Safer Waves: Preventing sexual abuse, harassment and discrimination at sea is a key priority

Hierarchy on board ships is just one of many barriers to reporting incidents of sexual harassment, abuse, and discrimination, notes Jessica Brannan, CEO of Safer Waves. In an exclusive interview, she explains how Safer Waves works to raise awareness of these issues at sea, highlighting as a positive development the industry’s recent bold steps to update relevant legislation.

Having policies on paper is a starting point for real change, she adds, but it is the implementation of those policies that will ultimately shift the culture on board. Nonetheless, addressing such critical issues is essential if we want to make ships safer workplaces, attract a more diverse workforce, and retain skilled and experienced crew.

SAFETY4SEA: Could you start by sharing the origins of Safer Waves? What inspired the creation of the organisation?

Jessica Brannan: The charity Safer Waves, was founded by Becky Golabek, an experienced seafarer who had witnessed the problem of sexual abuse, harassment and discriminations at sea first hand and wanted to take action. Becky initially set up a confidential email support service, allowing seafarers to reach out anonymously for advice and support. Since then, Safer Waves has continued to go from strength to strength, providing resources and referrals, raising awareness of the issue within the industry, and now delivering training. 

S4S: What would a truly “safe ship” look like in your view -i.e. in terms of culture, leadership, and reporting mechanisms – and what are your top priorities for the next five years toward achieving that vision?

J.Br.: Sadly, violence against women and girls is a worldwide epidemic, and this is no different in the maritime industry. However, the conditions of living and working at sea exacerbate this issue and therefore we need to be talking about it. The industry has made some bold moves, updating legislation and changes to the syllabus to include sexual abuse and harassment, moves we are very supportive of. We now need to make sure the industry is equipped with the knowledge, skills and tools to respond to the issue in a compassionate and appropriate way. Through the training we offer at Safer Waves, over the next 5 years we would like to see as many seafarers as we can receiving this basic training to understand their rights and responsibilities and build a vast network of responders who are able to support people experiencing sexual abuse, harassment or discrimination. This would create a culture within the industry where people understood what is expected of them, and that they would be supported should issues arise.  

S4S: How does Safer Waves support seafarers who are afraid to report, or who have lost trust in company procedures or authorities?

J.Br.: Safer Waves provides a confidential email support service to all seafarers, of all genders, allowing them to anonymously reach out for advice and support. We provide emotional support to those who may not want to report, for many reasons, but we also offer practical advice to those who may be unsure who to report to or how to report. We have also partnered with Ocean Legal who can provide a free initial appointment to advise on various topics, such as jurisdiction and employment law. We are led by the people who contact us and to ensure they have the knowledge and support to make the right decision for them. 

S4S: How does the hierarchy and culture on board ships impact seafarers’ ability to challenge inappropriate behaviour or report abuse?

J.Br.: Hierarchy on board ships is just one of many barriers to reporting incidents of sexual harassment, abuse and discrimination. If the perpetrator is of a more senior ranking than the survivors, then they could even be the person they are meant to report to. Even if they aren’t, they may worry that they are a friend or ally of the perpetrator and therefore they will not be believed and the impact that will have on the rest of their time at sea, and potentially their career. Other barriers are isolation, not necessarily having anyone to talk to on ship, or not having communication with those at home and support services, or even authorities and medical practitioners, and having to remain on the ship with the perpetrator and people who know what has happened. The confusion around who the report should be made to, someone on board, the shipping company, jurisdictional issues. Fear of career damage, including bad evaluations, demotion, labelled as difficult and the impact on their future contracts. Sadly, we have been made aware of cases where the complainant has been the one removed from a ship, rather than the perpetrator. These are just to name a few of the barriers seafarers face to reporting. 

S4S: What can training institutions and shipping companies do to better prepare seafarers to recognise and respond to harassment or coercion at sea?

J.Br.: Maritime training institutions will be required to provide training on sexual abuse and harassment, however this needs to not only highlight what it is, but also what can be done. At Safer Waves we are committed to providing the cadets we talk to with the skills, knowledge and tools to make a real difference. We provide bystander training that ensures they understand what sexual abuse, harassment and discriminations are, their rights and responsibilities to a safe culture at sea, and how they can safely intervene when they witness or experience unwanted behaviours. These cadets will be the future of the shipping industry, but we also need to look at how we can educate existing seafarers to ensure cadets are going into a safe environment.  Ensuring that senior staff are adequately trained to respond to disclosures in a compassionate and appropriate way is just as important as encouraging people to report. The first response that survivors get when they disclose sexual abuse, harassment and discrimination has a huge impact on what they choose to do next, and their overall recovery. Safer Waves have worked closely with Rape Crisis to ensure our responder training again gives attendees the right skills, knowledge and tools to offer meaningful support in these situations.  

S4S: Are there particular signs that colleagues or supervisors can look out for that might indicate someone is struggling after an incident?

J.Br.: There is not a typical response to sexual abuse, harassment and discrimination, there is not a ‘right’ way for survivors to act. I would encourage seafarers to check in on any colleague who is acting differently, it may not be due to sexual abuse, but they may need support in another area of their personal or professional lives. If you are aware of an incident, it is important that the survivor has a trusted contact on board that they can reach out. Not all survivors will want support but making sure they have access to it is very important. Again, if you do notice any drastic changes in mood, behaviour, engagement, health, or substance use it could be a sign they are struggling. Reach out and acknowledge you care and you are there to support. You can always signpost them to Safer Waves for email support or to access our resources. 

S4S: What are some best practices or policies that you would like to see implemented across the maritime sector to combat sexual violence at sea?

J.Br.: Training and education is the best way to combat on sexual abuse, harassment and discrimination at sea. With all parties understanding their rights and responsibilities we create a culture where sexual abuse cannot thrive and unwanted behaviour is addressed quickly and effectvely. The introduction and implementation of effective standardises policies and procedures will ensure that all reports are dealt with in the same way, regardless of the survivor or perpetrator rank, experience or allies. This sends a clear message that perpetrators will not be unduly protected, and survivors will be believed and supported. 

S4S: How can the maritime industry move beyond simply having policies on paper to actually changing onboard behaviour and attitudes?

J.Br.: Having policies on paper is a start point for real change, but it is the implementation of those policies that is going to change the culture at sea. Safer Waves want to prevent sexual abuse, harassment and discrimination at sea, not just support those who have experienced it. Setting expectations of the behaviour we want to see, being examples and role modelling, and unwanted behaviour being addressed quickly and effectively is what will give crew confidence that they are safe and can speak out. This will only help support the industry, making it a safer place to work, attracting a diverse workforce, and retaining skilled and experienced crew.  

S4S: Are there promising initiatives or collaborations you’ve seen internationally that offer hope or good models to follow?

J.Br.: The change in legislation and to the syllabus, putting an emphasis on sexual abuse and harassment sends a clear message that this behaviour is not welcome in the industry. There are many other positive initiatives and collaborations to tackle sexual abuse, harassment and discrimination at sea. ISWAN launched the ‘Safe at Sea – It takes all of us’ campaign, which includes a guide on how to be an ally to your colleagues. Safer Waves are working closely with Devon and Cornwall Police to improve reporting pathways for seafarers.  

S4S: Finally, what message would you give to a cadet or junior seafarer who is scared, isolated, and unsure of where to turn?

J.Br.: With Safer Waves – You are not alone. We believe you. We care. 

source : safety4sea