Navigating change: The evolving role of women in maritime search and rescue

In 2025, the IMRF released its second global #WomenInSAR survey, marking a significant milestone in the sector’s journey toward gender equity. Launched as a follow-up to the 2021 report, this new survey evaluates the progress made over four years and identifies women's ongoing challenges in maritime search and rescue (SAR). While some encouraging developments have emerged, the findings clarify that achieving true inclusivity in SAR remains a work in progress. 

A broader perspective, a clearer voice 

The 2025 survey collected responses from 194 individuals across various regions, with significantly more input from Africa and Australasia than in the 2021 survey. Notably, 62% of respondents identified as women, up from 44% in 2021, providing a richer and more gender-balanced perspective. This increased engagement from women reflects a growing interest and investment in addressing systemic barriers within the sector. 

Respondents ranged in age and experience, representing both volunteer and paid SAR personnel. The survey's expanded global reach has made its findings more representative of the sector’s diverse landscape while also shedding light on region-specific challenges and opportunities for growth. 

Representation: Steady but stagnant 

The survey revealed that, on average, women make up 25% of the SAR workforce in the survey respondents’ organisations, a figure that has changed little since 2021. Though some organisations reported up to 80% female participation, others remained male-dominated. The lack of significant growth in overall representation is a sobering reminder that while interest in the topic has grown, progress in actual recruitment and retention remains slow. 

The gap widens further when it comes to leadership. Only 23% of women felt that female representation in leadership roles was sufficient, while 67% of male respondents believed it was.  

The human side of SAR: Motivation and fulfilment 

Why do women join SAR? The reasons are often deeply personal. The most commonly cited motivator, for both women and men, was a passion for helping others, a testament to the humanitarian spirit that defines the field. Women also frequently mentioned confidence-building and personal development as key drivers, suggesting that SAR offers not just an avenue for service but a platform for personal growth. 

Women shared that some of the most rewarding aspects of their SAR experience include saving lives, teamwork, leadership opportunities, and becoming role models for others. However, these positives often co-exist with challenges that undermine morale and limit advancement. 

Barriers to progress: Discrimination, equipment and culture 

Despite their passion and commitment, 54% of women reported experiencing or witnessing gender-based discrimination. These ranged from unequal training access and biased role assignments to verbal harassment and exclusion from leadership opportunities. 

Equipment and facilities continue to pose practical obstacles. Nearly half of the female respondents reported facing barriers related to physical expectations or poorly designed gear, including PPE not tailored to women's bodies and the lack of toilets on rescue vessels. These issues, while seemingly minor, create daily discomfort and reinforce the perception that SAR is a male-oriented domain. 

Cultural resistance and traditional hierarchies remain stubbornly in place in many organisations. Women described having to “outperform” men just to be seen as equals and noted that bias in leadership selection continues to hold them back. One of the most telling insights was that many women said they do not see themselves as “women in SAR” but simply SAR professionals, a powerful assertion of equality and a plea for normalisation. 

Training and advancement: A gender gap in opportunity 

While 84% of all respondents felt that training opportunities were theoretically accessible to both genders, only 75% of women agreed, and nearly half reported facing gender-specific challenges during training; these included being underestimated, overcorrected, or excluded from leadership pathways, issues not reported by the vast majority of male respondents. 

Women also pointed to a lack of female trainers and assessors, inadequate mentorship, and leadership expectations that often favoured stereotypically “masculine” traits like dominance over collaboration. Notably, mentorship emerged as one of the most critical yet underdeveloped areas, with many respondents calling for formal networks to support women’s growth and leadership development. 

Inclusion and team dynamics: Perception gaps persist 

When asked about team inclusivity, 69% of men rated their teams as “fully inclusive,” compared to 42% of women. Similarly, men were far more likely to report feeling comfortable voicing concerns or feedback. Women often described having to temper their voices for fear of being labelled “emotional” or “difficult”, a recurring theme that echoes findings from other sectors. 

Yet many also reported positive experiences, crediting supportive male colleagues, strong mentorship, and team camaraderie. These varied experiences reflect the patchwork nature of inclusion in SAR: progressive in some stations, resistant in others. 

Signs of progress 

Despite the challenges, most respondents (88%) believe progress has been made in the past four years. Tangible signs include: 

  • Increased visibility of women in SAR campaigns and leadership. 
  • Policy changes to improve uniforms, equipment, and station facilities. 
  • Open dialogue around diversity and inclusion. 
  • A growing understanding of unconscious bias and the need for cultural change. 

However, progress is seen as modest. Only 17% of respondents said the improvements had exceeded expectations, while 22% said they fell short. 

The IMRF has outlined a clear path forward based on the survey results. Key recommendations include: 

  • Expanding mentorship and networking opportunities through regional and international platforms. 
  • Increasing the number of female trainers and assessors. 
  • Promoting inclusive leadership practices and removing unconscious biases from selection processes. 
  • Investing in gender-sensitive infrastructure, including properly fitted PPE and facilities designed for all. 
  • Normalising women’s roles in SAR by showcasing diverse success stories. 

While the IMRF cannot directly control hiring, station culture, or equipment procurement, its role as a global convener of SAR organisations is critical. By facilitating knowledge sharing, providing best-practice guidance, and championing diversity at the international level, the IMRF can lead the cultural and structural shift the sector needs. 

A sector in transition 

The 2025 #WomenInSAR survey paints a picture of an aware, engaged, and cautiously evolving sector. Women’s presence in SAR is growing, and their voices are being heard more clearly than ever. Yet the foundations of full equality, mentorship, leadership access, inclusive training, and cultural acceptance are still under construction. 

The future of SAR depends on its ability to reflect the diversity of the communities it serves. By embracing gender equity not as a box-ticking exercise but as a strategic imperative, SAR organisations can build stronger, more resilient teams, capable of saving lives more effectively than ever. 

The IMRF and its member organisations have a unique opportunity and responsibility to ensure that women not only enter SAR but thrive in it. 

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