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Each month, we share a discussion piece written by a guest author from the maritime sector who can offer a unique or interesting perspective on an aspect of seafarers’ welfare. You can join the conversation on our social media channels – LinkedIn and Facebook.

This month, we spoke to Koni Duniya, Founder/President of the Female Seafarers Association of Nigeria (FESAN), about gender discrimination and how to bridge the gap between the shipping industry and women seafarers in Nigeria.

The maritime sector has made strides towards gender inclusivity, yet women seafarers continue to face significant barriers that hinder their entry, career progression, and long-term retention at sea. In Nigeria, these challenges are particularly pronounced, with many women struggling to secure sea time, obtain employment, and navigate workplace discrimination.

Koni Duniya is a former seafarer and the President of the Female Seafarers Association of Nigeria (FESAN), an organisation dedicated to supporting and advocating for women working or intending to work at sea and those transitioning from sea to shore roles in Nigeria. FESAN was established in 2019 in response to the International Maritime Organization’s (IMO) call for gender equality and inclusion of women in the maritime sector.

‘FESAN was created to answer a key question: how do we track progress for women seafarers? Where are they, and what challenges do they face?’, explains Duniya. Since its inception, the organisation has worked to amplify the voices of women seafarers, advocate for equitable policies, and document the realities faced by women at sea.

Despite the growing emphasis on gender diversity in shipping, women in Nigeria continue to encounter systemic obstacles that make it difficult for them to advance in their careers. A survey conducted by FESAN amongst its members identified the key challenges, which included high barriers to entry for young women cadets. While admission into maritime institutions poses no challenge, securing the mandatory sea time training required for a Certificate of Competency is a major hurdle for women. The few who do complete cadetship sea time and obtain the Certificate of Competence then have difficulties securing employment as new officers, as many employers require at least six months’ experience for junior officer roles, making it difficult for newly certified women to break into the industry. This can lead to expired certificates and career shifts to non-maritime fields, such as small and medium enterprises (SMEs).

There are also structural limitations against women in Nigeria – the country’s maritime sector is heavily focused on the Oil and Gas offshore support activities, where vessels are smaller and lacking in dedicated cabins for women crew, reducing employment opportunities. In Nigeria, as in the wider maritime sector, women also face workplace discrimination and sexual harassment. Bullying, harassment, and gender bias are common, often making women seafarers feel unwelcome and unsafe at sea.

The gender imbalance at sea is deeply rooted in tradition, making integration a slow and often difficult process. Duniya highlights the ‘familiarity bias’, where men, who have historically worked in all-men environments, struggle to adjust to having women colleagues on board. The expectation to accommodate an individual who is not like them can create fear and uncertainty in how to behave.

‘It takes a lot of effort and empathy to accept someone different. While some seafarers are open to change, others stick to their belief that women don’t belong at sea,’ she explains. This resistance often results in exclusion, bullying, and harassment, making it even harder for women to thrive in their chosen careers.

For many, the lack of representation on board for women further exacerbates these challenges. ‘I constantly felt like I didn’t belong,’ shares Duniya, reflecting on her own experience as a seafarer. ‘The constant reminder that women don’t have a place at sea is something that most female seafarers can relate to.’

Despite these barriers, progress is being made. Awareness campaigns, training programmes and advocacy efforts have started fostering cultural change. Encouragingly, some shipowners and senior officers are actively working towards a more inclusive workplace.

Duniya recalls how a FESAN member once shared a positive experience: ‘She resumed work on board the ship and the captain warned the male seafarers to be on their best behaviour when interacting with her. This is because of our campaigns against bullying and harassment towards female seafarers. It was encouraging, and a confirmation that bullying and harassment against female seafarers can be put to an end through our collective voices and efforts.’

These moments serve as proof that change is possible, but sustained efforts are needed to make inclusivity the norm rather than the exception.

The responsibility for creating a safer and more inclusive maritime sector lies with multiple stakeholders, including governments, shipowners, employers, and maritime institutions, but Duniya stresses that everyone has a part to play. Recent amendments to the Standards of Training, Certification and Watchkeeping (STCW) Code aim to prevent and respond bullying and harassment in the maritime sector, including sexual assault and sexual harassment (SASH), with mandatory training for seafarers. Duniya says that these measures, set to take effect on 1^st January 2026, will set the baseline for acceptable workplace conduct and ensure that no one can claim ignorance about issues of bullying or harassment. As a follow-up action, Duniya says employers of seafarers should have zero tolerance when it comes to SASH. Employers must enforce strict anti-harassment policies onboard vessels, ensuring a safe work environment for all crew members. Shipping companies must actively educate crew members on gender sensitivity, ensuring men and women can work together professionally and respectfully.

An industry-wide commitment to inclusion is needed. Shipowners, unions, and training institutions must work together to expand opportunities for women seafarers, including increasing access to sea time placements and ensuring career development pathways for women in maritime.

FESAN envisions a future where a woman anywhere in the world can dream of a career at sea and receive the support needed to achieve it.

‘Our vision is simple: equity in the industry at large,’ says Duniya. ‘Every female seafarer should be able to realise her full potential and pursue her ambitions without limitations.’

To achieve this, FESAN continues to advocate for policy changes, promote mentorship opportunities, and collaborate with industry stakeholders to create a more inclusive and supportive environment for women in shipping.

‘There are deliberate efforts by some organisations to make women feel welcomed onboard, creating safe spaces for them to learn, grow, and become competent officers,’ Duniya affirms. ‘Through collective action, we can continue to drive positive change and ensure that female seafarers can thrive in their chosen careers.’