Only 13% of seafarers feel ready to work with advanced digital technologies, as part of the transition toward decarbonisation and digitalisation.
This is not just a gap—it’s a ticking time bomb threatening the maritime industry, where decarbonisation and digitalisation also known as “Double D Trend” clash with traditional shipping, placing seafarers at a critical crossroads.
The call for greener, cleaner, sustainable, safe, and efficient maritime operations grows louder. Alternative fuels—despite their challenges—are becoming more accessible, and this coupled with rapid advancements in digitalisation and automation have reshaped operational and technical norms of collaboration among human and intelligent machines.
One should ask: what about our seafarers, the invisible heroes of the maritime industry, whose training and competencies may not align with the emerging requirements of the “Double D Trend”?
While this trend promises a more sustainable future, the ships of tomorrow won’t just require seafarers; they will demand tech-savvy maritime operators who are competent in alternative fuels, new propulsion and navigation systems, coupled with advanced intelligent technologies, supported by facilities known as Remote Operation Centres (ROCs).
The DNV report, titled “The Future of Seafarers 2030: A Decade of Transformation”, based on expert consultations and a survey of 500 seafarers+ revealed: Over 75% of seafarers acknowledged needing partial or complete training on fuels like LNG, batteries, or synthetic fuel. Nearly 87% expressed similar training needs for emerging fuels such as ammonia, methanol, and hydrogen, while 81% admitted requiring training in advanced digital technologies. Alarmingly, only 13% feel adequately prepared and consider themselves well trained in advanced digital technologies. So, seafarers are clearly sending alarming distress signals.
However, this is not just about a skills gap or uncertainty around future fuels and digitalisation, it is also about a lack of regulatory measures and certainty.
Maritime Industry and its Workforce Resilience
It is critical to acknowledge that this transition is not just about digitalisation and decarbonisation; it touches all dimensions of our industry, with each need growing alongside the other simultaneously to achieve the envisioned sustainable, digital, and zero-emission future. It’s a critical moment that shows how the resilience of the maritime industry and its workforce will evolve as part of transition from traditional shipping with conventional fuels to smart shipping with emerging fuels.
As the DNV report and other research findings indicate, seafarers require updated STCW courses that include handling emerging fuels, new fire-fighting techniques, and preparation for technology-driven workplaces. This should be followed by modern training methods, such as a blend of remote and in-person learning, e-learning, and technology-assisted training tools and environments. These methods should incorporate advanced technologies like artificial intelligence (AI), augmented reality (AR), virtual reality (VR), and advanced simulators to replicate the evolving workplace and equip seafarers to handle real-world scenarios effectively, safely, and securely.
As we are all aware, the IMO has initiated a comprehensive review of the Standards of Training, Certification, and Watchkeeping (STCW) Convention and Code to bridge some existing gaps and introduce model courses related to decarbonisation while also working on a new Code for future smart and autonomous ships. However, the regulatory aspects are progressing slowly compared to the pace of early adopters who are accelerating towards the digital and zero-emission pathway.
But what about the seafarers?
Dawn of Digital Monarchy and Maritime Workforce
To take a holistic view of these changes, we are entering a new era—the “Dawn of Digital Monarchy.” Alongside these transformations, the educational model has evolved from previous approaches to what is now called Education 4.0, a response to an innovative and digitalised society and workplaces. This applies directly to our industry, where seafarers and maritime operators should undergo new, digitally oriented, customised, and flexible training tailored to their rank, location (onboard ship or in a Remote Operation Centre), age, experience, and academic and professional background, among other factors. This training is essential to ensure they can work safely and securely in the early stage of this “Double D Trend” transitional period.
While the implementation of the “Double D Trend” is challenging on its own — in terms of regulation, infrastructure, investment, resources, and more —introducing new training methods and tools add further complexity for the maritime workforce. They should bridge the gap between existing knowledge and traditional learning methods and tools with emerging approaches and technologies. Moreover, during the early stages of this transition, workload may change and, in some cases, increase, as seafarers will need to validate results while integrating both old-school and new approaches within the context of evolving tools and work environments.
One-Size-Fits-All Doesn’t Work
As highlighted in the DNV report, 60% of seafarers (from nearly 70% who have used simulators, VR, AR, AI, or other digital environments) acknowledge the benefits of technology-assisted training, while 10% disagree. However, when it comes to traditional and hybrid methods of learning, 52% strongly prefer in-person training at maritime education institutes or academies, while only 23% favour a blend of in-person and online training.
This data reflects potential resistance, a lack of readiness, or lack of immaturity of methods and technological tools among seafarers to fully embrace new approaches, likely influenced by other factors.
These findings reveal a stark truth: while the maritime industry is undergoing transformative changes across all dimensions, including workforce training, the future remains uncertain.
However, one thing is clear: relying on a one-size-fits-all solution is inadequate.
The industry must adopt a multifaceted approach to address diverse challenges, including training needs, and ensure an effective and smooth transition with minimal disruption towards the “Double D Trend”.
Adaptation or Resistance
Traditionally, we’ve asked whether seafarers are being left behind by these changes. Now, we should also consider this question: Are seafarers willing to move towards the future when provided with the necessary opportunities and support?
The transition towards the envisioned future impacts all dimensions of the maritime industry and its workforce, requiring growth and adaptation across every aspect simultaneously. So, now the question isn’t just about how regulatory bodies act with urgency or how the industry supports seafarers and maritime operators through this transition. It’s also about whether the maritime workforce, including seafarers, are ready and willing to adapt to these changes and embrace the opportunity to shape a more sustainable future.
In the coming years, the true measure of our industry’s success will be to see how effectively all dimensions of the maritime industry collaborate and evolve. Our actions today will shape the future of our industry, as progress will be the result of intentional efforts, not by chance.
Further reading
“The future of Seafarers 2030: A decade of transformation,” DNV
