The International Chamber of Shipping (ICS), the global trade association for shipowners and operators, has launched a set of ‘Industry principles for establishing effective measures to combat and eliminate harassment and bullying in the maritime sector.’
The principles have been published against the backdrop of a report by the International Labour Organization (ILO) – alongside Lloyd’s Register Foundation (LRF) and Gallup – on experiences of violence and harassment at work. The first-of-its-kind global survey and analysis benefitted from insights of 74,364 respondents in employment across a range of sectors in 121 countries and territories. It found that one in five people (almost 23 per cent) in employment have experienced violence and harassment at work, whether physical, psychological or sexual.
“Although the data from the global ILO-LRF-Gallup report does not cover cases on board ships, the figures do point to a need for all industries and sectors to ensure that they do the utmost to prevent harassment and bullying. The maritime sector is no exception and must continue to take the issue very seriously. This includes having suitable policies and complementary measures in place to address it. The impact of violence and harassment, when experienced by seafarers on board, is significant, since a ship is often a seafarer’s home for many months.” International Chamber of Shipping Director of Employment Affairs, Helio Vicente, commented ahead of the launch of the principles.
ICS submitted the industry principles to shipping’s global UN regulators, the International Labour Organization (ILO) and the International Maritime Organization (IMO), ahead of a joint meeting between the two UN bodies, alongside governments, shipowners and unions, convened to address this issue in the maritime sector. The joint ILO/IMO Tripartite Working Group meeting to identify and address seafarers’ issues and the human element will take place from 27-29 February 2024.
Through its policy paper, ICS sets out five high level and eight detailed principles to successfully combat harassment and bullying. In establishing the principles, ICS drew inspiration from an array of policies and complementary initiatives, provided by shipping companies within its global network of shipowners and operators. Among the new suite of principles is the need for individual companies to clearly define and communicate what ‘harassment and bullying’ means for them, including examples of behaviours that constitute these actions. The principles also emphasise the value of establishing clear and unambiguous company complaints management procedures that cover the shoreside and all shipboard departments (deck, engine and shipboard hotels, in the case of cruise ships); with a dedicated Complaints Manager assigned as investigator to each of these groups.
In a separate paper to be considered at the upcoming ILO/IMO meeting, ICS emphasises that company policies and initiatives alone will not suffice to address the issue, adding that the maritime sector’s ability to successfully combat harassment and bullying also depends highly on the effectiveness of collaboration between governments, shipowners’ and seafarers’ representatives (unions), including to promote positive cultures on board.
“While shipowners are responsible for implementing shipboard policies and complementary measures to eliminate harassment and bullying from ships, national governments and seafarers’ unions also have important roles to play. Unions can raise awareness and set expectations for their members, including appropriate deterrents, while all States should review their national civil and criminal codes to verify consistency with requirements of ILO’s Maritime Labour Convention and Violence and Harassment Convention, both of which apply to the maritime sector.” Tim Springett, Chair of the International Chamber of Shipping Labour Affairs Committee, concluded.
Five high-level principles
Company policies and complementary measures to successfully combat harassment and bullying in the maritime sector should be mindful of the following high-level principles:
- Be data driven (e.g., surveying employees on board and ashore)
- Foster a culture of inclusion and diversity
- Support all cultural backgrounds, races, religions and faith
- Treat complaints of harassment or bullying with seriousness and treat those making complaints with respect and dignity, avoiding “victim blaming”
- Include a statement of strong leadership commitment to the elimination of harassment and bullying
Eight detailed principles
Company policies and complementary measures to successfully combat harassment and bullying in the maritime sector should also be mindful of the following, more detailed, principles:
- Define what ‘harassment and bullying’ means for your company, including examples of behaviours that constitute these actions
- Raise organisation wide awareness about your company’s stance and expectations regarding ‘harassment and bullying’
- Establish effective company policies to combat ‘harassment and bullying’ throughout your company
- Ensure that anti-harassment and bullying policies are developed through social dialogue with workers and are fully supported by senior management
- Consider additional measures for adoption, as a complement of existing company policies to combat ‘harassment and bullying’
- Identify and implement further measures, complementary to company policies to combat harassment and bullying holistically
- Ensure sustained improvements in your anti-harassment and bullying policies and complementary measures
- Combat harassment and bullying by fostering and promoting a positive work culture on board
Further reading
Read the detailed “Industry Principles for Establishing Effective Measures to Combat and Eliminate Harassment and Bullying in the Maritime Sector“.
