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In August 2005, nine girls enrolled with the Maritime Training Institute, The Shipping Corporation of India (SCI), with the dream of making a successful career in the male-dominated shipping industry. This was a unique situation at the time, as very few females chose to train as pre-sea cadets. The nine girls were equally divided into three batches comprising 40 students in each.
“The numbers clearly established the fact that it was a male-dominated industry. It was also a very bold step for us nine girls to be joining shipping at that time. Later, I did realise that very few of us would come up (the ranks),” said Capt. Aakriti Barthwal, QHSE Superintendent, Synergy Navis Marine Pvt. Ltd.
Continuing her journey, chalking out a growth plan, proving her capabilities, credibility and dedication for the next over a decade, her efforts finally got rewarded. In January 2017, she earned her command on board the vessel Swarna Krishna, owned and managed by SCI.
“This was only possible because The Shipping Corporation of India gave us females the opportunity and the floor to grow, expand and know our horizons. I also had immense support from my family, especially my husband, who, being a seafarer himself, understood the challenges and rewards of a career in shipping,” she shared.
Interestingly, among the nine girls who took up training as pre-sea cadets, only one made it to the rank of a master. Of her eight batchmates, some advanced to positions like second officer or chief officer, others diversified their careers, and a few left the field entirely to pursue non-shipping careers. “I often wondered why this happened,” Capt. Barthwal reflected.
Citing reasons that were possibly responsible for such an outcome, she said that while women began exploring a career in shipping in the years between 2004 and 2008, there was a lot of apprehension among their parents and relatives as the career path and growth was not very clear.
“There were challenges on board including bitter experiences, lack of inclusivity and gender biases. Also, despite the selection criteria being the same for everyone, there was a sense of unacceptability on board for many females, which made them lose out. The roadblock is still the same and that’s why discussions about women in shipping and identifying ways and means for them to grow are very crucial,” she said.
Sharing her personal experience about challenges faced, Capt. Barthwal said that it took her 11 months to find a shore job after she decided to leave (for family reasons) sailing in January 2019. “It may look easy now but landing a shore job was a huge challenge five years ago. Despite the fact that I was a master mariner from an oil and chemical tankers background, companies were still hesitant on taking a female for the job,” said Capt. Barthwal. She added that after numerous meetings and rounds of interviews, she finally succeeded in November 2019 and became a QHSE (Quality, Health, Safety, and Environmental) Superintendent at Synergy Navis Marine.
“Synergy gave me the opportunity to become their first-ever female QHSE Superintendent after I proved that women bring equal credibility, having undergone the same rigorous training and work experiences,” she said.
Another significant milestone came in December 2024 when Capt. Barthwal became India’s first female RightShip inspector. RightShip, the world’s leading ESG (Environmental, Social, and Governance)-focused maritime platform, is renowned for its expertise in safety, sustainability, and social responsibility.
So how is the industry scenario like now for women aspiring to make a career in shipping? She said, “Things have changed drastically. There are various initiatives by the Government of India like the Maritime India Vision 2030 that has outlined 150 initiatives including becoming a top seafaring nation with world-class education, research and training.”
She pointed to the 2019 guidelines issued to ensure a conducive work environment for women on board ships. Initiatives like scholarships by the Maritime Training Trust and the ‘Sagar Mein Samman’ programme aim to enhance the role of women in the maritime sector. “This programme fosters respect and empowerment, helping women seafarers navigate their careers with dignity and pride,” she added.
Additionally, companies have embraced diversity, equity, and inclusion (DEI) initiatives, offering scholarships to underprivileged girls to remove financial barriers.
Seminars and webinars held by the government and private organisations have also played a role in addressing parents’ concerns, encouraging them to support their daughters’ ambitions in shipping.
Today, women are excelling in various roles, not just as officers but also as ratings professionals on chemical tankers, gas tankers, and other vessels. “These developments prove that when given the chance, women thrive and succeed in their shipping careers,” said Capt. Barthwal.
Despite all the initiatives and programmes by the government and the private sector to bring more women in shipping, challenges remain. Women constitute less than 2% of the global seafaring workforce. While more women are entering the field, only a small fraction rises to managerial or commanding positions. Entry into the industry has become easier, but career growth remains a challenge.
She stressed that promotions, leadership roles, and access to advanced training courses are still hurdles for women, whether on board ships or in shore-based roles. “The real challenge isn’t just recruiting women into shipping, it’s retaining them, supporting their growth, and enabling them to take leadership roles. Only then can the industry’s goals of gender equality and inclusivity become a reality,” she concluded.
Initiatives to foster leadership among women
To bridge the gap and support women in taking on leadership roles, the sector needs to:
– Provide more opportunities for women to gain experience and take on challenging assignments that prepare them for leadership positions.
– Implement structured mentorship programs that pair experienced women leaders with aspiring female seafarers and shore-based professionals.
– Offer leadership development training and coaching specifically tailored for women in the industry.
– Ensure fair and transparent promotion processes that evaluate candidates based on merit, not gender biases.
– Foster an inclusive work culture that values diversity and actively supports the career advancement of women.
– Collaborate with industry associations and the government to create policies and initiatives that enable women’s progression to senior roles.
(Write to us at editorial@bombaychamber.com)
