Addressing crew shortage: Zero tolerance and clear consequences for unacceptable behaviour
The second of the nine guidelines introduced last March by the Global Maritime Forum’s (GMF) All Aboard Alliance calls for zero tolerance towards behaviours onboard that undermine a culture of trust, accountability, and respect.
As highlighted by the GMF, implementing a ‘Speaking Up’ policy is essential to empower employees to report misconduct without fear of retaliation or pressure. Seafarers must feel protected from abuse and confident that their concerns will be taken seriously and addressed appropriately.
These guidelines, developed after years of research and real-world trials involving over 400 seafarers, provide a clear benchmark for best practices onboard vessels.
Ensuring psychological safety onboard is vital – 5 key actions
1. Foster an open and inclusive environment
2. Implement clear reporting channels
3. Provide leadership training to officers and senior crew
4. Regularly assess crew well-being through surveys, feedback sessions, or mental health check-ins
5. Enforce zero-tolerance policies for bullying, harassment, discrimination, or any behaviour that threatens trust and respect
8 key actions for promoting a ‘Speaking Up’ culture
#1 Provide accessible reporting channels
- Offer a confidential, anonymous third-party helpline via phone and/or email for reporting harassment, bullying, power abuse, or misconduct without fear of retaliation.
- Include options for online reporting forms and toll-free phone numbers, both international and local.
#2 Communicate clear consequences for misconduct
- Clearly outline the consequences of violating behavioural standards within the company’s Code of Conduct.
- Emphasise that retaliation or victimisation against those who speak up will result in appropriate disciplinary action.
#3 Designate onshore welfare contacts
- Appoint an onshore staff member specifically responsible for receiving concerns from seafarers regarding social challenges, welfare, and misconduct.
- Ensure the contact person is trained to handle reports confidentially and sensitively.
#4 Promote awareness and accessibility
- Regularly promote the availability of reporting channels during onboarding, trainings, and company communications.
- Ensure materials are accessible in multiple languages and formats suited to diverse employee groups, including seafarers.
#5 Foster a trust-based environment
- Encourage leadership at all levels to model respectful behaviour and actively support employees who raise concerns.
- Create a culture where speaking up is seen as contributing to safety, fairness, and continuous improvement.
#6 Provide timely and transparent responses
- Commit to acknowledging reports within a set timeframe (e.g., within 5 days) and providing updates or an action plan within 10 working days.
- Communicate outcomes where appropriate, while maintaining confidentiality.
#7 Deliver regular training and scenario-based exercises
- Conduct ongoing training on recognising misconduct, understanding reporting procedures, and the importance of speaking up.
- Use real-life scenarios to build confidence in handling and reporting issues.
#8 Monitor and evaluate the system
- Periodically assess the effectiveness of reporting channels and employee confidence in the process through anonymous surveys or feedback sessions.
- Adjust policies and support structures based on employee input and incident trends.
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