Diversity, Equity and Inclusion at IMEC
Our Policy
We believe that fostering a diverse, equitable and inclusive environment is essential for our collective success, and we are committed to ensure that our reputation of cultivating fair and sustainable maritime labour practices is protected. There is strength in having a wide-ranging membership which naturally encourages diverse and innovative ideas and enhances our decision-making processes by encouraging differing views.
We are committed to providing equal opportunities and open platforms for all secretariat employees and members; however, we will not tolerate any form of intentional disrespect, discrimination, harassment, or behaviour that may bring IMEC’s reputation into disrepute within IMEC’s working environment or events.
We are dedicated to promoting diversity and inclusion at all levels of the Organisation and we encourage all members to join us in creating an environment that is inclusive and respectful of all individuals.
Additional Support for Seafarers
Latest DEI Updates
Oldendorff Carriers’ “Global Cadet Program: Embracing Diversity”
A structured initiative designed to train, retain, and promote cadets into long-term officer roles based solely on merit. In 2025, 60% of our new deck, engine and electrical engineering cadets were female (increase from 44% in 2024), and our cadet pool of 200 cadets and trainees spans 20 nationalities.
Hafnia Group
• Women represent 12% of Hafnia’s total crew pool, with 560 female seafarers—the highest in the product tanker sector. • Six vessels are currently crewed with 50% female seafarers.
IMEC committed to ongoing sanitary support for cadets
In August 2025, IMEC identified an overlooked issue affecting female cadets at MAAP related to menstrual health and period poverty. Following a cadet survey, IMEC partnered with women-led, sustainable local brands to provide menstrual health education, products, and hygienic disposal. IMEC has committed to ongoing sanitary support for cadets, advancing its DEI goals and supporting women’s retention in the maritime industry.
Oldendorff and BHP collaborate to attract new talent to the maritime industry
With women making up just 1% of seafarers globally, Oldendorff Carriers and BHP have forged a new initiative to support efforts to increase diversity in the maritime industry. Scott Bergeron, MD Fleet, Oldendorff Carriers: “We see it as our responsibility to help shape a more inclusive and accessible maritime industry for all. Emma Roberts, VP Maritime & Supply Chain Excellence: “This initiative is a to make a positive impact on gender diversity in the maritime sector.
Exception to Evolution
As a cadet, I often heard that women rarely reach management at sea. That they step away before they rise. That leadership on board a ship was not designed with women in mind. Today, after more than a decade at sea and having risen to the rank of Chief Officer, I stand as evidence to the contrary. The sea is the greatest teacher I have ever known. I began this journey as a girl who had never even visited a beach. Today, I navigate vessels across oceans, lead multinational crews, and shoulder responsibilities my younger self could never have imagined.
The Maersk Office Cadet Program
Launched in 2021, this program identifies candidates, including women, and prepares them through a structured combination of theoretical, behavioural, and practical training aligned with global maritime standards. A key focus of the program is increasing female participation in maritime careers. Through structured support, mentorship, and inclusive development opportunities, it aims to reduce gender barriers and promote diversity at sea.
Wallem Shipmanagement
“They said I wouldn’t survive on a ship because I am too feminine.” But here I am, not just surviving but thriving. Being part of Wallem Shipmanagement gave me the opportunity to prove that capability is defined by competence, dedication, and perseverance. My progress was not fast, but it was purposeful, sure, and steady. As I prepare to embark on a different path within the maritime industry, I carry with me the lessons and growth that seafaring has given me. KC Abigail L. Chin
Oldendorff Carriers’ “Global Cadet Program: Embracing Diversity”
A structured initiative designed to train, retain, and promote cadets into long-term officer roles based solely on merit. In 2025, 60% of our new deck, engine and electrical engineering cadets were female (increase from 44% in 2024), and our cadet pool of 200 cadets and trainees spans 20 nationalities.
Hafnia Group
• Women represent 12% of Hafnia’s total crew pool, with 560 female seafarers—the highest in the product tanker sector. • Six vessels are currently crewed with 50% female seafarers.
IMEC committed to ongoing sanitary support for cadets
In August 2025, IMEC identified an overlooked issue affecting female cadets at MAAP related to menstrual health and period poverty. Following a cadet survey, IMEC partnered with women-led, sustainable local brands to provide menstrual health education, products, and hygienic disposal. IMEC has committed to ongoing sanitary support for cadets, advancing its DEI goals and supporting women’s retention in the maritime industry.
Oldendorff and BHP collaborate to attract new talent to the maritime industry
With women making up just 1% of seafarers globally, Oldendorff Carriers and BHP have forged a new initiative to support efforts to increase diversity in the maritime industry. Scott Bergeron, MD Fleet, Oldendorff Carriers: “We see it as our responsibility to help shape a more inclusive and accessible maritime industry for all. Emma Roberts, VP Maritime & Supply Chain Excellence: “This initiative is a to make a positive impact on gender diversity in the maritime sector.
Exception to Evolution
As a cadet, I often heard that women rarely reach management at sea. That they step away before they rise. That leadership on board a ship was not designed with women in mind. Today, after more than a decade at sea and having risen to the rank of Chief Officer, I stand as evidence to the contrary. The sea is the greatest teacher I have ever known. I began this journey as a girl who had never even visited a beach. Today, I navigate vessels across oceans, lead multinational crews, and shoulder responsibilities my younger self could never have imagined.
The Maersk Office Cadet Program
Launched in 2021, this program identifies candidates, including women, and prepares them through a structured combination of theoretical, behavioural, and practical training aligned with global maritime standards. A key focus of the program is increasing female participation in maritime careers. Through structured support, mentorship, and inclusive development opportunities, it aims to reduce gender barriers and promote diversity at sea.
Wallem Shipmanagement
“They said I wouldn’t survive on a ship because I am too feminine.” But here I am, not just surviving but thriving. Being part of Wallem Shipmanagement gave me the opportunity to prove that capability is defined by competence, dedication, and perseverance. My progress was not fast, but it was purposeful, sure, and steady. As I prepare to embark on a different path within the maritime industry, I carry with me the lessons and growth that seafaring has given me. KC Abigail L. Chin
Oldendorff Carriers’ “Global Cadet Program: Embracing Diversity”
A structured initiative designed to train, retain, and promote cadets into long-term officer roles based solely on merit. In 2025, 60% of our new deck, engine and electrical engineering cadets were female (increase from 44% in 2024), and our cadet pool of 200 cadets and trainees spans 20 nationalities.
Hafnia Group
• Women represent 12% of Hafnia’s total crew pool, with 560 female seafarers—the highest in the product tanker sector. • Six vessels are currently crewed with 50% female seafarers.
IMEC committed to ongoing sanitary support for cadets
In August 2025, IMEC identified an overlooked issue affecting female cadets at MAAP related to menstrual health and period poverty. Following a cadet survey, IMEC partnered with women-led, sustainable local brands to provide menstrual health education, products, and hygienic disposal. IMEC has committed to ongoing sanitary support for cadets, advancing its DEI goals and supporting women’s retention in the maritime industry.
Oldendorff and BHP collaborate to attract new talent to the maritime industry
With women making up just 1% of seafarers globally, Oldendorff Carriers and BHP have forged a new initiative to support efforts to increase diversity in the maritime industry. Scott Bergeron, MD Fleet, Oldendorff Carriers: “We see it as our responsibility to help shape a more inclusive and accessible maritime industry for all. Emma Roberts, VP Maritime & Supply Chain Excellence: “This initiative is a to make a positive impact on gender diversity in the maritime sector.
Exception to Evolution
As a cadet, I often heard that women rarely reach management at sea. That they step away before they rise. That leadership on board a ship was not designed with women in mind. Today, after more than a decade at sea and having risen to the rank of Chief Officer, I stand as evidence to the contrary. The sea is the greatest teacher I have ever known. I began this journey as a girl who had never even visited a beach. Today, I navigate vessels across oceans, lead multinational crews, and shoulder responsibilities my younger self could never have imagined.
The Maersk Office Cadet Program
Launched in 2021, this program identifies candidates, including women, and prepares them through a structured combination of theoretical, behavioural, and practical training aligned with global maritime standards. A key focus of the program is increasing female participation in maritime careers. Through structured support, mentorship, and inclusive development opportunities, it aims to reduce gender barriers and promote diversity at sea.
Wallem Shipmanagement
“They said I wouldn’t survive on a ship because I am too feminine.” But here I am, not just surviving but thriving. Being part of Wallem Shipmanagement gave me the opportunity to prove that capability is defined by competence, dedication, and perseverance. My progress was not fast, but it was purposeful, sure, and steady. As I prepare to embark on a different path within the maritime industry, I carry with me the lessons and growth that seafaring has given me. KC Abigail L. Chin
Disclaimer
The information provided on this webpage is intended solely for educational and informational purposes and reflects best practice guidance aligned with Not-for-Profit and Non Governmental Organisations within the maritime sector. It does not constitute legal, financial, or professional advice, nor is it intended to promote any commercial product, service, or private gain.