What do you enjoy most about working in the maritime domain as a woman?

“What I enjoy most about working in the maritime domain is that it connects deeply with my passion from a young age. The sea was always a part of my life, and joining the Somaliland Coast Guard turned a childhood interest into my career.

I first joined after responding to a government recruitment call in 2019, sitting for the required exams and training, and officially becoming a Coast Guard member in 2020. Today, I work in Search and Rescue operations and serve as a Communication Officer, coordinating between Somaliland Coast Guard Headquarters and regional stations from Hargeisa.

Working at sea in a male-dominated field is challenging, but it is also incredibly rewarding. I am proud to be one of the few women serving as a Coast Guard officer, and I believe my work can inspire and encourage other women to join the Somaliland security forces. This role allows me not only to save lives, but also to help open doors for future generations of women.”

What progress have you seen for women in this maritime sector?

“I have seen encouraging progress for women across different areas of the maritime sector. Women are increasingly involved in roles that require strong communication, coordination, and leadership. For example, during international events, women often play a key role in welcoming and engaging with visiting delegations. Recently, I had the opportunity to welcome and support a delegation from Taiwan, which highlighted the importance of women’s participation in diplomatic and operational settings.

In operational work, there is growing recognition of the value women bring to maritime projects. In one recent mission, a female colleague was specifically requested to be part of the team so that there would be women who understood and supported one another in challenging working conditions. I was responsible for coordinating that project, which involved long-distance travel and close cooperation with international partners.

More broadly, women are making progress within the Coast Guard and other security forces by taking on operational responsibilities, contributing to decision-making, and supporting Search and Rescue and maritime operations. Women are often effective in community mobilisation, especially along coastal areas, where engaging with other women in the community is essential for sharing information related to safety and security.

When women gain new skills, they are able to transfer that knowledge to their communities, strengthening trust and cooperation. Seeing more women in leadership roles — including as commanders or operational leaders — would further demonstrate that women are capable decision-makers and effective leaders in the maritime domain. Most importantly, the presence of women in these roles serves as a powerful role model for other girls and women to join the maritime and security sectors. “

What do you think still needs to be done better to support women in the maritime sector?

“More needs to be done to intentionally recruit and support women in the maritime and Coast Guard sectors. At headquarters, only a small number of women work across different offices, and in my department, I am the only female officer. This clearly shows that there is still a significant gap in women’s participation.

I would strongly recommend that commanders and leadership prioritise the recruitment of more women when hiring new staff. Increasing the number of women would create a more supportive working environment and give women the space and confidence to contribute fully to the maritime sector.

Women also have strong skills in management and administration. They can play an important role in offices such as finance and operations management, and oversight can strengthen transparency, accountability, and trust within institutions. Greater representation of women in management positions has the potential to reduce risks of corruption and support more effective governance, both within the Coast Guard and across government institutions.

In addition, women should be given opportunities to work alongside other women in offices and leadership roles. This encourages collaboration, mentorship, and professional growth.

I also believe the Coast Guard should develop awareness and outreach programmes to encourage more women to consider careers in the maritime sector. Many women are interested and willing to be trained, but they need encouragement, visibility, and institutional support. Having female role models within the Coast Guard can help change perceptions and inspire more women to join.

While I have shared these ideas with previous leadership, I hope that future commanders will continue this conversation and take concrete steps to increase women’s participation in the maritime sector.”

Rahma experience reflects the important contribution women make to the maritime and security sectors. As she continues her professional development and prepares for future leadership training, her work highlights the value of inclusive participation in strengthening maritime operations. Her role within the Somaliland Coast Guard contributes to ongoing efforts to build capacity and effectiveness across the sector.

L’article Voices of women in maritime: Captain Rahma Muuse Ali, Somaliland Coast Guard HQ Hargeisa Command Centre est apparu en premier sur Crimario II.

At the end of a recent maritime security Tabletop exercise in Bossaso, four women working in Somalia’s port and maritime administration shared their experiences, reflections, and aspirations. Their voices offered a powerful insight into both the progress made and the challenges that remain for women in the maritime sector.

L’article Empowering women in maritime security: voices from Bossaso, Somalia est apparu en premier sur Crimario II.

What do you enjoy most about working in the maritime sector as a woman?
What I enjoy most is directly contributing to the regulation, control, and sustainable use of aquatic resources, from a technical and strategic role within Panama’s Aquatic Resources Authority. As a Fisheries Analyst and Coordinator of the National Vessels Fisheries Control and Monitoring Centre, I work daily with various satellite monitoring platforms, highlighting IORIS as a key tool for analysing navigation patterns, detecting irregular activities, and strengthening fisheries surveillance. It motivates me to know that this work positively impacts maritime safety, regulatory compliance, and ecosystem conservation, while also demonstrating that women can lead high-responsibility technological and operational processes in the maritime sector.

What progress have you observed for women in the sector in recent years?
In recent years, I have observed increased inclusion of women in technical, operational, and supervisory roles within the maritime and fisheries sectors, along with growing recognition of our professional capabilities—especially in areas related to technology, data analysis, and satellite monitoring. There is now greater institutional openness for women to lead strategic processes supported by platforms like IORIS and other tracking systems, which has strengthened decision-making based on real-time information and fostered a more inclusive and modern organizational culture. These advances reflect important progress toward gender equity and valuing female talent in maritime management.

What do you think still needs to be done to better support women in the maritime field?
It is essential to continue strengthening specialized training programs in maritime technologies, satellite monitoring, and data analysis, as well as mentorship and leadership development schemes aimed at women. Additionally, institutional policies guaranteeing equal opportunities, job stability, and work-life balance must be ensured. It is also important to increase visibility of female role models in technical and operational positions, especially in monitoring, inspection, and control, to inspire new generations. Finally, promoting work environments free of stereotypes and with equitable conditions that allow women to fully develop in the maritime sector is necessary. This will enable more women to advance professionally in the maritime sector and actively contribute to institutional strengthening and sustainable management of aquatic resources.

L’article Voices of women in maritime: Génesis Hapuc Campos Govea, Coordinator of the National Vessels Satellite Monitoring Centre, Autoridad de los Recursos Acuáticos de Panamá (ARAP) est apparu en premier sur Crimario II.

Women contribution in the maritime sector is inseparable from equitable and inclusive progress across the maritime sector. I love being part of an industry that keeps the world connected and moving. As a woman in maritime, I am proud to help break stereotypes and open doors for the next generation. The teamwork, resilience, and sense of purpose at sea make every challenge worth it. It has been the case that despite contributing significantly to the maritime sector, women in   still face systemic barriers to resources and decision-making, reducing their overall contribution to maritime governance.

Women possess critical knowledge but face structural barriers that limit their ability to influence governance decisions. These barriers are gender- specific, lead to exclusion and the impact is not just a social issue; they fundamentally reduce decision quality, operational efficiency and overall performance. Examples, time and location constraints for meetings, informal social norms where cultural expectations discourage women from speaking in public forums and even lack of executive power over resource allocation.

However, in recent years, I have observed tangible progress for women in the maritime sector. Participation is now recognized as a strategic necessity. Change is no longer only discussed at policy level; it is increasingly reflected in concrete actions. For example, in line with IMO guidelines, there is growing attention to gender balance in access to maritime training, with efforts to ensure equal opportunities for both women and men. The same approach is increasingly visible in workshops, professional events, and recruitment processes, where women’s participation is actively encouraged.

In addition, the establishment of the International Day for Women in Maritime has helped raise visibility and recognition of women’s contributions across the sector. At the regulatory level, instruments such as the Maritime Labour Convention, 2006 (MLC, 2006) reinforce the principle of equality and non-discrimination among seafarers. Together, these initiatives demonstrate a clear shift from intention to implementation, and signal meaningful progress toward a more inclusive maritime industry.

Gender-responsive Interventions need to be done to better support women in the maritime sector:

1. a) Compliance with rules/by-laws: While progress has been made, further efforts are still needed to better support women in the maritime sector. Stronger and more consistent enforcement of anti-harassment and anti-discrimination rules remains essential. Although many companies have policies in place, the main gap lies in effective reporting mechanisms and meaningful consequences when violations occur. (grievance resolution).
2. b) Leadership Capacity building: In addition, early encouragement and improved access to maritime education continuous training are crucial to attracting more women to the sector and supporting long-term career development. Beyond simply creating space for a limited number of women, the industry must be designed to be inclusive from the outset—in terms of workplace culture, career pathways, and decision-making structures. This systemic approach is key to achieving lasting gender equality in the maritime sector.
3. c) Governance bodies that do not reflect demographics end up losing trust leading to non-compliance. Therefore, it is important to recognize women as critical agents for institutional renewal and long-term contributors to maritime governance.
4. d) Tracking progress: Moving from token participation to measurable influence requires tracking/ monitoring and evaluation to ensure accountability and impact across the sector.

L’article Voices of women in maritime: Edith RASOLONDRABAO, Head of international affairs and Maritime and River Harbour Agency. Agence Portuaire, Maritime et Fluviale, Madagascar est apparu en premier sur Crimario II.

What do you enjoy most about working in the maritime domain as a woman?

Working in the maritime area as a woman is quite challenging and interesting. The part I enjoy the most is being out there to control the movement of people in and out of Fiji and protect the sovereignty of my nation at the border.

What progress have you seen for women in the sector?

All-female operations working 24/7 shifts at the border. An increase in women in leadership and technical roles — including ship captains, wharf attendants, and border control officers.

What still needs to be done to better support women in the maritime sector

Supporting women in the maritime sector requires action at policy, institutional, operational, and cultural levels. While progress has been made globally, significant gaps remain—especially in leadership representation, safety at sea, and career progression.

Strengthen policy and legal frameworks

Organizations such as the International Maritime Organization (IMO) have promoted gender inclusion, but implementation at national and company levels remains uneven.

What still needs to happen:

o   Mandatory gender equity policies within maritime administrations and shipping companies

o   Clear anti-harassment and anti-discrimination regulations onboard vessels

o   Strong reporting and whistleblower protection mechanism

o   Gender-responsive maritime labour inspections

Countries should align maritime policies with international labour standards under the International Labour Organization (ILO), particularly protections under the Maritime Labour Convention (MLC).

Improve recruitment and access to maritime education

Women remain underrepresented in seafaring roles (globally estimated at around 2% of the seafaring workforce).

Key actions needed:

o   Scholarships for women in nautical science, marine engineering, and naval architecture

o   Targeted outreach in schools to normalize women in seafaring roles

o   Mentorship programs pairing female cadets with senior officers

o   Transparent recruitment criteria in maritime authorities

o   Institutions such as the World Maritime University play a key role in advancing female leadership in maritime governance.

Address workplace culture & shipboard conditions

One of the biggest barriers is onboard culture and isolation.

Critical improvements needed:

• Zero-tolerance harassment policies enforced onboard vessels
• Gender-sensitive accommodation design (privacy, safety considerations)
• Safe reporting channels while at sea
• Mandatory diversity and inclusion training for crew

Without culture reform, retention will remain a major challenge.

Increase Representation in Leadership & Decision-Making

Women are particularly underrepresented in:

• Ship captains and chief engineers
• Port authority executives
• Maritime regulatory leadership
• Shipping company boards
• Border Control

Actions required:

• Leadership fast-track programmes
• Gender diversity targets in maritime boards
• Transparent promotion criteria
• Public reporting on gender ratios

Leadership visibility matters—role models shift industry norms.

Strengthen data collection and research

Reliable sex-disaggregated data in maritime remains limited.

We need:

• Annual national gender audits of maritime workforces
• Port and shipping company reporting obligations
• Research on safety, attrition, and career barriers

Evidence-based policy depends on measurable data.

Improve work-life integration

Seafaring contracts and long deployments can disproportionately affect women due to caregiving expectations. Possible reforms:

• Flexible rotation schedules
• Parental leave policies adapted to maritime contracts
• Shore-based pathways for experienced seafarers
• Reintegration programs after maternity leave

Promote regional and national commitment

For Pacific Island states, including Fiji, maritime is strategically important. National maritime authorities can:

• Integrate gender inclusion into maritime security strategies
• Ensure women are represented in port state control, border enforcement, and maritime surveillance
• Embed gender mainstreaming in maritime legislation for cultural transformation onboard ships
• Invest in female leadership pipelines

L’article Voices of women in maritime: Adi Losana Maramanivanua, Fiji Immigration est apparu en premier sur Crimario II.

What do you enjoy most about working in the maritime domain as a woman?

As a woman working as a Customs Officer in the Maritime Unit, the most enjoyable part isn’t just the operational aspect — it’s the strong sense of purpose, challenge and impact that comes with it.

Whether I’m out at the port or boarding a vessel, I’m reminded that my role plays a direct part in safeguarding our borders and facilitating legitimate trade for Fiji. That responsibility is something I take pride in.

I also appreciate how dynamic maritime work is. From boarding vessels and conducting vessel search to engaging with international crews and passengers – every day presents something different. This keeps the job interesting and challenges me in a positive way.

On a more personal level, being a woman in this field has been empowering and incredibly rewarding as I am helping reshape perceptions in what has been traditionally male dominated. By wearing the uniform in the maritime space, I hope to inspire other young women to see that they can thrive in this space too.

What progress have you seen for women in the sector?

In recent years, I believe there has been a greater visibility and acceptance of women serving in frontline maritime roles. It’s becoming more common to see female officers leading vessel boardings, coordinating inspections, and participating in joint enforcement operations with partner agencies. That visibility is important because it shows that in this line of work, what truly matters is your capability, your work ethic and your professionalism – not your gender.

Perhaps what is most important is that the culture within the maritime sector is gradually becoming more inclusive. In what was once a predominantly male-dominated environment, there is now a growing recognition of the value that diverse teams bring. As a woman working in the Maritime domain, I genuinely feel that our contributions are increasingly acknowledged and respected. This progress not only strengthens the sector today but also creates meaningful pathways for future generations of women in Fiji who aspire to build careers in this field.

What still needs to be done to better support women in the maritime sector?

Even though women are making progress in the maritime sector, I do believe that there’s still more to be done. From my experience, having visible role models and mentors is incredibly helpful, especially when you’re just starting out. It also really helps to have a workplace that values diversity, supports women, and challenges outdated biases.

Offering practical support like flexible work options and family-friendly policies can also make a big difference in helping women thrive in operational maritime roles while balancing other responsibilities.

At the end of the day, I believe it’s not just about getting more women into the maritime sector — it’s about creating an environment where we can really thrive, grow, lead, and contribute fully.

L’article Voices of women in maritime: Anisilini Chung Customs Officer, Fiji Revenue & Customs Service est apparu en premier sur Crimario II.

What do you enjoy most about working in the maritime domain as a woman?

What I enjoy most is the opportunity to contribute to a field that is key to national development and the protection of the marine environment. The maritime sector integrates science, security, trade, and sustainability, and being part of that intersection is both deeply challenging and rewarding.

Being the first female hydrographer in Ecuador allowed me to demonstrate that technical preparation and professionalism have no gender. Working at sea and in traditionally male-dominated environments has been an experience that demands discipline, character, and resilience, but it also opens space to transform long-standing paradigms.

Today, it is very satisfying to see more and more women joining the field of hydrography. Seeing new generations of female hydrographers embarking on voyages, collecting data, participating in hydrographic surveys, and contributing their technical knowledge to the development of the country is a clear sign that paths which once seemed difficult are now opening for many more.

Contributing to maritime governance and to decision-making within the Maritime Authority is an honour that I assume with commitment and responsibility.

What progress have you seen for women in the sector?

In recent years, I have observed significant progress: women are not only present in the maritime sector, but they are also occupying technical and leadership positions. We increasingly see women leading departments, participating in international forums, shaping public policies, and performing operational roles.

Initiatives promoted by the IMO and regional cooperation mechanisms have strengthened opportunities for training, visibility, and professional growth. This has contributed to women’s presence being seen as a natural part of institutional structures rather than an exception.

Challenges still remain, but the cultural shift is evident, and new generations now have more role models and opportunities than before.

What still needs to be done to better support women in the maritime sector?

It is essential to consolidate clear pathways for professional development that include technical specialization, operational experience, and leadership training. It is not only about opening doors, but also about ensuring the conditions that allow talent to grow and be sustained over time, especially when seeking to balance professional and family responsibilities.

Institutional support, mentorship, and merit-based policies are essential to strengthening equal opportunities. Likewise, the visibility of women in strategic roles inspires others and broadens the perception of what is possible within the sector.

True progress will be achieved when gender is no longer a defining factor, and professionalism, preparation, and performance become the only criteria that define leadership in the maritime field.

For now, it is very satisfying to see that the maritime sector is no longer a space that women are just entering; it is also a space that we are helping to transform.

L’article Voices of women in maritime: Sharloth Fernandez Aguirre, National Directorate of Aquatic Spaces, Ecuador est apparu en premier sur Crimario II.

What do you enjoy most about working in the maritime domain as a woman?

Working in a traditionally male-dominated environment has shaped me in powerful ways — both professionally and personally.

What drives me most is the opportunity to challenge long-standing stereotypes and demonstrate, through action and performance, that women are equally capable, resilient, and effective in maritime border management and enforcement roles. Every task completed, every decision made, and every operation led is proof that competence knows no gender.

I thrive in the dynamic, operational nature of this work — where no two days are ever the same. From vessel clearances to security inspections, each responsibility demands vigilance, adaptability, and courage. It is a career that constantly pushes me to grow, think critically, and lead with confidence.

Most importantly, I take immense pride in serving on the frontline of Fiji’s border protection — safeguarding our nation while facilitating legitimate trade and travel. It is deeply fulfilling to contribute to the security and prosperity of our country.

Above all, I am honoured to stand as a role model for young women — especially those aspiring to careers in enforcement and frontline operations. If my presence helps even one young woman believe she belongs in spaces where women have been underrepresented, then every challenge has been worth it.

What progress have you seen for women in the sector?

In recent years within Fiji Immigration Department, progress has improved in terms of:

• Increased recruitment of women into operational and leadership roles. Women are no longer confined to traditional support functions but are actively contributing at the frontline and at decision-making levels
• More women participating in maritime enforcement training and international workshops. This exposure not only enhances technical competencies but also positions women as key contributors to regional and global border security dialogues
• Greater recognition of the value women brings to border security, risk assessment, and compliances roles. Their contributions continue to strengthen operational effectiveness and public trust
• Policies promoting gender equality and non-discrimination within the public service

What still needs to be done to better support women in the maritime sector?

While progress is visible, further steps could include:

• Strengthening mentorship programs for women in enforcement and maritime operations.
• Expanding leadership development opportunities tailored to women.
• Ensuring adequate facilities and equipment that consider the needs of women in field postings.
• Promoting work-life balance policies, especially for women in rotational or port-based assignments.
• Continued awareness programs to eliminate subtle biases and cultural barriers.

Supporting women is not just about representation — it is about ensuring they are empowered, protected, and positioned to lead.

L’article Voices of women in maritime: Ana Natuke, Fiji Immigration est apparu en premier sur Crimario II.

This is what Maria Angela said.

What do you enjoy most about working in the maritime sector as a woman?

What I enjoy most about working in this field is the sea itself, understood as a natural force that drives you to bring out your best. In its vastness, we find an environment that is naturally challenging and constantly changing: days of calm with unforgettable landscapes, but also rough seas and storms that test resilience, patience, composure, and the ability to work as a team.

Working in the maritime sector is not just a profession—it is an intense life experience. Each day at sea is dynamic; there is no monotony. Planning and adaptability become our best allies.

This enjoyment has evolved over the years. At first, it came from curiosity: learning, discovering, and mastering the skills of the profession. Today, it is linked to taking on challenges and achieving personal and collective goals alongside a generation of men and women who share the same vocation.

In my case, my role is to ensure safety along maritime communication lines, protect human life at sea, and safeguard Colombia’s maritime interests. Every mile sailed and every day spent on the ocean reaffirms my conviction that, through the sea, I contribute to building a more prosperous country for all Colombians.

What progress have you observed for women in the sector in recent years?

The sector has achieved significant progress, perhaps the most important being equity based on competence and capability. Today, we see more women in various roles within the maritime sector, accessing positions not because of gender, but due to their personal and professional preparation.

Selection for a given role is based on training received, experience and performance at sea, and leadership skills. The old paradigm that women had restrictions in holding or exercising certain positions is now a thing of the past.

Particularly in the Colombian Navy, women participate in all areas of the naval career: operational, administrative, command, and leadership. The institution has moved from merely allowing female participation to normalizing it in positions of authority.

Consequently, organizational progress goes beyond statistics about the number of women in the institution; it represents a deeper change: the consolidation of professional equality.

What do you think still needs to be done to better support women in the maritime field?

I believe the current challenge for women in the maritime sector is ensuring long-term retention, which is directly linked to balancing life at sea with family life.

To achieve this, institutions need clear policies regarding pregnancy and breastfeeding, equity in parental leave, and greater flexibility in career progression. Many women, upon becoming mothers, naturally face an internal dilemma: choosing between family and career due to the high demands of time and energy at this stage of life. Institutional alternatives help mitigate this dilemma and facilitate balancing a maritime vocation with family life.

Additionally, it is essential to establish mentorship programs that provide personal and professional support and help advance and project successful women within the sector.

L’article Voices of women in maritime: María Ángela Fuentes Calderon, Colombian Navy est apparu en premier sur Crimario II.