disorders, and suicidal ideation and attempts. For seafarers, existing risk factors like isolation, fatigue, and limited access to mental health services are compounded by minority stress, potentially leading to more severe outcomes.

Addressing LGBTQ+ mental health disparities within the maritime industry requires a concerted effort from all stakeholders. Let’s consider some key recommendations for fostering a more inclusive and mentally healthy maritime environment for LGBTQ+ individuals:

• Implement anti-discrimination policies: Shipping companies and maritime organisations must establish clear, non-discriminatory policies that explicitly protect LGBTQ+ employees from harassment, bullying, and discrimination in recruitment, training, promotion, and onboard life. These policies must be clearly communicated and consistently enforced with zero tolerance.
• Foster open communication and reporting procedures: Create safe, confidential channels for LGBTQ+ seafarers to report incidents of discrimination or harassment without fear of reprisal, ensuring that all concerns are taken seriously and addressed promptly.
• Provide Equality, Diversity and Inclusion (EDI) Training: Offer mandatory training for officers, crew, and shore-based staff on LGBTQ+ identities and the importance of an inclusive workplace.
• Promote allyship: Company leadership and senior officers should visibly champion diversity and inclusion initiatives for LGBTQ+ employees. Encouraging and supporting LGBTQ+ employee support groups can foster a sense of community and belonging.

Creating a safe, inclusive, and mentally healthy environment for LGBTQ+ seafarers is not only a matter of human rights—it is vital for crew well-being, performance, and retention. Addressing the unique mental health challenges faced by LGBTQ+ individuals at sea requires industry-wide commitment, from policy implementation to cultural change.

Shipping companies and maritime organizations play a critical role in driving this progress. By fostering a culture of respect, openness, and psychological safety, they can ensure that every seafarer—regardless of identity—feels valued and supported.

To learn more about how your company can support LGBTQ+ seafarers and implement inclusive mental health strategies, contact [email protected] or through our website here.

Together, we can create a maritime industry where diversity is respected and every seafarer can thrive.

By OneCare Group Editorial Team

by the OneCare Group Editorial Team

As we mark World Health Day 2025 with the theme ‘Healthy Beginnings, Hopeful Futures’, it’s the perfect time to shine a light on the unique challenges faced by female seafarers. The maritime industry has long been dominated by men, but more women are stepping into roles at sea and onshore. Despite this progress, they continue to encounter systemic obstacles that affect their health, career growth, and overall well-being.

With women making up just 2% of the global seafaring workforce, gender imbalance in the maritime sector remains a stark reality. The challenges go beyond mere numbers; they extend into workplace culture, career progression, and access to the kinds of support systems that male colleagues often take for granted.

The Realities Faced by Women at Sea

For many women in the maritime industry, discrimination is still a daily battle. Skepticism about their capabilities can make it harder to rise through the ranks, and leadership opportunities remain limited. Harassment is another pressing issue. Many female seafarers have spoken out about feeling unsafe in predominantly male environments, where incidents of harassment too often go unchecked.

Life on board is also logistically difficult. Many vessels lack dedicated accommodations, sanitation facilities, and healthcare provisions for women, making the job even tougher. And then there’s the challenge of balancing work with family life. Long stints at sea make it incredibly hard for women, especially mothers, to maintain close relationships with their children and loved ones.

The mental toll of this isolation is also significant. Many female seafarers experience loneliness, anxiety, and depression due to prolonged time away from home and the absence of a strong support network. Yet, mental health resources remain scarce in the industry, and stigma still prevents many from seeking the help they need.

For mothers working at sea, these struggles are even more pronounced. Long contracts make parenting from afar nearly impossible, and many companies lack clear policies around maternity leave, childcare support, or flexible career paths. The result? Many talented women are forced to choose between the job they love and the family they long to be with.

Bridging the Gap: What Needs to Change?

While many companies in the maritime industry have introduced gender-inclusive policies and anti-harassment measures, there remains a significant gap between policy and practice. True inclusivity goes beyond written commitments, it requires concrete actions to ensure female seafarers feel supported, valued, and safe in their workplaces.

To create a genuinely equitable environment, the maritime industry must take actions:

• Strengthen gender-inclusive policies to guarantee equal access to promotions, leadership opportunities, and fair career progression.
• Enforce zero-tolerance anti-harassment measures with comprehensive training and clear reporting mechanisms and procedures to address misconduct effectively.
• Improve onboard facilities to ensure women have access to proper accommodations, sanitation, and healthcare provisions.
• Implement equitable maternity leave policies that allow women to take necessary time off without jeopardising their careers.
• Introduce flexible career pathways, such as shorter contracts or shore-based roles, to accommodate seafarers with caregiving responsibilities.
• Prioritise mental health by providing access to counseling, peer support networks, and stress management programs.
• Enhance access to telemedicine services, ensuring female seafarers can seek medical and psychological support while at sea.

The maritime industry cannot afford to ignore the voices and contributions of female seafarers. A diverse and inclusive workforce is not just the right thing to strive for; it’s essential for the industry’s long-term success.

This World Health Day let’s commit to real change. Let’s break down the barriers that hold women back and work towards a future where every female seafarer can thrive, not just in her career, but in every aspect of her life.

References

Kitada, M. (2021). Women Seafarers: An Analysis of Barriers to Their Employment. In: Gekara, V.O., Sampson, H. (eds) The World of the Seafarer. WMU Studies in Maritime Affairs, vol 9. Springer, Cham.

Abraham, S. (2024) Challenges And Experiences In Maritime Sector: A Comprehensive Literature Survey With Emphasis On Women Seafarers. SSRN.

Global Maritime Forum. (2024). Four key challenges facing women seafarers.

Maritime Labour Convention (2006).

Tseng, P. H., & Pilcher, N. (2024). Women seafarers in Taiwan: policies, benefits, challenges, and bias in the data. Maritime Policy & Management, 1–17.