Industry Opinion: From inclusion to involvement; where could diversity really take us?

HOW IS DEI really going?

The maritime industry has taken great strides in recognising the value of diversity. We’re seeing more diverse crews, more women in leadership, and a broader range of experiences represented at sea and ashore. And that’s something to be proud of.

But is representation enough? And does turning it into a poster campaign make the culture real?

Representation and inclusion matter, but involvement, I believe, is the key.

Inclusion can be reduced to a number. A seat at the table is important, but it doesn’t guarantee your voice is heard, or that your ideas will be considered, let alone acted upon.

Involvement means real participation. It’s about listening, respecting, and creating space for people to shape the decisions that affect them. That’s what drives safer operations, stronger teams, and more resilient organisations; organisaions that don’t just survive, but have the potential to thrive.

In a high-risk, high-consequence environment like maritime, involvement isn’t just good practice, it’s essential. When people feel seen and valued, they’re more likely to speak up, ask questions, and challenge assumptions. And it’s that freedom of thought and perspective that gives us our best shot at catching problems early. It’s how we learn. It’s how we improve.

But this shift, from inclusion to involvement, won’t happen by itself. It takes intentional leadership and a culture where psychological safety isn’t just encouraged but embedded. That means mentoring, creating access to training, supporting new ideas, and making sure diverse perspectives aren’t just welcomed, they’re actively sought out. People need to feel they can show up as themselves. And we need to back that up by standing beside those who need it most – especially new entrants and minorities, many of whom still hear the message, “you won’t make it.” The hard truth? We usually only hear that story from the ones who pushed through, not the many who quietly walked away.

Because culture eats systems for breakfast. No matter how good your policies are, if the culture doesn’t support engagement, they won’t get very far.

There’s a practical upside too. Involved teams are more effective. They collaborate better, communicate more clearly, and perform more consistently. Empowered people take ownership. They look out for each other, and for the operation as a whole. And that’s not just good for morale, it’s good for business.

We’ve come a long way on diversity. But the next step is making sure we’re not just counting people, we’re involving them. That’s how we’ll unlock the full value of the diverse maritime workforce so many are working so hard to build.

Because in the end, involvement isn’t an add-on. It’s the foundation of a safer, smarter, and more sustainable industry.