4 | CREW WATCHCREW WATCH | 5CREW WATCH | 5 ADDRESSING HARASSMENT INCIDENTS ON BOARD SHIPS CREW WATCH | WELLBEINGCREW WATCH | WELLBEING ADDRESSING POTENTIAL HARASSMENT INCIDENTS, INCLUDING SEXUAL HARASSMENT, ON SHIPS IS A CRITICAL CONCERN THAT DEMANDS A WELL ORGANISED AND EFFECTIVE STRATEGY. THE MARITIME COMMUNITY HAS BEGUN TO IMPLEMENT INITIATIVES AIMED AT COMBATING HARASSMENT, REDUCING UNCONSCIOUS BIAS, AND CREATING GENDER-NEUTRAL WORK ENVIRONMENTS. JAMES NG, LOSS PREVENTION OFFICER, BRITANNIA P&I The International Maritime Organization (IMO) and the International Labour Organization (ILO) are collaborating to tackle violence and harassment within the maritime sector. Their guidelines 1 offer a comprehensive framework for addressing these serious issues. Below are some of the approaches to prevent harassment incidents on board. COMPREHENSIVE TRAINING Effective training is essential to combat harassment. Training should not only cover harassment policies but also include modules on gender sensitivity, communication skills and conflict resolution. It is crucial that training programmes are mandatory for all crew members, regardless of rank or position. Participants should learn to recognise early warning signs of harassment, bullying, and bias, including behavioural changes, isolation, and diminished morale or performance. Additionally, training should emphasise a zero tolerance policy towards harassment. Implementing a buddy system that pairs crew members can also encourage mutual support and companionship. This system can be particularly beneficial for individuals who may be experiencing distress or isolation, providing both emotional support and conflict mediation. Promoting diversity and inclusion within the maritime workforce also helps in preventing bullying and harassment. A diverse crew, reflecting various cultural backgrounds, can occasionally face misunderstandings that, if ignored, may escalate into conflict. By fostering a culture of respect for different backgrounds and encouraging cultural sensitivity through team-building exercises and conflict resolution strategies, the risk of discord can be significantly reduced. The IMO’s Sustainable Development Goals 2 (SDG), particularly SDG-53 on gender equality, alongside the Women in Maritime programme, supports gender visibility and empowerment. This initiative includes training and career development opportunities specifically for women, aiming to establish professional associations and enhance visibility in the industry. CLEAR REPORTING CHANNELS Establishing secure and confidential reporting processes is crucial for encouraging victims and witnesses to come forward. Options may include anonymous hotlines, dedicated email addresses, or digital reporting platforms. Management must ensure that these channels are easily accessible and that crew members are informed about them during onboarding. Creating a safe, non-judgmental space for reporting incidents is essential in empowering individuals to speak out. Many ship managers have successfully set up anonymous email systems or letterboxes for reporting harassment or unfair treatment. These reports should be directed to the Designated Person Ashore (DPA) to maintain confidentiality, aligning with the Maritime Labour Convention (MLC) guidelines on complaints procedures. SUPPORT NETWORKS Support networks are vital for addressing harassment effectively. These networks should provide access to the DPA, welfare officers, mental health re