We’ll celebrate when we get there

On the 49^th official UN International Women’s Day, we would like to remind the world that although this is a day to recognise the social, economic, cultural, and political achievements of women, it is not a day to celebrate. Yet.

At Stena Line, we believe that all our people should have the same rights and opportunities to thrive. We also know that our company – like all organisations – has everything to gain from having a diverse workforce in which everyone is treated with equal respect and dignity. Greater diversity brings more perspectives, experiences, skills, and business to the table and it helps us better understand our customers and their needs.

But gender equality is not a competition that anyone can win by just being slightly better than others. It’s a fundamental human right and should be respected and upheld by everyone in society. And we’re not there yet. Not as the world at large and not as a company in this industry.

We operate in a historically male-dominated field. Even today, just over two percent of the global seafarer workforce is represented by women (source: International Maritime Organization) and we struggle to find women to fill some of our positions. But that’s a struggle we will pursue until the day we’ve broken the biases and are living in a world in which gender is not even an issue in our industry. We will keep collaborating with organisations to open new doors and we will keep launching initiatives and internal training to smash the glass ceilings.

And do you know what? When we get there – that’s when we’ll celebrate.

Margareta Jensen Dickson
Chief People and Communications Officer

Top tips for creating a more inclusive workplace

Diversity creates a better working environment and helps us improve the ways we understand each other and our customers. Here are some tips to help us all be more inclusive.

1. Become aware of what’s going on around you

Next time you’re in a meeting, look around and see who’s there. Is it mostly men or women? Study the way people interact. Who does most of the talking? Who gets interrupted? Who interrupts? Which voices are heard and which ones are ignored?

2. Broaden your perspectives

Suppose you’re in a workshop where employee survey results are being discussed. The issue of ‘perceived level of respect from colleagues’ is raised. Most people are from one ethnic group and they are all happy with the level of respect they receive. One or two people with different ethnic backgrounds disagree. How can the team help their colleagues feel more included?

3. Understand different abilities

Imagine your team has raised concerns about working with a particular person. They say this colleague has difficulties reading and understanding safety procedures because of a learning disability. How can the team start an open discussion about disabilities? What actions can you all take to find some solutions? Can these actions create a stronger feeling of belonging in the team?

Stena Line colleagues’ points of view – on diversity and what needs to be done

To mark International Women’s Day 2024, we talked to colleagues from across the company to find out how they feel about diversity, including gender equality, and learn what else needs to be done to make Stena Line the safe, attractive, and inclusive workplace we want it to be.

Why do you think the company should mark International Women’s Day, Malavika?

It’s good to take a moment to celebrate the targets we’ve accomplished. These can be pushed aside because there are other priorities for the business, but in a male-dominated industry like ours, it’s important to acknowledge the progress that’s been made. We also need to use International Women’s Day to look at what still needs to be done. It’s not just about hiring women, it’s about having ongoing conversations to ask if the work environment is accommodating them. For example, we’ve recruited women to new roles and then found we may not have enough female toilets or the right size PPE kits. If we don’t listen and take action, we won’t be as welcoming and caring as we should be.

What else have you noticed Stena Line doing to promote diversity?

I’ve been here one year, and there’s been a lot to get involved in – from Pride celebrations to Colourful Stena Line, a forum for people of colour to talk about different challenges and also what works well here. I try to volunteer for as many of these conversations as possible so I can learn more and share my voice. It’s helped me meet colleagues I wouldn’t get to know through my day-to-day work, and that’s built my confidence and made me feel like I belong here.

Can you tell us more about feeling like you belong at Stena Line?

This is my first job in the UK and in this industry, and I had apprehensions. I didn’t know if I’d fit in as a woman of colour, if I’d relate to the industry, or if I’d find opportunities to develop. There have been times when I’ve been faced with stereotyping and other people’s assumptions, but we can’t break these barriers in one day. Over time, with open and honest conversations and by building relationships, we’ll get there. Overall, my experience has been positive; I was welcomed by my team straightaway. I never imagined joining an organisation and having such interesting conversations about belonging and the barriers some people experience. In the People Team, we ran a Taster Day at my port [Birkenhead] for the first time, last year. This aimed to encourage women to pursue a career as a port service operative, and I was grateful to be involved in such an inspiring event.

How do you feel about Stena Line marking International Women’s Day, Linnéa?

I think it’s really important. It’s part of the storytelling we need in society. The same laws apply to us all and yet we know that gender stereotypes are still in play. Our company acknowledges that we can do more – we’re not there yet. We have lots of women in our OBS business, but personally, I’ve never worked with a female captain or female senior engineer. I’d like us to show women it’s possible to have these roles and still have a family – education needs to happen around this. On paper, it looks equal, but in practice, it’s not so straightforward for women to balance these onboard jobs with a family. I think we could do more to address this and support women into these roles so that we have a sustainable future.

Are there any other actions you’d like to see the company take to promote diversity and inclusion?

It would be great to see more initiatives about hidden disabilities such as ADHD and autism. I’ve worked with some people who have shared that they need specific things from me, but there must be many people in the company who don’t feel able to do this. As a company and as colleagues, we get more from people when they have what they need. And it’s usually very small things that don’t take much extra effort – letting people know about schedules in plenty of time or being super clear with instructions, for example. I’ve adjusted the way I speak with some colleagues when they’ve explained what they need from me, and that awareness has helped make things much better and easier for everyone.

What is the biggest change you’ve noticed in the company’s approach to inclusion?

Over the years, I’ve seen a few different expressions of our values but I feel that our latest behaviours are just so good. Welcoming, Caring and Reliable reflect what I feel when I go onboard one of our vessels. It can be tough being away from family and friends, but when I’m greeted by co-workers, I feel cared for and at home.

Why do you think gender equality is important, Vladislavs?

Historically, our business has been really male dominated. On shore, we’re moving away from that. It doesn’t matter to us if you’re male or female – the most important things are attitude, knowledge and teamwork. We’re seeing that younger generations have different expectations, and aren’t restricted to ‘traditional’ ideas of industries or roles for different genders. Where it used to be 99% men applying, we’re now seeing a 50-50 gender divide for some jobs. Of course, this isn’t the picture everywhere. We still find that very few women put themselves forward for deck and engine roles, tug driving and stevedore work. Over time and with more campaigns to raise awareness and start conversations, this may change too.

How is your part of the business doing with the company’s gender equality target, to have 30% women managers by the end of 2026, Vladislavs?

On shore, we’re doing well. In the last couple of years, we’ve recruited women port managers for three of the four ports in Business Region Baltic Sea North: Baiba Buluka in Nynäshamn and Simona Pruse in Liepāja and Ventspils. We also have women check-in team leaders, and overall, we’re ahead of the target. But I don’t want us to celebrate too early. We’ve made good achievements but we know that in some departments, it will take time and effort to get there.

Do you think marking International Women’s Day makes a difference?

I think if companies have clear messages, then it’s a good thing to do. If we’re saying that we want to recognise our achievements and also that we have work to do, then we are helping raise awareness. But we have to acknowledge some things are taking longer to change. In the part of the world I come from, International Women’s Day has always been there. From old times, we’ve celebrated the women we work closely with and those we live with by giving them tulips. It’s good to celebrate the women in our lives!

Why do you think gender equality is important, Mikael?

It’s important for all modern workplaces to raise awareness and help to foster a fair and just society for everyone, and I think we should all be champions for gender equality. Ultimately, it’s about the overall well-being of all people, so it really matters. Marking International Women’s Day as a company is part of that – we’re taking a stand for everyone.

How does diversity and inclusion impact your day-to-day work?

In the Marketing department, we have a diverse and very friendly team made up of colleagues from different nationalities based right across Europe – it’s one of the reasons I wanted to work here. We’re always thinking about how we communicate equality and inclusion to showcase every aspect of that for our customers and society as a whole. People want to know that the companies they spend their money with are doing the right thing – and that’s important for our organisation’s future.

Diversity and inclusion is one aspect of Stena Line’s commitment to sustainability. Are you involved in any other sustainability initiatives?

I’m a member of the Sustainability Forum which is a really positive experience. It involves people from all over the organisation contributing our knowledge and working together to find ways to make our company better in lots of different ways. I really appreciate being included in a group like this, getting information on new topics and learning about other people’s roles. It’s exciting to learn what’s going on in other parts of the company and to see that Stena Line cares. It’s also good to know that we keep challenging ourselves – as individuals and as a company – to do better.

Why do you think gender equality is important, Jolanta?

I think equality in general is important. It’s obvious to me that all people should have the same rights and access to opportunities. I believe that equality and diversity can unlock the full potential of people, so it’s a good thing to have in a team, an organisation, and wider society. They all thrive when there’s diversity. International Women’s Day is an opportunity to promote jobs and industries outside of what’s seen as traditional. I recently read an article that explained there’s research to show women are less willing to reapply for a job opportunity than men. That means they give up if they are rejected. I can understand that, and I think International Women’s Day is a good time to have conversations about what’s possible.

How does diversity and inclusion impact your day-to-day work?

In my opinion, Poland is not as diverse as some other parts of Europe, and in some aspects, it’s still traditional and conservative. I think that a cultural lack of awareness can create barriers, that’s why we need to keep working on that. At Stena Line, we have trainings on lots of different topics – and things have definitely changed for the better in the last 20 years – but I’d love to see more cross-cultural workshops. I strongly feel that as an experienced colleague, it’s my role to react if anything negative is said or happens. We are all responsible for challenging anyone who talks about people as stereotypes.

Do you think there’s a connection between diversity and inclusion and people feeling like they belong at the company?

Just as experienced colleagues need to call out any inappropriate stereotyping, we also need to make newcomers feel welcome and at home. I don’t remember any time in my career where someone refused to help me, and that really matters. Mutual care and readiness to help are so important. These little things in our daily work make us feel like part of the family.

Do you think it’s important for Stena Line to mark International Women’s Day, Christopher?

I do! German society is pretty advanced in terms of gender equality. Last year, the second federal state made International Women’s Day a bank holiday, and more are talking about it. But we still have work to do. Violence and abuse against women still exist, so we all need to keep trying to overcome the inequalities wherever we find them in society. In my team, we have lots of women managers, and of course, our Group Management is half women and half men. But it’s important that we keep looking at what else we can do – where can we break up old structures in our industry and get new inputs and perspectives?

How do you feel the company handles other aspects of diversity?

I know there are lots of training courses on Seably, our learning platform, that raise awareness of different aspects of diversity. Personally, I haven’t noticed anyone being treated differently at Stena Line. Working in a diverse way – with colleagues from different nationalities, ethnicities, ages and disabilities – is totally natural in the teams I work with. Having lots of different ideas brings advantages to our daily work. It increases our team spirit and gives new inputs, so we have a more innovative environment. I’m also confident that any harassment won’t be tolerated, so everyone is free to contribute.

It sounds like you’re really proud to work in such a diverse team! What else do you love about your role?

I’m also proud to be an active part of creating a sustainable future. In my team, we’re talking to customers about the benefits of loading trains onto ferries. This has much lower emissions than using trucks, so it’s better for our customers and the planet. I really enjoy working with customers on sustainable solutions, and I see this – along with diversity – as the most important topic for Stena Line in the future.

How do you feel about International Women’s Day, Laetitia?

It’s important to keep talking about gender equality. We know that world-wide, there are inequalities, and as long as those are there, we need to keep the conversations going. International Women’s Day is a chance to remind everyone that mutual respect matters. Everything leads from that, and all of our interactions will be better for everyone if mutual respect is there.

You’ve recently joined the Diversity & Inclusion Council. What made you want to get involved?

I’m interested in all aspects of diversity, but I’ve always been particularly fascinated by inter-cultural relationships and finding out about nationalities and cultures that are different from my own. I know that the D&I Council has members from all our regions, and I’m really looking forward to working with a team that has people from right across Europe and beyond. My job isn’t specifically focused on diversity, so joining the D&I Council is a good way to learn new things.

Is there anything you particularly want to do as a member of the D&I Council?

I’m hoping there will be some opportunities to write. I do a little bit as part of my job, and I really enjoy it, so I’m going to look for ways I can bring that into my work with the D&I Council – perhaps some articles or posts that can help educate and inform colleagues about the different things we’re working on.

What are your thoughts on gender equality in this industry, Jochem?

I don’t think shipping is considered by most women looking for careers. The seafarers’ school I went to had very few women, and I think there’s still an impression that it’s a ‘manly’ job. International Women’s Day is a chance for us to make these jobs more visible to women so they consider this kind of work. If people don’t know, they can’t choose so giving people information means we’re giving them options. When lots of women start joining us, more and more will follow.

How diverse is the crew on Stena Transit?

We have a crew of 35, and around 8 of us are Dutch, there are a few from the UK, and the rest are from the Philippines. We have just one woman working as part of the OBS crew. On bigger vessels there will be more women crew, but still mostly men. Background isn’t really an issue for any of us though. We all respect each other, and everything we do is about teamwork. On a ship, you need to be able to trust each other completely, and rely on one another. In many ways, we’re like a family – we eat together, spend lots of time together – even over Christmas, so we must have respect and get along.

What would more gender diversity mean for your work environment?

Having teams made up of different genders and nationalities is always good because different perspectives help us discuss more widely around topics. New perspectives help us challenge the way we’re working. We already do a good job, but asking questions and considering new ways of doing things shows that the work environment is healthy for everyone. I also think seafaring careers have a lot to offer women as well as men. I’m a scout leader in my spare time, and one of the girls in my group has applied for seafarers’ school. She asked me a lot of questions and I was able to give her information about the kinds of job that are on offer, and explain how her career could develop over time.

We’ll celebrate when we get there