Attraction, retention and transformational factors for female seafarers at a selected shipping company in Cape Town, South Africa

Ethical ref #. 2022_FBMSREC 026

The attraction and retention of female seafarers in Cape Town, South Africa, present multifaceted challenges and opportunities within the maritime industry. This study explored the factors influencing the recruitment and retention of female seafarers to provide insights into enhancing gender diversity and inclusivity in maritime professions. It employed a qualitative research approach with semi-structured interviews with 12 female seafarers employed by a prominent maritime company in Cape Town. The study investigated the motivations driving female seafarers to pursue maritime careers, the challenges they encounter in their roles, and potential strategies for improving attraction and retention efforts. Key themes emerged, including the influence of family tradition, perceptions of the maritime profession, workplace challenges, and the importance of mentorship and support networks. Findings underscored the significance of addressing gender-specific barriers and implementing targeted initiatives to attract and retain female talent in the maritime sector. By shedding light on the experiences and perspectives of female seafarers in Cape Town, this study contributes to broader discussions on gender equality and workforce diversity in maritime industries worldwide.

The study employed convenience sampling to select 12 female seafarers, utilising semi-structured interviews to gather insights into motivating factors and challenges. Methodological rigour was ensured through the alignment of questions with research objectives and the use of the same interview guide for all participants. Qualitative data analysis followed a systematic process to derive meaningful insights, with saturation being crucial. Ethical considerations were prioritised, with approval obtained from relevant ethics committees and measures taken to maintain participant confidentiality. The study aimed to contribute to the transformation of the maritime industry by addressing gender diversity issues and providing valuable insights for decision-making. While the findings are expected to inform future research and strategies for improving gender diversity and retention, limitations such as the sample size and focus on a single organization should be acknowledged.

The study employed convenience sampling as the participant selection method, acknowledging its suitability given the challenges in accessing female seafarers due to their unique work environments and schedules. Initial contact was established through email, presenting a comprehensive invitation explaining the study's justification, purpose, and primary goals. Participants were requested to confirm their willingness to participate via return email. Follow-up communications, encompassing both email reminders and telephone calls, were employed to confirm participation and interview appointments. Before the interviews, participants received an informed consent form as an annexure, allowing for a thorough review and evaluation of its contents, including details about the study's purpose, participant rights, and the voluntary nature of participation.

In the data collection phase, face-to-face interviews in a closed office within AMSOL’s premises, lasting between 30 and 45 minutes served as the primary method. Structured interviews guided the process, ensuring consistency while allowing flexibility to explore emerging themes. This approach facilitated in-depth exploration of participants' experiences, motivations, and perspectives. Active engagement during interviews involved note-taking, capturing noteworthy comments and personal reactions, particularly regarding pregnancy, raising a family whilst away and the financial implications of maternity. The use of different colours aided categorisation for subsequent coding. Different colours were used to identify the different factors i.e. Attraction (Green), Retention (Blue) and Transformation (Red). The same colour for each factor was then used to identify themes and link quotes to each theme e.g. Remuneration, Travel, Maternity etc. A different colour (Yellow) was then used to identify any quotes that were linked across more than one factor e.g. Remuneration under the Attraction factor was linked to financial stability whilst on maternity leave under the Retention factor.

Data saturation, denoting the point at which new data cease to provide novel insights, was a crucial consideration in qualitative research. Recurring themes such as remuneration, travel and maternity leave, gender imbalance and sexual harassment across early interviews indicated an approaching saturation point. By the twelfth interview, a comprehensive understanding of participants' experiences, motivations, challenges, and perspectives was achieved. While theoretically reaching saturation earlier, the decision to continue interviews aimed to enhance rigour. Data saturation was confirmed at the twelve-interview point, marked by theme repetition, an absence of new information, a comprehensive understanding, and a rigorous data collection approach. This ensured a thorough depiction of female seafarers' experiences and insights regarding attraction and retention.

The data analysis process in the study followed a systematic approach to extract meaningful insights from the collected data. It began with importing and organising the data, which involved transcribing interviews and structuring them for analysis. Next, the process moved to coding and identifying clusters of meaning within the data. This step involved systematically tagging segments of the text with descriptive labels, allowing for pattern and theme identification. These codes were then grouped into themes, representing broader concepts or ideas that emerged from the data. The interpretation and understanding phase followed, where the study analysed the themes in depth and considered their implications and relationships with the research questions. Finally, establishing trustworthiness was essential to ensure the validity and reliability of the findings. This involved employing strategies such as member checking, peer debriefing, and maintaining an audit trail to ensure transparency and rigour throughout the analysis process. Overall, these steps worked together cohesively to transform raw data into meaningful insights that addressed the study's objectives.

In conclusion, the multifaceted exploration of factors influencing maritime careers reveals a nuanced interplay between historical allure and evolving considerations. Remuneration emerges as a timeless magnet, with its historical significance echoed in the participants' narratives. To sustain this appeal, it is recommended to regularly review remuneration packages, incorporating industry benchmarks and innovative structures, while collaborating with associations for fair and competitive standards. The allure of Travel represents a profound aspect of maritime careers, emphasising unique experiences and transformative journeys. To enhance this allure, recruitment efforts should spotlight the adventurous dimensions, incorporating real-life narratives and fostering cultural exchange programmes to enrich seafarers' professional and personal lives. Family Tradition, once dominant, now yields to nuanced individual choices, prompting a reconsideration of its impact. The Influence of Parents and Friends emerges as a pivotal theme, advocating for inclusive outreach initiatives and positive narratives to empower informed decision-making within social circles. Guidance Teachers and Instructors play a pivotal role in influencing maritime career choices through exposure and education. Recommendations include continuous professional development, collaboration with institutions for curriculum integration, mentorship programmes, and tailored informational materials to amplify educators' impact.