Interview | Elpi Petraki, President of WISTA International

    

First of all, we would like to let our readers know who you are. Please, would you be so kind to introduce yourself?

I am the Chartering, Operations and Business Development Manager at ENEA Management, a Greek shipping company that manages a fleet of small sized, clean and specialised tankers.

I am also the President of WISTA International, the Women in Shipping and Trade Association.  Our goal is to encourage diversity and inclusiveness in the maritime sector, as well as to support women in furthering their careers, and ensure equal opportunities for all. Prior to this appointment, I was the President of WISTA Hellas.

I am an active member of Intertanko, and I am honoured to serve as the 2nd Vice President of the Hellenic Shortsea Shipowners Association (HSSA), as a board member of the Hellenic Chamber of Shipping, and on the board of the Hellenic Maritime Museum. Last year I was also invited to be an Honorary Fellow of the Institute of Chartered Shipbrokers.

Could you describe your network in a few words?

WISTA International was formed in 1974 and is a global organisation that connects female executives and decision-makers working in the maritime, trade and logistics sectors. Over the last 5 years, WISTA has grown significantly and there are now over 4,000 members worldwide and 56 National WISTA Associations (NWAs). While guided by WISTA International, NWAs provide in-country and regional support to members, business and skill-building opportunities and corporate visibility, while also facilitating relationships within the industry.

As an organisation, WISTA is committed to driving change and raising awareness of the importance of gender equality, equitable opportunities and diversity and inclusion. It works closely with many international partners to address the challenges facing the shipping industry, and in 2018 was granted consultative status at the International Maritime Organisation (IMO). This was a significant achievement, allowing WISTA to formally contribute to the discussion for increasing capacity in the maritime industry, a critical component of which is promoting women in the industry, both shoreside and shipboard, whilst showcasing the varied technical skills and leadership that women can and do bring to the industry. 

Could you give us some facts and figures or a description of the status-quo related to the situation of gender equality in your network? What are the challenges encountered?

When I first started my career in shipping 25 years ago, there were not many women working directly in the maritime industry. Thankfully, a lot has changed since then, and today we are seeing more women in a range of professions throughout the sector. However, there is still a lot that needs to be done and the speed of change varies significantly depending on which part of the world you are in.

In 2021, WISTA International and the IMO conducted the first Women in Maritime Survey. The results were published in 2022 and offered an unprecedented insight into gender diversity across the sector for the first time and set the benchmark for progress. The survey found that women account for only 29% of the workforce in the general industry and 20% of the workforce of national maritime authorities in Member States. 

Industry data also shows that women seafarers make up just 2% of the crewing workforce and are mainly found in the cruise sector, while in shipowning companies they make up 34% of the workforce.

On a positive note, according to the 2021 BIMCO/International Chamber of Shipping Seafarer Workforce report, the number of women serving as seafarers has increased by 45.8% compared to 2015.

Similar to other industries, there are many challenges that women still face. One of the main issues we are looking at just now is behavioural change; how to change people’s mindsets in terms of acceptable behaviours – both onshore and onboard vessels – and their treatment and attitudes towards others. It is essential that we create an environment that is welcoming and safe for everyone.  

What levers do you see possible to address these challenges or to improve the situation you just described? Where do you see (women) networks playing a role in the process?

Collaboration, training and a thorough review of existing policies. Companies need to make a concerted effort to improve diversity and inclusion in all aspects of their operations. Policies must be in place that support people through all stages of their lives, with procedures to address unacceptable behaviours and provide training to enhance understanding of the importance of diversity and inclusion. Not only will this help to remove biases, but it will demonstrate that mindsets are changing and empower women in the workplace. Further, collaboration is also essential, and as mentioned, WISTA is working very closely with the IMO and other organisations on several projects which we hope will start to bring about real and measurable change.

Organisations like WISTA play a crucial role in progressing change as they provide insights into the challenges women face, whilst highlighting areas where change is needed. WISTA has achieved a great deal over the last few years, and I plan to continue that momentum and make real, tangible improvements to the way we work. I’d like to see more women move into managerial positions, for example.  We are also aiming to extend WISTA’s reach from both an industry and geographical perspective. 

Do companies in your network face recruitment difficulties? Would you say that efforts to create (more) gender equality lead to solutions to overcome these difficulties and why?

Attracting new talent and the next generation to the shipping industry is a challenge and this is another priority area for WISTA. There is a lack of awareness of the many opportunities and career paths available, and to address this we are looking at how we can work with educational institutions, whilst also considering how we can make the industry more attractive.

Part of this process is understanding what motivates the next generation. Deloitte’s 2022 Gen Z and Millennial Survey provides some interesting insights into this, and in uncertain times, the survey puts cost of living and climate change as top concerns overall. 

Where selecting an employer is concerned, work/life balance and learning/development opportunities were the top criteria, closely followed by salary and benefits. However, diversity and inclusion, and the societal and environmental impact of organisations were also shown to be key factors when it came to retention; many respondents also said they would turn down a job if it failed to align with their personal values.

Companies should take these motivating factors into consideration when competing with other industries for talent.

As a key point, when we are discussing gender equality, we are not talking about women replacing men. Our aims are to create a fairer, discrimination-free environment, where there are equitable opportunities. Gender mainstreaming could help address recruitment problems when it comes to reviewing policies as it takes into consideration the views and concerns of both men and women. It is important to have policies that are inclusive and reflect modern society.

Could you please describe why gender equality is important for you personally?

Diversity and inclusion and gender equality are important to me because I fundamentally believe that people should not be discriminated against because of their gender, sexuality, race, religion, or any other characteristic. I also truly believe in the economic and societal benefits of diversity, inclusion, and gender equality, but sadly we still live in a world where this is not a reality.

We are now in 2023, yet there is a gender pay gap in many industries; it is still assumed that people in C-suite positions are men; women are still discriminated against when they are pregnant or return to work following maternity leave; and institutional racism, sexism, misogyny, and discrimination are still major issues for many.

How would you describe the added value brought by a woman leading an international network? What are your challenges but also what are the opportunities? 

It is now a well-known fact that diverse teams make better decisions and deliver greater results. To be effective, different perspectives are essential.

Again, removing gender inequality is not about women replacing men; it’s about working together to empower women and acknowledging that women have the skills and experience to lead effectively, make decisions and address industry challenges.

Being a woman in a leadership role also provides greater visibility for women in such roles and in the maritime industry in general. We also all have a responsibility to be role models for the next generation, and to do what we can to improve gender equality, diversity and inclusion.

What would be your closing word as a message on advancing gender equality approaches in companies/(women)networks?

Whilst I am truly passionate about this topic, I believe that all of us must play a role in advancing diversity, inclusion, and equality, for the sake of our industry, the next generation and the planet. Through collaboration and listening to others we can continue to make progress. Today, the diversity and inclusion discussion are in the spotlight as never before and, at this moment of opportunity, we must capitalize on the momentum. Creating even greater awareness and driving the diversity agenda forward remains a challenge, but by working together we can share the load in overcoming it.