Talking about Straits of Hormuz and shipping

Sue Terpilowski started Image Line Communications more than 34 years ago and it has become one of the leading specialist PR, marketing and visual event agencies in the logistics, freight, ports, material handling and supply chain sectors. Sue is a fellow of the Chartered Institute of  Logistics and Transport (CILT) and is their Public Affairs and Policy. Sue is a champion of diversity and inclusion in the logistics, maritime and transport sectors and regularly talks about diversity in male dominated sectors, the 100% and the business case for diversity.
Sue was awarded the OBE in the Queen’s Birthday Honours in 2014 for her work and lobbying on behalf of micro and small businesses in London.


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Sue Terpilowski

New Report calls for action, created and launched a booklet with six recommendations for change. Poster to tackle bullying and harassment and My Maritime Quiz&nbsp; The EU Maritime Women report commissioned by ECSA and ETF, is published on xx June, based on its research on how the maritime industry can attract women to work within the sector. It provided and helped to bring positive growth for this industry after the global pandemic, which created a huge change for this industry as well. As it is well known, women in maritime industry especially at sea are underrepresented. This is a research driven report and has a number of recommendations and actions that can be implemented. The research part led by Dr Kate Pike, was robust and substantial conducted through a literature review, an industry survey, expert interviews and 3 focus groups, in addition to an European country-wide audit. Headline Research findings: • Many people starting careers at sea do not spend their whole careers as a seafarer. 48 % of respondents who had worked at sea were not doing so anymore.&nbsp; • People leaving a career at sea primarily did so for family reasons followed by wanting a change or new opportunity.&nbsp; • Travel, closely preceded by financial, were the main reasons given for people choosing a career at sea; whilst challenge, interest and an exciting career were the main reasons for people choosing a shore-based maritime career.&nbsp; • The primary area identified for improving or furthering a career at sea was welfare-based followed by further education and skills. Onshore, education and skills were identified as making the most difference, with welfare areas coming second.&nbsp; • Best practice to increase gender diversity at sea and onshore was associated with equality-related areas such as equal treatment, gender blindness, job and pay equality. There was comparability evident between the sea and shore working environments, as well as the extent to which improvements in equality are required. • Evidence shows that some women feel best practice includes not wanting their achievements to be over-embellished because they are women, or having to be exceptional; they want equal opportunities and treatment, with the focus being on their working performance, rather than their gender.&nbsp; Measures to enhance recruitment and retention of women in the industry:&nbsp; Within the work undertaken was the creation of an awareness-raising campaign, careers booklet, online quiz and a series of animations to promote to women the world of opportunity that a career in the maritime sector offers. Dr Kate Pike said, "It is my honour to manage the research part of this project. I sincerely hope our research can help to provide another insight into the maritime industry. It shows there are different advantages for this industry to balance the percentage of men and women. I hope my research can attract more women to join the maritime industry." The report also focused on regulatory and policies that can help bring about the change that is needed to help the sector make the leaps it needs to. Being proactive in its approach the report also highlights best practices to help assist the change. Policy and recommendation project leader Ms. Sue Terpilowski OBE said, "Based on my professional experience, I believe that it will be more attractive for women to join this industry. In the past, they stepped back due to a lack of support, but this will change in a foreseeable time frame. When there is more support, it can definitely attract more female and I am willing to make this change for the industry. " The report in response to the research finding on Anti Bullying and Harassment has created a booklet authored by Alysa and a Poster to be displayed on every vessel. The Six recommendations are:&nbsp; Recommendation One&nbsp; To achieve the goal of increasing the number of women in maritime roles and at sea, we need to initiate change where it can happen almost immediately. Our key recommendation is that we look at sharing best practices and encourage companies to implement these policies without waiting for legalisation to force them into action. If we effect change downwards to the IMO, we will be able to make significant gains whilst the legislation comes into place, smoothing its path as the majority will already been implementing it. To enable this, a central point is needed. The EU Maritime website can be expanded to become this central point. Otherwise, a dedicated area on ECSA and ETF websites can be developed for this purpose. This will contain best practices, sample policies, guidelines and links to other useful information, gender neutral vacancy adverts etc&nbsp; Recommendation Two&nbsp; Without the ability to monitor the effectiveness of all initiatives across the industry, we must be able to at least benchmark achievements. The International Chamber of Shipping Diversity Index (published November 2020) has issued a set of objectives to significantly increase the number of women on board from 7.5% to 12% in the next three years, and to 25% in 20 years. This report recommends that everyone should be working to achieve the goals that have already been agreed and set, rather than trying to set up others and reducing the impact of these agreed goals.&nbsp; Recommendation Three Our recommendation is to agree to set a target of a minimum percentage of women in maritime management positions within 20 years. Once the baseline data is gathered, we will need to set percentages for interval years starting from 2026.&nbsp; Recommendation Four Include in companies’ health and safety policy requirements for the provision of ergonomically suitable PPE that meets the needs of all employees.&nbsp; Recommendation Five All vessels should stock feminine hygiene products and have proper procedures for their disposal in an easy way&nbsp; Recommendation Six It is recommended that ECSA and ETF promote the poster and encourage them to download, use and share them widely.&nbsp; Additionally The role of social dialogue and collective bargaining is crucial in promoting the role of women in the maritime industry, in supporting life-long learning, work-life balance, and tackling the gender pay gap for instance. Strengthening social dialogue at all levels is essential in promoting gender diversity and equality, fighting gender stereotypes and gender discrimination. EU Maritime Women sets up The Maritime Quiz in three languages, English, French and German. There are only 5 questions and it can suggest the roles according to personality. Spend less than 5 minutes and make a change. This project commissioned by the European Community Shipowners’ Associations (ECSA), the European Transport Workers’ Federation (ETF) and funded by the European Union, reflects the necessity to adopt a creative approach, able to attract more women in the maritime industry, particularly within Europe. &nbsp;<blockquote>We believe that this will bring a new perspective to this industry. We are willing to provide support for women who are willing to join the maritime industry.</blockquote>

MOVING FORWARD TO CHANGE A MALE-DOMINATED SECTOR - MARITIME

Sue Terpilowski started Image Line Communications more than 34 years ago and it has become one of the leading specialist PR, marketing and visual event agencies in the logistics, freight, ports, material handling and supply chain sectors. Sue is a fellow of the Chartered Institute of Logistics and Transport (CILT) and is their Public Affairs and Policy. Sue is a champion of diversity and inclusion in the logistics, maritime and transport sectors and regularly talks about diversity in male…

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Talking about Straits of Hormuz and shipping