2.5 Focusing on People
Diversity, Inclusion, Belonging & Equity (DIBE)
“Diversity goes beyond gender, although it’s one of the most visible elements. It encompasses a diversity of skills and approaches that are essential for us to continue challenging and innovating the maritime industry.”
Mia Krogslund Jørgensen,
VP, Head of People,
Culture and Strategy
Our commitments and targets
Hafnia is committed to cultivating and preserving a culture of DIBE. We want our employees to feel valued, inspired, fulfilled, and fairly treated at work.
We welcome differences in age, nationality, gender identity, sexual orientation, ability/disability, back- ground, and other characteristics that make our employees unique.
We strive to create a working environment where people feel that they are included and belong. We invite diverse thoughts, ideas and perspectives and we strive to make sure people can be their true self at work.
We are also committed to having fair work practices when it comes to recruitment, development, progres- sion, and compensation.
Hafnia’s target was to achieve 35% of the underrepresented gender in our onshore team and 29% in the Executive Management Team, by 2025.
We are proud that the target for onshore teams was met already, and we are now focused on a long-term target of 40% by 2030.
Targets for promoting gender diversity among seafarers are also being analysed and implemented, to surpass the industry norm.
We have a designated working group focused on continuously increasing the number of qualified women onboard our ships.
Diversity goes beyond gender, and our focus for 2023 will be on ethnicity and nationality representation in people manager roles.
Our actions to progressively close the gender gap
As part of our efforts to eliminate differences in salary between women and men, we continuously monitor the ratio of salaries between men and women to ensure fair treatment.
Onshore;
We acknowledge that it is often commercial and technical roles that progress into leadership positions.
To secure a strong pipeline of diverse candidates, we have initiated projects to increase female representation in these areas. This includes expanding our recruitment process and using gender decoded job postings, supporting internal transfers, and training hiring managers, and mentoring.
- A strict code of conduct and anti-harassment policy implementation
- Unconscious bias training onboard
- Paid maternity leave
- PPE equipment tailored especially to women
- Provision of hygiene products
Hafnia continues to be a committed signatory of the Charter for More Women in Shipping.
In 2023, Hafnia will introduce its first ‘Maritime DEI Culture Lab aboard four of its vessels. This research initiative will explore learnings of voyages where at least 50% of the crew are composed of women.
At Sea;
We are working on improving gender diversity among our seafarers by designing an environment that everyone can thrive in. This includes
- A strict code of conduct and anti-harassment policy implementation
- Unconscious bias training onboard
- Paid maternity leave
- PPE equipment tailored especially to women
- Provision of hygiene products
Hafnia continues to be a committed signatory of the Charter for More Women in Shipping.
In 2023, Hafnia will introduce its first ‘Maritime DEI Culture Lab aboard four of its vessels. This research initiative will explore learnings of voyages where at least 50% of the crew are composed of women.
Providing a harassment-free workplace
We are continuously raising awareness on
harassment onboard, as we wish to provide a harassment-free workplace.
The maritime industry onshore and at sea is still perceived as a masculine-coded occupation, with a culture (especially at sea) that values practical experience. Underrepresented groups can therefore be more at risk to harassment and bullying.
Hafnia has decided to break the silence and acknowledge this is an industry-wide problem.
In 2022 a speak-up culture as well as channels to report any form of incidents were further enforced.
Hafnia took stronger measures in regards to its Anti-Harassment and Anti-Bullying policies, promoting zero tolerance for bullying, oppression, or harassment at all levels in the workplace, onshore and offshore.
These policies are emphasised clearly onboard, via written and verbal communication with mandatory training for all employees.
| Share of women in | 2022 | 2021 | 2020 |
|
Board of Directors |
17% |
14% |
20% |
|
Onshore |
|||
|
Executive Management |
17% |
17% |
0% |
|
Team Leaders |
22% |
21% |
21% |
|
Total organisation |
35% |
33% |
32% |
|
Commercial and Technical roles |
25% |
25% |
23% |
|
New hires |
45% |
41% |
34% |
|
At Sea |
|||
|
All crew |
4% |
3% |
1% |
2022 Key Hafnia DIBE initiatives
The Maritime DEI Lab
Hafnia, Anglo American, RightShip, Rio Tinto, Thome Group, and Wilhelmsen joined forces in 2022 to launch the Maritime Diversity, Equity & Inclusion (DEI) Innovation Lab 2022.
The innovation lab is an open competition for interested participants (individuals, institutions, companies, students etc.) to submit their ideas on addressing DEI in the maritime industry.
Shortlisted teams participated in the innovation lab to hone their pitches in preparation for a ‘Dragon’s Den’ session with industry leaders. The winning team and their idea will be brought to life with collaboration and funding from the partner organisations involved.
The aim of the innovation lab is to uncover powerful ideas through crowdsourcing and applying rapid and agile methodology from ideation through to product development.
This year’s competition follows the Women in Maritime Lab 2020, which resulted in the creation of SeaCode, a platform offering peer to peer support to seafarers whilst gathering and aggregating industry data. More detail on the 2022 winners can be found on Hafnia’s website.
Hafnia joined the All Aboard Alliance
Founded in 2022, the Global Maritime Forum launched this initiative to bring together senior industry leaders to focus on structural long-term challenges that can be remedied through strategic collaboration.
The Alliance tackles issues including the attraction and retention of employees, in the context of a global talent shortage, and stakeholder demands for diversity and inclusion.
Hafnia CEO Mikael Skov is co-chairing the All Aboard Alliance: “This is an industry imperative at a pivotal time where a diversity of skills and competences is paramount if we are to innovate our way through the developments taking place in decarbonisation, digitalisation, and automation.”
Addressing a Key Challenge on Parental Leave
In November 2022 we updated our policies to reflect that all woman seafarers employed by Hafnia will be entitled to 18 weeks of paid maternity leave. Upon their return from leave, we are committed in supporting the continuation of their maritime career, encouraging them to return to work.
In relation to the team onshore, Hafnia offers maternity and paternity leave in accordance with the office country’s legislation, and in many cases, the company is willing to extend the leave period beyond what is required by law.
Official Partnership with Regional Maritime University Ghana
As part of our continuous efforts to promote gender diversity onboard, Hafnia in 2022 has recruited 16 graduates from the Regional Maritime University in Ghana (RMU). RMU is renowned for its outstanding education in the maritime field, with top maritime candidates attaining their certification and degrees here.
Hafnia has also entered into a partnership with RMU early 2023 to secure an increased talent pipeline. This collaboration is part of Hafnia’s aim in future proofing the skillsets needed both on maritime excellence and on diversity.