Black History Month: Navigating Racial Diversity in the Maritime Sector Equality, Diversity and Inclusion (EDI) are among the foremost concerns of the maritime search and rescue (SAR) sector as the sector ensures it is in line with IMO’s Equality and Equity Strategy 2021. As part of the discourse, the IMRF’s Community Support Officer Ada L. Okoye attended the International Maritime Organization’s (IMO) special panel discussion in honour of Black History Month in October 2024. The event focused on "Navigating Racial Diversity in the Maritime Sector". The diverse panel included experts from the private and public sectors, such as Shannon Billy, an electrotechnical officer at the Royal Fleet Academy; Ms. Lydia Ferrad (IMO Representative to the International Transport Workers' Federation); Mr. Bwala William (Permanent Representative of Nigeria to the IMO), and Ms. Adel Johnson (dnata). Shannon shared her experience of being the only Black person out of 82 on her first ship. Speaking on how maritime training institution can promote racial diversity, she also highlighted the need for more outreach programs to attract people of colour, the place of online training and EDI training from cadet level. Ms Adel Johnson, Human Resources Director UK with dnata, a leading global air and travel services company, shared her perspective as a decision maker. People like Adel are often key influencers in EDI. As gatekeepers, HR professionals sometimes get to decide if people of colour can even get a foot in the door. “I was pleased to hear her speak in depth about initiatives that she was overseeing in her capacity as a HR leader. These include employer resource groups, training and education, culture data collection, reducing unconscious bias and adapting recruitment processes all with the aim of removing barriers to accessing a career in aviation,” Ada said. More specifically, she shared some actionable steps for improving diversity, such as: Start your strategy with understanding your purpose as an employer: Employers should be values driven. Are you focused on EDI to make an impact or simply as a one more check on your to-do list? Reach out and connect with talent: How are you ensuring that you reach Black people? Are you going where they are, speaking in a language they understand? Are you creating platforms for them to excel and empowering them to succeed? Do you have systems in place to prevent bias? People of colour can often see through performative activism. If you’re going to say that you value diversity on your website for instance, let it show in your day-to-day business. Reach out to SMEs that support EDI: It’s crucial to employ subject matter expertise. Don’t assume you understand the needs of the Black community. Work with influencers: How do you connect with the next generation? Work with community influencers for improved knowledge and wider impact. Have a look at your entry requirements: Review your hiring requirements. Your barriers to entry may be unintentionally biased. Retention is better than recruitment: Invest in the people within your business. It’s one thing to recruit Black people and it's another for them to stay. How are you ensuring that the workplace is a safe space, free from racial inequality and systemic racism? Mr Bwala William spoke about the glass ceiling for seafarers in Nigeria. According to him, even with similar education qualifications and experience, Black officers rarely reach leadership positions. There is also a disparity in salaries. Officers of the same rank and role can have different salaries. He finished saying that this discourages seafarers. On a final note, Lydia mentioned that harassment, language barriers, gender, cultural bias, and lack of chances for promotion are key challenges facing coloured people. She stressed the importance of knowing your rights as a person of colour and the impact of the support she received from the International Transport Workers' Federation (ITF). The panellists’ recommendations are in line with the IMO’s Equality and Equity Strategy 2021, which IMO Secretary General Arsenio Antonio Dominguez Velasco highlighted in his introductory speech. The Secretary General also noted that the action plan for the strategy will be available in the coming years. He emphasised that it is the international community’s duty to acknowledge and honour individuals of African descent. Check out the link below to watch the full discussion panel that took place at IMO HQ last year as part of Black History Month. Manage Cookie Preferences