The maritime industry has traditionally been a male-dominated field, and despite efforts to promote diversity, gender integration remains a complex and contested issue (Kitada et al. 2015). Findings indicate that while some shipping companies support the inclusion of female seafarers, others remain hesitant due to safety concerns and deeply ingrained gender norms (Sampson and Acejo 2023). This Hafnia case study, a company that has committed to a diversity agenda, explores the integration of women aboard tanker vessels, and how this involves resistance, inclusion and issues of equality.diversity and safety are constructed through social interactions and institutional norms.Male and female seafarers position themselves in many ways in relation to the question of gender onboard. Some male seafarers resist change, due to the influence of more traditional gender patterns, others see women as equal. Some female seafarers reject special attention, emphasizing equal treatment over distinction, while others argue that women need special treatment to reach the same goals as male colleagues.Both male and female informants highlight that workplace inclusivity and safety emerge through evolving cultural perceptions of how diversity is done at sea. The company actively constructs a learning culture in which seafarers are not expected to possess complete knowledge before joining but are encouraged to develop their skills through social interaction and learning. This approach builds on traditional apprenticeship learning in the industry, where safety knowledge has historically been transmitted through hands-on experience. In this context, safety extends beyond physical measures; it is a socially embedded practice, co-constructed through discourse, policies, institutional practices, and daily interactions among crew members, actively shaping the diversity agenda.Hafnia’s safety initiatives, such as the provision of two-piece boiler suits and smaller gloves and shoes for female crew members, reflect an evolving recognition of gendered needs in maritime work. These measures are not simply functional adjustments but signify a broader shift in how the industry negotiates and redefines traditional gender roles. By embedding these changes into the company’s social fabric, the idea that diversity and safety are not fixed principles is reinforced, but socially constructed realities that continue to evolve through collective engagement and institutional practices. In recognizing diversity as an ongoing social construction rather than a static goal, the industry can work towards meaningful and sustainable change that is embedded in everyday interactions and institutional culture.
Froholdt et al. (Mon,) studied this question.