The maritime industry has long been a domain of tradition, resilience, and technical excellence. But if we look at its human makeup, particularly with regards to maritime pilotage, one question glares us in the face with uncomfortable clearness: where are the women?
On the International Maritime Women’s Day (May 18th), it was important not only to celebrate progress but also to challenge the norms that continue to constrain diversity in key operational and technical characters. While women form a small percentage of the global seafaring population, their appearance in the specialized field of maritime pilotage is even lower. This imbalance is not simply a function of time or choice, but the result of a deeply rooted system that needs structural rethinking.
The Professional Path to Pilotage
Maritime pilotage is an exceptional career that combines art and science. It requires not only knowledge of navigation and ship handling skills, but also situational awareness developed mostly over years at sea, usually in higher ranks such as Chief Mate or Master. However, the pathway to pilotage is traditionally narrow, typically reserved for those who have climbed the command ladder through conventional routes. For women, who represent a fraction of officers in the deck department globally, this pipeline is virtually non-existent.
From my perspective, I see that the problem lies not in women’s capabilities, but in the structure of opportunity. The barriers are often indirect yet powerful: a lack of representation, exclusion from informal networks that lead to apprenticeship programs, and the persistence of outdated perceptions around physical ability and emotional resilience.
Structural and Cultural Barriers
Far too often, the challenges that women in seafaring experienced are mischaracterized as personal restrictions rather than systemic hitches. Women entering the maritime sector are often alone at sea with few role models and mentors. Harassment, unequal treatment, and lack of suitable accommodations continue far too frequently. These issues compound one another over time, discourage long-term retention and especially progression.
When the traditional candidate pool for pilotage is established on senior mariners with over a decade of experience at sea, and very few women make it to that level because of exclusion or attrition, the under representation becomes self-disseminating. It's not that females are unwilling to become pilots; it's that the culture of maritime environment has not yet accepted and supported their advancement.
A Call for Modernization and Inclusion
We urgently need to rethink readiness for pilotage. As someone who believes in innovation, equal opportunity, and the power of structured training, I encourage modern pilotage career models
(as outlined in one of my previous articles about
Building the Next Generation of Maritime Pilots) based on competencies, simulation-based expertise, situational awareness, and mental fitness instead of merit of seniority or sea-time alone.
Physical agility, knowledge of local waters, and ship-handling skills can be acquired through specialized programs that are inclusive in nature.
The usage of standardized yet adaptable national pilot training schemes guided by knowledgeable officials but designed to be inclusive and forward-looking—would make access available while not compromising standards.
It will be able to support both young professionals—men as well as women—who aspire to become pilots, bypassing some of the structural obstacles built into the traditional model.
Advocating Women in Pilotage
Change will not happen through good intentions alone. Pilot associations, port authorities, and maritime academies must act thoughtfully.
That includes contacting female cadets, transparent pilot recruitment operations, rewarded apprenticeships, and effective mentorship.
We must design workplaces that reward competence and innovation, not legacy or endurance. Technology and remote pilotage innovations also offer opportunities for inclusion.
If executed with attention, these tools would make a significant contribution toward removing barriers commonly cited against women in pilotage.
We must, however, be careful not to use them as a replacement for changing the systems.
Conclusion
I believe that we are at a turning point. The maritime sector has a once-in-a-generation opportunity to rebuild its leadership pipeline,
not by lowering standards but by refreshing them. Women pilots cannot be the rare exceptions but leading and empowered professionals shaping the future of maritime safety and efficiency.
To the women standing on the bridge today, dreaming of a new horizon—"You are not alone".
And to the leaders of the industry reading these words: “Now is the time to break the mold”.
We owe it to the profession, to safety, and to the next generation of pilots—regardless of gender.
Another article by Abolfazl Farajnezam:
