IMPORTANCE OF DISCRIMINATION AND

HARASSMENT POLICY ONBOARD SHIP

Submitted By
Syeda Sabrina Babur
BMS Roll No. : E-51128
BMS Reg. No.: 0102011500575
DEPARTMENT OF ENGINEERING
BANGLADESH MARINE ACADEMY, CHATTOGRAM

Supervised By
Dr. Sajid Hussain CEng CMarEng FIMarEST
Commandant, Bangladesh Marine Academy, Chattogram

A Thesis Submitted to Bangabandhu Sheikh Mujibur Rahman Maritime University,

Bangladesh (BSMRMU), In Partial Fulfillment of the Requirement for the degree of
BACHELOR OF MARITIME SCIENCE (ENGINEERING)

BANGABANDHU SHEIKH MUJIBUR RAHMAN MARITIME

UNIVERSITY, BANGLADESH (BSMRMU)
IMPORTANCE OF DISCRIMINATION AND
HARASSMENT POLICY ONBOARD SHIP

I
 DECLARATION BY AUTHOR

I, Syeda Sabrina Babur, Cadet no: F-0061, BMS Roll no: E-51128, BMS Reg. no:
0102011500575, therefore announce that the proposal entitles, "IMPORTANCE OF
DISCRIMINATION AND HARASSMENT POLICY ON BOARD SHIP'' is
submitted to Bangabandhu Sheikh Mujibur Rahman Maritime University, Bangladesh
(BSMRMU) in fractional satisfaction of the requirement for the honor of Bachelor's
Degree, is the certifiable work done by me under the direction and supervision of
Chartered Engineer Dr. Sajid Hussain, Commandant, Bangladesh Marine Academy,
Chattogram. The proposition or any piece of this thesis has not been distributed or
submitted for a scholarly honor of some other university or organization. Any writing,
information, or work done by others referred to inside this proposal has been given
due to affirmation and recorded in the reference segment.

……………………………………………
Date:

Syeda Sabrina Babur

Cadet no: F-0061

BMS Roll no: E-51128

BMS Reg. no: 0102011500575

Bangladesh Marine Academy

II
 CERTIFICATION

This is to affirm that the statement entitled, "IMPORTANCE OF

DISCRIMINATION AND HARASSMENT POLICY ON BOARD SHIP'' was
prepared by Syeda Sabrina Babur, Cadet no: F-0061, BMS Roll no: E-51128, BMS
Reg. no: 0102011500575, Bangladesh Marine Academy, finished under my watch. Be
that as it may, the creator allows full obligation regarding the substance of this thesis.

Approved by

………………………………………

Dr. Sajid Hussain CEng CMarEng FIMarEST

Commandant, Bangladesh Marine Academy, Chattogram
Date: 20 August 2020

III
IV
 DEDICATION

This paper is dedicated to my parents and my respected parents and

elder sister Bula for their inspiration and encouragement during the
preparation of the paper.

V
 ACKNOWLEDGEMENT

I am beginning by the name of Almighty Allah for reviving me the determination to

compose this theory paper. I offer my enormous thanks to Him for empowering me to
finish my proposition work effectively.

I might want to expand my significant and earnest gratitude to my administrator

Chartered Engineer Dr. Sajid Hussain for his important direction, bearing, and
guidance for the effective consummation of this paper.

My significant appreciation is communicated to recognized resources, visiting

educators, and library staff for their consistent help during the entire time of my
investigations at Bangladesh Marine Academy. I might want to offer my thanks and
gratefulness to Chief Engineer Humayun Kabir and Chief Engineer Rabiul Hasan sir,
for their help motivation, and inspiration. My gratefulness likewise goes to a large
number of my companions on the grounds who loaned their help one way or the other
and filled me with wellsprings of data.

At long last, I might want to pass on my appreciation to my folks and family, who
were consistently next to need any help. In particular, Glory is to Allah for the
incredible things he has done.

VI
 ABSTRACT

Sailors are the backbone worldwide oceanic and fishing ventures. Without them, the
business comes up short. Considering seafarer’s nationality, religion, sexual
orientation, and their working vessel they have to be shielded from human rights and
work rights mishandles.

All seafarers reserve the privilege to work without discrimination and harassment.
Lamentably, anyway, some sailors are survivors of discrimination and harassment
onboard ship. For this reason, sailors are losing their psychological quality just as
working quality. Sailors who endure discrimination and harassment can feel
demotivated and are bound to experience the ill effects of pressure prompting
nonappearance from duties. They are likewise bound to need to leave their
employment, bringing about extra enlistment costs for the organization, and over the
long haul entire shipping industry will confront its most noticeably terrible outcomes.
Though a few employees who have endured harassment have taken effective cases of
discrimination and harassment yet it's not appropriately dealt with.

On the off chance that any seafarers protest of having been the survivor of
discrimination and harassment, protests must be paid attention to and investigated. In
understanding with these strict rules, regulations and policies need to take into force
to diminish this issue. Shipping organizations and seafarers' associations are focused
on delivering materials to cause to notice the issues and to feature expected activities
to determine these issues on board ship. Without minimizing this maltreatment, we
cannot ensure a straightforward, transparent industry and global maritime sector.

VII
 TABLE OF CONTENT
Chapter one: Introduction.........................................................................................................1
1.1 General...........................................................................................................................1
1.2 Background.....................................................................................................................1
1.3 Rationale.........................................................................................................................3
1.4 Aim of the study..............................................................................................................3
1.5 Importance of the study.................................................................................................4
1.6 Source of the data...........................................................................................................4
1.7 Limitation of the study....................................................................................................5
1.8 Research question..........................................................................................................5
Chapter Two: Literature Review...............................................................................................7
2.1 Overview.........................................................................................................................7
2.2 Literature Review Search Tactic......................................................................................7
2.3 Review of existing literature...........................................................................................8
Case 1:..............................................................................................................................8
Case 2:..............................................................................................................................9
Case 3:..............................................................................................................................9
Case 4:............................................................................................................................10
Case 5:............................................................................................................................10
Case 6:............................................................................................................................10
Case 7:............................................................................................................................11
Case 8:............................................................................................................................13
Case 9:............................................................................................................................14
Chapter Three: Discrimination and Harassment.....................................................................15
3.1 Discrimination...............................................................................................................15
3.2 Types of discrimination.................................................................................................17
3.2.1 Age discrimination.................................................................................................17
3.2.2 Racial and Ethnic Discrimination............................................................................20
3.2.3 Harassment............................................................................................................20
3.3 Reason..........................................................................................................................22
Chapter Four: Identifying incidents of discrimination and harassment...................................25
4.1 Reporting......................................................................................................................25
4.2 Discrimination and harassment allegation procedure..................................................26
4.3 Reacting to a grievance of discrimination or harassment.............................................27

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 4.4 Casual /Informal process..............................................................................................27
4.5 Official/ Formal Process................................................................................................27
4.6 Privacy..........................................................................................................................28
4.7 Inquiries........................................................................................................................29
4.8 Purpose of incident /action...........................................................................................29
Chapter Five: Theoretical Framework....................................................................................30
5.1 A Company Strategy and Policy on Discrimination and Harassment............................30
5.2 Obligation from seafarers’ organizations......................................................................31
5.3 The significance of eliminating discrimination /Harassment on board.........................32
5.4 Other policy..................................................................................................................32
Chapter six: Analysis and Discussion.....................................................................................34
6.1 Discrimination and harassment on board.....................................................................34
6.2 Information of data set.................................................................................................35
6.2 Where discrimination may take place?.........................................................................39
6.2.1 Recruitment /enrollment.......................................................................................39
6.2.2 Training..................................................................................................................42
6.2.3 Promotion..............................................................................................................42
6.2.4 Terms and work conditions....................................................................................43
6.2.5 Performance management....................................................................................43
6.3 Seafarers happiness index............................................................................................44
6.3.1 Shore leave............................................................................................................45
6.3.2 Internet..................................................................................................................45
6.3.4 Food.......................................................................................................................46
6.3.5 Training..................................................................................................................46
6.3.6 Improvement of mental health..............................................................................47
6.3.7 Companies Listen and learn...................................................................................47
6.4 Measures to eliminate discrimination and harassment................................................48
6.5 Educational Programs...................................................................................................50
6.6 Communication and awareness....................................................................................50
Chapter Seven: Case Studies..................................................................................................52
Case study 1........................................................................................................................52
Case study 2........................................................................................................................52
Case study 3........................................................................................................................52
Chapter Eight: Conclusion and Recommendation..................................................................54

IX
 8.1 Conclusion....................................................................................................................54
8.2 Recommendation.........................................................................................................54
Chapter Nine: Bibliography....................................................................................................56

LIST OF FIGURES

Figure no. Title Page no.

1.1 Remove colour discrimination 6

2.1 Equal opportunity 9

2.2 Depression 10

2.3 No discrimination & harassment 11

2.4 Equal rights 12

2.5 Seafarers happiness index 13

2.6 stop ageism 14

3.1 Direct discrimination 16

3.2 Racism 17

3.3 Age discrimination 17

3.4 Ageism 18

3.5 Colour Discrimination 20

3.6 Stop Harassment 21

3.7 Brotherhood 24

4.1 Breaking silence 25

4.2 Awareness against Workplace discrimination 31

6.1 ways of discrimination 35

X
 LIST OF GRAPHS
Figure no. Page no.
Fig 6.1 35

Fig 6.2 36

Fig 6.3 36

Fig 6.4 37

Fig 6.5 37

Fig 6.6 38

Fig 6.7 38

Fig 6.8 39

Fig 6.10 Seafarers happiness index 45

Fig 6.11 percentages of happiness according to ship type 46

ABBRIVIATIONS

ICS -International chamber of shipping

ILO -International Labour organization

ISWAN -International seafarer welfare assistance network

ITF -International transport workers' federation

ICS –International chamber of shipping

NUS –National union of seaman

XI
XII
 CHAPTER ONE

INTRODUCTION

1.1 GENERAL

All employers should have clear policies for dealing with shipboard discrimination
and harassment and all sailors should feel good detailing occurrences by organization
methods. All sailors reserve the option to work without discrimination and
harassment. But it's a matter of distress seafarers are the victim of discrimination and
harassment onboard ship. Different occurrences can be started from discrimination
and harassment.

The impacts of such maltreatment can be much more appalling for seafarers whose
work environment is also their home. It can make all seafarers vulnerable to feelings
of isolation for long periods away from family and friends, but occurrences of
discrimination and harassment can make it almost certain.

If cases aren't settled quickly, the psychological and physical well-being of seafarers
can also have serious consequences. All businesses should have a clear policy for
managing discrimination and harassment on board ships and all seafarers should feel
good at reporting occurrences following organizational systems and company
procedures.

As indicated by the International Transport Workers' Federation, discrimination as per

nationality is endemic in the delivery area, whereby transport proprietors regard that
cost-cutting on teams from low-and-middle pay nations (LMICs) can accomplish
serious rates (International Transport Workers' Federation, 2006). Sailors from
LMICs, with more vulnerable monetary force and positions in the worldwide sea
work advertise, are generally given burdened business contracts and are presented to
more unfortunate working conditions contrasted with sailors from high-salary nations
(Baylon and Santos, 2015; MacLauchlan, 2017a). The free market structure of the
nautical division is to sailors because of the consistent danger of a less expensive
gracefully of work, blocking requests for higher wages or potentially more ideal
working conditions (International Transport Workers' Federation [ITF], 2006).

1
Subsequently, dire human rights issues are happening in the oceanic division (Human
Rights at Sea, 2016).

1.2 BACKGROUND

This guidance has been created to help to eliminate discrimination and harassment to
improve the workplace on board ships. Discrimination and harassment is a possible
type of unreasonable treatment at work. Under the International Labor Organization
(ILO) Maritime Labour Convention 2006 each member state must fulfill itself that the
arrangements of its laws and regulations regard the fundamental right to the end of all
forms of discrimination regarding employment and occupation.

Sailors are among word related gatherings with the most noteworthy hazard for
pressure, a factor known to affect emotional well-being. In the maritime sector, we
consider depression, tension, self-destruction, and drug/alcohol addiction as a health
issue. The essential point of this study was to distinguish which individual and word
related elements, known to impact psychological functioning across the maritime
industry and, best predict perceived stress and job satisfaction among a sample of
merchant sailors.

Discrimination can genuinely affect the physical and emotional health of workers and
job applicants. It can prompt diminished inspiration and expanded affliction and can
bargain strong and powerful collaboration. It can also negatively influence companies
resulting in potential organizational, financial, and lawful outcomes. A ship is
regularly a seafarer's home for a long time. It is subsequently fundamental to
guarantee that there are a favorable living and workplace to maintain a strategic
distance from sailors feeling disengaged and helpless.

Factors to be considered-

 Protection against unfair treatment due to somebody's genuine age, the age
they are believed to be, or the period of somebody they are related with;
 unfair treatment due to somebody's genuine age, the age they are believed to
be, or the period of somebody they are related with;

2
  Different treatment due to age being permitted in restricted conditions, for
example, cadets. These rules mean to help ship-owners, directors, and HR
experts to:
 Avoid discrimination and harassment in all exercises;
 Appreciate the advantages of a working environment liberated from
discrimination and harassment;
 Make working environments comprehensive with the goal that staff feel they
have a place, independent old enough, and are not hindered or underestimated;
 Improve measures, policies and plans for active use to diminish discrimination
and harassment to develop the working environment onboard;
 Involve employees or their representatives in this system;
 Know how to diminish discrimination and harassment;
 Identify potential complaints which may bring about organization complaint
techniques being enacted;
 Respect employees that raise concerns on behalf of other workers;
 Consider consolidating corporate separation approaches into aggregate dealing
understandings, were fitting considering national laws and guidelines;
 Recognize that the ship-owner should be made mindful of unfair activities and
that, if reasonable preventable actions are not made, they may get liable.

1.3 RATIONALE

Inadequate essential opportunity: All workers have the privilege to work without
sufferings from harassment and discrimination. But numerous laborers do not have
this basic freedom.

Mental dissatisfaction: The seafarers are confronting this problem which has a long
term effect on the mind and regular activities. If this bad practice continues, seafarers
will lose their mental strength and working ability which has a bad effect on the
shipboard environment.

Monotonous working environment: As a result of harassment and discrimination,

they will feel demotivated and are more likely to suffer from stress and frustration
which leads towards a hostile working environment onboard ship.

3
Inefficiency: Ultimately, this will impact negatively on the company's goal. If we
can't develop a strong brotherhood among all the seafarer's discrimination and
harassment will never diminish.

Another impact: It can also negatively affect companies resulting in potential

organizational, economic, and legal consequences.

1.4 AIM OF THE STUDY

Policy for shipping company

These guidelines are to assist companies in:

 Create policies and plans to minimize of harassment and discrimination
onboard ships ;
 Include its seafarers or seafarers' organizations in this procedure;
 Where fitting and assessing national lawful frameworks, organization
arrangements on harassment and discrimination should be joined into
aggregate bargaining agreements.
Policy for seafarers
These guidelines help to assist seafarers to:
 Identify instances of harassment and discrimination;
 Identify incidents through the use of effective complaint procedures;
 Get associated with circumstances where they see different seafarers are being
harassed and bullied in the workplace to support them when necessary;
 Avoid discriminating and harassing other seafarers;
 Report if discrimination and harassment is watched or experienced;
 Apply and follow with the company's policies;
 Use the company's process on discrimination and harassment.

1.5 IMPORTANCE OF THE STUDY

These guidelines expect to assist companies in perceiving instances of discrimination
or harassment, identifying incidents through the use of effective complaint
procedures, and eliminating harassment and discrimination in a way that shows
clearly the advantages to all parties concerned with harassment and a discrimination-
free environment.

4
The steady impact of discrimination or harassment has a long term impact on the
seafarer's mental health. Primarily it reduces the pleasure to work and its result
reflects on the workplace. As a consequence, the ultimate working goal is hampered.
The seafarers will be demotivated, aggressive, selfish minded which destroys the
brotherhood among them. So, it is important to strict the policy regarding
discrimination and harassment as well as eliminating it from the workplace to ensure
a safe, cooperative, and peaceful workplace on board ship.

1.6 SOURCE OF THE DATA

Secondary research analyzing, interpreting, or reviewing past data is discussed.
Secondary data were collected from previously done reports, journals, seminar
keynotes, articles, etc. Primary data were derived from professional's e.g.
Manning agencies, Ship management companies, Seafaring officers and ex-seafaring
officers working in shore-based maritime establishments, other key personnel are
taking part in a self-administered questionnaire.
The author also conducted an Internet-based literary search on discrimination and
harassment policy on board and analyzed all collected information related to the
author's dissertation.
We describe the project basing on the study and collecting the data regarding the
discrimination and harassment onboard ship previously I have taken the following
boundaries.
 Visit Banglar joyjatra, BSC
 Visit Banglar Shourabh, BSC
 Internet

1.7 LIMITATION OF THE STUDY

The scope of this research is limited to a few numbers of personnel engaged in the
maritime industry working in different ships and performing certain specified roles. It
is also important to mention that data collected have been restricted to the operations
carried out in some specified time of the year and things have been generalized after
analyzing the factors. This could not be exactly as it is difficult to generalize the data
and to make recommendations based on a particular time of the year. Various
problems were faced due to the low research culture in the maritime field in
Bangladesh. Thus the availability of relevant literature that focuses on maritime

5
discrimination and harassment here was rare. Efforts were, however, made to
overcome this limitation. The location of the sample population was also a challenge.
However, conversations over the phone and communications through email and social
networks were made to mitigate this limitation.

1.8 RESEARCH QUESTION

To create a viable holistic perception about the minimization and reduction of
discrimination and harassment on board ship the research questions are going to be as
follows:

 What types of discrimination are practicing on board?

 What is the reason for discrimination or harassment?
 How to eradicate these bad things?
 How to minimize the causes of discrimination or harassment?
 Have the seafarers complained about this issue to the authority of the ship?
 Are there any rules or regulations to eliminate this problem?
 What types of discrimination are more practiced on board ship?
 Has any impact of discrimination on seafarer's mental health?
 What is the policy to minimize this from an onboard ship?

Fig no. 1.1: Remove colour discrimination

6
 Chapter two

Literature review

2.1 overview

This chapter describes the previously done study on this project. We discussed the
importance of minimizing mariners' discrimination and harassment onboard and the
effectiveness of mariners' education, policy analysis, and awareness of discrimination
and harassment for safe, sound, and environmentally friendly shipping. I was trying to
find out a perfect field of work at the very beginning of my work where i can do my
research work. When i finally came up with my topic i began collecting the previous
works that had been done on this particular topic. Discrimination and harassment on
board ships are very undesired or unwanted work. But not much research is done on
this subject. I found some articles in particular. Especially i found some articles
regarding bullying and harassment onboard ships. But onboard ship-related
information i have received discrimination which is negligible. Literature review of
previously published articles, reports, books, research papers, magazines, etc. To get
essential data. Discrimination and harassment have been looked into. In the absence
of adequate academic articles, we found the internet to be an excellent source of all
relevant data to assess the impact of the work done.

2.2 LITERATURE REVIEW SEARCH TACTIC

This assignment explains the keywords chosen, the databases discussed, and the
search strategy used by the author, the database for the review article. Search terms:

The following search terms were selected to source relevant literature:

Discrimination on board;

 Harassment on board;
 Types of discrimination and harassment;
 The reason of this occurrence on board;
 Policy for discrimination;
 Policy for harassment;
 Discrimination causation;

7
  The importance of discrimination policy;
 The importance of harassment policy;
 Seafarers rights and duties regarding discrimination and harassment;
 Ship owner’s duty regarding discrimination and harassment;
 Impact of discrimination and harassment on board ship;
 Management of discrimination and harassment;
 Discrimination management system;
 Harassment management system;
 Identifying this problem;
 Discrimination practice on board ship;
 Process discrimination and harassment management;
 Seafarers mental treatment regarding discrimination;
 Harassment practice on board ship.

2.3 REVIEW OF EXISTING LITERATURE

CASE 1:
A past mariner society report in 2016, that out of an investigation of more than
1000 sailors, 25% revealed that they have encountered burdensome side effects
over a fourteen-day time frame. But 45 % didn't request help. Sailors are not
invulnerable to difficulties and they are similarly as helpless against mental
trouble as everyone. Over the previous decade, impressive observed proof
reports that in a working environment, discrimination and harassment happen
significantly more oftentimes than assumed. This, in any case, will in general
be under detailed. It has been referred to that 35 to 50 percent of American
representatives have encountered harassing sooner or later in their working life
(Lutgen and Sandvik ET. Al., 2007). Discrimination at sea is no exception
during the 2017/18 financial year, ISWAN received 129 cases of discrimination
and abuse through their Seafarer help confidential helpline.

8
 Fig no. 2.1: Equal opportunity

CASE 2:
Discrimination, mental health problems, and gender discrimination are
expanding onboard ship. The Mission to Seafarers International seafarer
welfare charity addressed that reports of obesity, mental health problems, and
gender discrimination are rapidly expanding while wellness at sea keeps on
falling. Ben Bailey, Director of Advocacy and Regional Engagement,
introduced the most recent discoveries from Seafarers Happiness Index at CMA
Shipping Conference a year ago in April. The results of the overview will be
discussed on April's CMA Shipping Conference in Connecticut, where the
Mission's Director of Advocacy and Regional Engagement Ben Bailey will
present the disclosures from the underlying three months of this current year.
As Ben Bailey remarked-

The Mission's Seafarers Happiness Index is about empowering seafarers over the
world by giving them a confidential stage to voice their opinions and concerns. It's
imperative to the point that we do our part to show that these people are not
overlooked and that we are continually tuning in. During 2019 the Mission will keep
on distributing its discoveries from the survey once a quarter.

9
 Fig No. 2.2: Depression

Case 3:

The Seafarer Happiness Index came about to the way that sailors' fulfillment levels
when at sea dropped to 6.32 out of 10.

The year that passed, Mission to Seafarers distributed a development of unknown

reports concentrating on disturbing issues, including expanding worries around the
psychological wellness prosperity of sailors, with a considerable lot of them
discussing boredom and stress on board ship.

Fig no. 2.3: No discrimination & harassment

CASE 4:
On 12.07.2009, a chemical tanker named Maria m was grounded. For this, a hole on
the no. 1 starboard side tank and crack in the forepeak. When the reason is to

10
investigate, it is found the Master was rough mannered. The emotional distance of the
Master and other seafarers, seafarer's hostility towards the master, and the Masters’
direction with lack of familiarization were responsible for this incident.

CASE 5:
In August 2017 a training officer got heatstroke after working overtime almost 12
hours in Qatar Messade. The ship was a chemical tanker.

Case 6:
On 17.03.2018 the third engineer of a chemical tanker committed suicide after being
bullied and harassed on board. The ship was near Saudi Arabia.

CASE 7:
I found an incident via the Seafarer Help website. A Sudanese Filipino seafarer
complained that there were no proper meals given to the crew members on board his
ship; there were also various problems on board. He explained the cook didn't want to
provide food onboard for the Filipinos and had given the mess boy the responsibility,
but the subsequent quality of the food was bad.

The master had also ordered that after the night supper the galley be shut down,
which implied that those from midnight to early morning watch often missed their
breakfast. At the point, Deck officer asked to keep the galley open so he and his
crewmates could prepare their morning meal. He said the Master was shouting at him
and refusing.

There was no running water as well, and cleanliness was not up to standard in the
galley. The crew requested immediate repatriation due to stress, on-board conditions,
and a lack of adequate food.

To add to their stress, the ship has been arrested because of unpaid debts. While all of
this took place, one of the seafarers' aunt passed away and the Seafarer help team
provided him with emotional support. The team also supported the seafarers when
they raised concerns about documents that they had been asked to sign, which a law
firm hired by their manning agency had given.

11
Three months later in Sudan, the 15-member crew was still on board. The situation
was becoming worse day by day. The generators had very little diesel and most of the
time the vessel was in the dark. There was no refrigeration or air-conditioning .They
were passing an extremely unbearable life on board.

They complained that the owner had abandoned them in very bad conditions and that
they were desperate to go home. The Seafarer Help team continued to help the crew
while the representative of ISWAN in the Philippines took up the case with the
Philippine Department of Government. Ultimately 4 months after their first contact
with Seafarer Help, the seafarers were repatriated.

Fig no. 2.4: Equal rights

Meanwhile, many were the seafarers that criticized the absence of facilities onboard,
whereas others discussed the absence of offshore leave and access to dependable
WIFI.

Moreover, as indicated by the study, some female respondents highlighted incidents

around discrimination or harassment at sea. 2018's record had the most number of
female participants until today, coming 12.32% in altogether.

12
Generally, female seafarers seemed more dissatisfied in comparison to the male
seafarers. A number of them highlighted the feeling of loneliness and isolation,
especially when being the only woman on board.

The respondents concentrated on acquiring weight and exercise when on board ship.
Some complained that chandlers were sending less expensive, lower-quality marked
food supplies to ships, while others expressed that while they wanted to exercise they
found it very difficult to either get the time or the inspiration.

The European Community' Association and the European Transport Workers'

Federation have produced a comprehensive training package with an information
video, guidelines, and a workbook to address the problems of discrimination and
harassment.

CASE 8:
The Seafarers Happiness Index released by The Mission to Seafarers on 01.28.2020
highlights crew complaints about harassment and a lack of resources to cope with it,
as well as complaints about a lack of shore leaves to relieve stress. The survey,
conducted in collaboration with the Shipowners' Club P&I insurer, shows that overall
seafarer satisfaction fell from 6.59 the previous quarter to 6.13/10. The data comes
from over 2,000 respondents, having conducted surveys in the final quarter of 2019.
Happiness over contact with other crew dropped to 6.67/10, down from 7.28. Racism
accounts have been created, and victims do not feel like they have anywhere to report
formally or seek assistance.

13
 Fig no. 2.5: Seafarers happiness index.

CASE 9:
British Shipping Racism (Paul Gordon, Danny Reilly) Released on October 1, 1986.
When the British government removed civilian ships for its war on the Falklands /
Malvinas Islands in 1982, it established racial Mannering habits that were as much
part of the British colonial history as the islands itself.

On the other hand, 3 British registered seamen of Somali descent were denied jobs
because of their color, discrimination which was subsequently upheld as lawful by an
industrial tribunal and appeal court. On the other hand, 124 Asian seamen who were
taken on were working at only 15 percent of the pay level of the British National
Union of Seamen (NUS).

Case 10:
Natalie Shaw, Director of Employment Affairs, ICS, opened the subsequent board
during the 2020 SAFETY4SEA London Forum to discuss age segregation, which is
an expected type of out-of-line treatment at work, given that the age whole between
representatives in the work environment could now be as much as 50 years.

People can do magnificent things at all stages of their life and age. As, Oscar Wilde
has pointed out, the old think everything, the middle-aged speculate everything and
the young knows it all. In this respect, ICS has provided, rules on age segregation in
the transport business.

There are some key standards within the ILO Maritime Labor Convention 2006 that
underline the standards regarding segregation, separation of sexual orientation, race as
well as all parts of segregation. Age segregation is one of those areas we may not
have considered as much as we should include in our industry.

14
 Fig no. 2.6: stop ageism

CHAPTER THREE

DISCRIMINATION AND HARASSMENT

3.1 DISCRIMINATION
Discrimination is the demonstration of creating dissimilarities between human beings
dependent on the gatherings, classes, or different classifications.

Cases of discrimination
People may discriminate based on -
 Age
 Caste
 Criminal activities
 Height
 Weight
 Physical appearance
 Disability
 Family status
 Gender discrimination
 Generation
 Gender expression
 Nationality
 Profession
 Color
 Race and ethnicity

15
  Religion
 Sexual orientation
 Political ideology
 Social class
Personality as well as other categories

Discrimination strikes at the heart of the human. It deprives somebody of rights.

Discrimination is destructive and perpetuates inequality. We, as a whole, maintain all
authority to be dealt with likewise. Paying little heed to our race, ethnicity,
nationality, class, caste, religion, belief, sex, gender, language, sexual orientation,
gender identity, age, health, or another status, we hear heartbreaking stories of people
who suffer cruelty from discrimination.

Discrimination occurs when, ridiculous qualification made in policy, law, or

treatment, an individual cannot get the most out of his or her human rights and other
lawful rights on an equivalent premise with others. The work of Amnesty
International is rooted in the no discrimination principle.

Fig No.3.1: Direct discrimination

Direct discrimination occurs when an explicit distinction takes place between groups
of people, which results in people from certain groups being less able to speak freely
than others. For example, someone is not offered a promotion by the authority.
Because they are women, and the job goes to a less qualified man. Someone gets
more facilities for his nationality, color, or others. Direct discrimination can occur
onboard ships in foods, working hours, promotions, or other facilities.

16
Intersectional discrimination is where a few types of discrimination combine to
leave a particular gathering or gatherings at an even greater disadvantage. For
example, women are not paid equally like men or somebody gets more facilities than
other people.

Discrimination occurs when someone treats people or groups in such a way that worse
than the way people are generally treated. It includes the group's primary reaction/
interaction going on to influence the individual's actual nature towards the group.

Fig no. 3.2: Racism

3.2 TYPES OF DISCRIMINATION

There are various sorts of discrimination which is completely defenseless against
sailors. Here, we are talking about some of them. For example, Age segregation,
prejudice, nationality related-

3.2.1 AGE DISCRIMINATION

It is the unjustifiable treatment assuming exclusively, an individual is dealt with less
well as a worker, due to being an alternate age or age gathering to another
representative. It isn't commonly about a more seasoned individual being favored over

17
a more youthful individual because of their age or the reverse way around.

Fig No.3.3: Age discrimination

The age difference may be little, for example, a few years between a person in their
late 40s and another in their early 50s. Some may feel discriminated against if over 60
others if they are considered moderately aged. Somebody aged 22 might claim
discrimination if treated differently to a colleague of 45. There is no base length of
work for an employee to claim discrimination. Discrimination can happen from the
application stage through to the termination of work and beyond, including job
references. A choice on what establishes age discrimination will lie with an
employment council or court.

Age discrimination is a possible type of uncalled treatment at work given. It states

that the age hole between representatives in the work environment would now be able
to be as much as 50 years. Age segregation can truly influence the physical and
enthusiastic soundness of representatives and employees. Age discrimination can
prompt diminished inspiration and expanded affliction and can bargain strong and
compelling cooperation. It can adversely influence organizations bringing about
expected absolute and monetary.

18
 Fig No. 3.4: Ageism

Age discrimination is an assumed sort of out-of-line treatment in the workplace as the

age hole between representatives in the workplace could now be as much as 50 years.
Separation from age can genuinely influence the physical and emotional well-being of
representatives and job candidates. It can decrease inspiration and extended misery
and can bargain strong and powerful collaboration. It can contrarily impact
organizations just as authoritative, financial, and legitimate outcomes. A boat is now
and again a sailor's home for quite a while. It is in this manner critical to guarantee
that there are a useful living and working environment to ward off sailors feeling
secluded and helpless. Age segregation is unlawful in various domains and can make
issues and disappoint inside a business. Boat proprietors may separate if obscure with
national laws and guidelines unknowingly.

The rules help-

 Job competitors and laborers should not be oppressed because for age, or the
period of somebody they are associated with Stereotyping is a likely purpose
behind age segregation.
 A worker should not be pressurized or harassed into leaving. Regularly
national laws don't limit a fixed retirement age.
 A representative's remuneration and advantages should be reliant on their
activity, capability, and aptitudes, not their age.

The equivalent worth should be considered in preparing staff all things

19
  Performance appraisal and item setting should be established on predictable
and sensible guidelines ;
 National laws and guidelines may allow distinctive treatment for their age in
constrained zones,
 Avoid age separation from all work;
 Appreciate the significance of a working environment liberated from age
segregation;
 Make work environments comprehensive so staff feel good ;
 Defense against uncalled for treatment in light of somebody's original age, or
the period of somebody they are connected with ;
 Protection against badgering because old enough ;
 Different treatment because old enough being permitted in restricted
viewpoint like cadets;
 To dispose of old enough segregation and improve the workplace locally
available boat create measures, arrangements, and plans for dynamic use;
 Know the procedure to deal with age segregation.

3.2.2 RACIAL AND ETHNIC DISCRIMINATION

Racism influences virtually every nation in the universe. It efficiently denies people
their full human rights just because of their color, race, ethnicity, caste, or national
origin.

Racism unchecked can fuel enormous scope outrages for example the 1994
decimation in Rwanda and all the more as of late politically-sanctioned racial
segregation and ethnic purging of the Rohingya individuals in Myanmar. In India,
individuals from the Dalit people group are focused on individuals from predominant
stations for a scope of human rights abuses. These violations, which incorporate
assaults killings and the destruction of their homes often go uninvestigated by the
police because of discriminatory attitudes that don't pay attention to wrongdoings
against Dalit's.

Amnesty International has additionally archived discrimination faced by millions of

Roma in Europe including the danger of forced removals and police harassment.

20
 Fig No. 3.5: Colour Discrimination

3.2.3 HARASSMENT
Harassment is a type of discrimination that has the impact of abusing the dignity of a
person and creating an intimidating, unfriendly, corrupting, humiliating, or hostile
condition. A worker can be a witness if he notices someone is harassed. The
defendant can be young or old. Ship-owners should not deliberate the matter from
Individual perspectives. An agent's concern or objection should be paid attention to
judge effectively.

Harassment is giving forceful weight or terrorizing to somebody for different

individual causes which is an out of line act in any part as well as the onboard ship.
Intimidation is the activity of scaring somebody for any close to home reasons. This is
called harassment. The seafarer's temporary home is the ship. It is necessary to ensure
that the shipboard environment is free from these types of acts like harassment for the
seafarer's mental health.

The European Directive presents a framework for similar treatment for employment
and occupation. A clear knowledge is given there about harassment.

21
 Fig No. 3.6: Stop Harassment

It states that harassment shall be deemed to be a type of discrimination when an unfair

act is taken place. It has the purpose or impact of violating the dignity/respect of a
person and of creating an aggressive, threatening, hostile, insulting, humiliating, or
offensive environment onboard ship. So that the seafarers are being demotivated
gradually. Sometimes it is seen that the seafarers are being harassed in different cases.

Harassment can be happened by:

 Bullying ;
 Aggressive pressure;
 Nicknames ;
 Threats;
 Disturbing or unfair inquiries and comments;
 Ignoring/ not inviting them to meetings or events;
 Insults. Harassment can be verbal, written, physical or unwanted gossip which
is considered insulting and offensive;
 Giving mental torture;
 Showing extra superiority;
 For nationality;
 Giving extra working pressure;

 Physically;

Cases of harassment

22
The following issue can be considered of harassment

 Displaying, defensive, humiliating, insulting, invective, sinful, or suggestive

behavior.
 Innuendo, mockery, ridiculous, lewd or racist, homophobic jokes, remarks.
 Usage of offensive language in making jokes about somebody with a
disability.
 Remark a person's physical appearance or character which can cause
embarrassment for the people.
 Unwished attention such as spying, annoying, stalking, or unwelcome
verbal/physical attention.
 Sending unwanted, hostile, or personally intrusive telephone calls, texts,
emails, comments on social networks.
 Intrusive questioning about a person's characteristics, marital status, personal
life, sexual interests, racial or ethnic origin, including their culture, habit, and
religion others.
 Leering, rude gestures for showing superiority.
 Spreading malicious rumors and insulting someone regarding habit, age,
behavior, marriage, civil partnership, religion or belief, etc.

So we can define harassment is the aim of violating a person's dignity and making an
intimidating, hostile, insulting, and defensive environment onboard ship.

3.3 REASON
There are many reasons why seafarers suffering from discrimination and harassment
on board. Occasionally seafarers contact various stages because their company is not
taken the matter effectively or because they feel they have been overlooked. The strict
policy should take into force to abate this problem.

Discrimination and harassment is unwanted and unfair work on board ship. It can lead
seafarers to-

 Stress;
 Lack of motivation;
 Reduced work performance;
 Absence from duties; and

23
  Resignations.

Harassment includes immoral act where willingly or not, discomfort feeling,

embarrassment, oppression for the victim. Verbal abuse is a specific form of abuse
that involves behavior that is hostile or malicious, that can cause the recipient to feel
harassed or bullied. In some cases, those who admit forms of discrimination and
harassment intentionally use it.
For minimizing the cause of harassment and discrimination -
 It involves great business practice to encourage a workplace in which sailors
can work liberated from discrimination and harassment;
 Seafarers who endure discrimination and harassment can feel demotivated
and are bound to experience the ill effects of pressure prompting
nonappearance from obligations;
 Develop measures, approaches and plans to distribute with age separation and
improve the workplace on board ship;
 Involve workers or their agents in all exercises;
 Know how to deal with age discrimination;
 Identify potential complaints which may enact organization complaint
systems;
 Respect workers that raise worries in the interest of different representatives;
 Recognize that the shipping company should be made careful of unfavorable
activities and, if sensible preventable moves are not made, they may get
obligated.
It is the responsibility of:
 Shipping organizations to guarantee that strategies are set up for the end of all
types of badgering and segregation of sailors on board their boats;
 Seafarers' associations and sailors to guarantee that badgering and segregation
don't happen. Transportation organizations and sailors' associations are
focused on delivering materials to cause to notice the issues and to feature
possible activities to determine these.
 The International Chamber of Shipping (ICS) and the International Transport
Workers' Federation (ITF) believe badgering and segregation to be unsuitable
and have together created the accompanying direction for transportation
organizations, sailors and sailors' associations, and different gatherings, on

24
what they can do to wipe out provocation and separation. On the off chance
that any sailor gripes of having been the survivor of provocation and
separation, grumblings must be paid attention to and explored.

Fig No. 3. 7: Brotherhood

25
 CHAPTER FOUR

IDENTIFYING INCIDENTS OF DISCRIMINATION AND

HARASSMENT

4.1 REPORTING
To minimize discrimination and harassment onboard ship reporting is an important
issue for any type of unfairness. The company should encourage its employee to take
all types of incidents regarding discrimination and harassment. Nowadays the
authority of guidance remarks a most serious problem that only a small percentage of
incidents are reported to company management. We can understand that according to
a report of NUMAST. They mentioned the experiences of female seafarers that 76%
of respondents claimed to have suffered sexual harassment at work but only 23% had
complained to their company. If someone reports about any type of discrimination
/harassment, they are sent to another vessel instead of that matter solved. So it is
common for all victims of discrimination and harassment onboard ships. These
logistical difficulties can arise for their company and they would not deal with the
matter effectively.

Fig No. 4.1: Breaking silence

26
4.2 DISCRIMINATION AND HARASSMENT ALLEGATION
PROCEDURE
 Every Corporation should have procedures for responding and managing
reports of abuse and discrimination in which all seafarers have confidence and
dependence. The ability of the seafarers to interfere is attracted when it is
necessary to assist colleagues. Companies should distinguish the process from
the accusation method for the general enterprise. It should be compatible with
the complaint/allegation procedures used by the company.
 A person or entity should be named by the Association to serve as the first
point of contact for each seafarer wishing to make a complaint. This person
may be a ship's crew member, an ashore company employee, or an entity
named by the company to be operating on his behalf.
 On the Association must nominate an individual or agency to serve as the first
point of contact for each seafarer who wishes to make a complaint. That
person may be a crew member of a ship, an employee of an ashore company,
or an entity named by the company to be operating on his behalf. Then, the
alleged culprit may be offered an opportunity to apologize for their activities
and try not to rehash them.
 The company may take assistance from an independent ashore-based third
party to whom it may address discrimination and harassment. We will make
confidential helplines and monitoring accessible to seafarers.
 Then, an opportunity may be offered to the alleged culprit to apologize for his
activities and try not to rehash them.
 The company may obtain assistance from an independent ashore third party to
whom discrimination and harassment may be addressed; we will make
confidential helplines available to seafarers and track them.
 Then, the alleged culprit may be offered a chance to apologize for his
activities and try not to rehash them.
 The company may obtain assistance from an independent ashore third party to
whom discrimination and harassment may be addressed; and we will make
confidential aid lines available and track mariners.

27
4.3 REACTING TO A GRIEVANCE OF DISCRIMINATION OR
HARASSMENT
Grievances should be inspected quickly and accurately. Seafarers do not generally
accuse unless they feel seriously distressed. Any investigation must be independent
and liberated. Companies should inspect the claim transparently in all the situations
and conduct a neutral investigation before reaching a decision. Discrimination covers
any hostile action taken by any person concerning lodging an objection.

4.4 CASUAL /INFORMAL PROCESS

If a seafarer trusts that they are being harassed, they should inform the author/person
responsible that they notice their activities inappropriate and ask them to stop them.
Sometimes people aren't alert about unwanted behavior and causing distress.
Seafarers may choose to confidently refer any incident of harassment to the individual
assigned on board the ship as the first point of reference. If the victim does not wish to
initiate an official process, the designated person should listen to the objection and
offer support and aid. A casual conversation can often lead to more understanding and
a termination contract for the behavior.

4.5 OFFICIAL/ FORMAL PROCESS

If discrimination and harassment carry on and a victim is unable to oppose the
assumed criminal then the suspected incident should be reported to the designated
individual on board the ship. A conference should be organized where the seafarer
may be attended by another seafarer of their choice on board the ship concerned at
which the victim will be asked to make a formal complaint. Where an objection has
been made an investigation should occur by company processes to determine whether
action should be occupied.
Where an investigation indicates that an object is well established it may be necessary
to detach those involved. If possible, in these instances every work should be made to
move the suspected criminal and not the affected seafarer, unless the affected seafarer
has expressed a wish to be conveyed.

If discrimination and harassment carry on and a victim is unable to oppose the

assumed criminal then the suspected incident should be reported to the designated
individual on board the ship. A conference should be organized where the seafarer
may be attended by another seafarer of their choice on board the ship concerned at

28
which the victim will be asked to make a formal complaint. Where an objection has
been made an investigation should occur by company processes to determine whether
action should be occupied.

Where an investigation indicates that an object is well established it may be necessary

to detach those involved. If possible, in these instances every work should be made to
move the suspected criminal and not the affected seafarer, unless the affected seafarer
has expressed a wish to be conveyed.

4.6 PRIVACY
The company needs to reassure all seafarers they won't be deprived or discriminated a
gainst and harassed. Every objection should be investigated by the company and no se
afarer who makes a 
complaint should suffer consequences. The company should also defend any complai
nant's occupation grade throughout the sequence of any inquiry. Companies should:
 Investigate each grievance in a manner suitable to the circumstances or line
with company policies and measures;
 Ensure that no protesting mariners suffer consequences;
 Include the right of the seafarer to be present during the complaint procedure
or to be characterized as well as protection against the possibility of
discrimination of seafarers for filing grievances.

4.7 INQUIRIES
Processes should arrange for that inquiry, including any resultant disciplinary
hearings that are held in assurance. Companies should guide the parties involved of
their right to be associated by a suitable person who can, on a trusted basis, provide

29
seafarers with neutral guidance on their complaint and otherwise assist them in
resulting in the objections procedure. The principles of fair treatment should be
applied to all disciplinary and accusation inquiries. The accused should have the right
to answer any criticism and give their type of events and environments. Both the
complainant and the accused should be able to call witnesses. The company should
also keep a written record of varieties taken.

4.8 PURPOSE OF INCIDENT /ACTION

Upon resolution, if the complaint is maintained, the company and seafarers'
organization should confirm that proper action is taken with concern to management
the criminal of the harassment when taking corrective action and establishment of
necessary support to the casualty. It would be inappropriate to react by basically
moving the victim to a dissimilar job or ship as a way of determining a case of
discrimination and harassment.

Fig No. 4.2: Awareness against Workplace discrimination

30
 CHAPTER FIVE

THEORETICAL FRAMEWORK
The problems and difficulties were analyzed. We discussed previously done before
over this subject has shown by searching the internet. The past researches were also
analyzed sequentially. Finally, the topic has selected on the necessity and demand.
Considering every aspect of this research the objectives were fixed. The theoretical
framework shows an overview of the thesis. What will be done, how it will be done,
and what will the outcome after completing the job has mentioned here accordingly.
After the evaluation of different perspectives, the discussion will be done accordingly.
A sensitive analysis will be analyzed which will increase the acceptability of the
thesis work. Finally, discussions and conclusions will be written.

5.1 A COMPANY STRATEGY AND POLICY ON

DISCRIMINATION AND HARASSMENT
1. Companies should make sure that they have a clear and transparent written policy
statement on the eradication of discrimination and harassment onboard ship. The
procedure should:
 Contain a message from the Chief Executive or correspondent official's in the
company ;
 Categorize the company's commitment to the eradication of discrimination
and harassment from onboard ships ;
 Make sure the goal of a working atmosphere so that seafarers get admiration
for the dignity and happiness ;
 To preserve the overall responsibilities and policies, identify an administrator
or suitable member of senior management in the company;
 Contain forms of behavior that may be considered as discrimination and
harassment;
 Contain contact information to permit seafarers to report in any occurrences.

At last, the company may discuss the policy with employee representatives and
seafarers' organizations to gain their support, help, and commitment.

3. Seafarers' company should help to eliminate of discrimination and harassment

onboard ships.

31
4. Cyberbullying is an unfair act for anyone. A case of a proper statement could be:
'Cyberbullying is the use of current communication technologies to harass, embarrass,
humiliate, threaten, or intimidate an individual in an attempt to gain power and
control over them. The use of the company's communication apparatus for such
purposes will be treated as a serious break of the company code of conduct and
consequence in disciplinary action against criminals'.

5. The company should arrange workshops for training regarding the policies and
plans.5.2 OBLIGATION FROM SEAFARERS’ ORGANIZATIONS
Seafarers' organizations should have a visibly written policy statement on the removal
of discrimination and harassment. It should:
 Remind seafarers that the ship is often their associated crew members' home
for a long period and it is very important for everybody to admire one another
and to know different cultural styles and behaviors, and to hold variety
onboard the ship. These may cruel learning to modify behavior to avoid
unintentionally distressing a fellow seafarer;
 Remind seafarers of their responsibilities to fellow crew members in states
where they observe discrimination and harassment;
 Set out ways that encourage those who witness discrimination and harassment
to report such occurrences either onboard or to a director ashore or appropriate
member of senior management ashore with complete responsibility and
concern for the policy.
Seafarers' organizations should also prepare information materials regarding how to
handle occurrences of cyberbullying and other harassment.

5.3 THE SIGNIFICANCE OF ELIMINATING DISCRIMINATION

/HARASSMENT ON BOARD
We have to give more effort to do as we are a global industry. Discrimination and
harassment are just one of those specific areas.
 Inspiring better consciousness of discrimination/harassment tackling.
 To improve morale. Employees those are discriminated and harassed have
possibility to be hopeless, less creative.
 Avoiding discrimination and Harassment and can also help a company to
attract, inspire, and retain staff, thus improving its reputation as a ship-owner
of choice.

32
  If staff feel discriminated and harassed against, unrecognized, or 'forced out', a
ship-owner will arise costs to recruit, train, and recall new staff and suffer a
spoiled reputation.
 A moving global workforce that is remaining at work extended instead of
retiring.
 Having employees at all levels with different circumstances and skills can also
develop a working environment favorable to more concepts and solutions.
 A diverse workforce can help companies to understand and meet various
customer opportunities.
 Age discrimination is illegal in many authorities and Ship-owners may
unintentionally discriminate if unaware of national laws and regulations.

5.4 OTHER POLICY

 Ageist comments can segregate regardless of whether not considered
offending Effect matters.
 Occupation candidates and representatives ought not to be discriminated by
others, because of their age, or the time of somebody they are connected with;
 Categorizing may cause age separation. Age-based requests should not be
made regarding what occupation up-and-comers and representatives can do or
how they will direct;
 A worker should not be forced or harassed into resigning. Regularly national
laws don't bar a steady retirement age;
 Compensation and government assistance should be based on work and
abilities, not age;
 Performance appraisal and objective setting should utilize predictable and
reasonable rules;
 Workplace strategies and practices should not accidentally weakness a
representative because old enough;
 National laws and guidelines may allow distinctive treatment because old
enough in constrained conditions, yet exemptions can be hard to manage;
 Search for help and support when necessary from seafarers' organizations and
other welfare organizations;
 Rise the benefits of a workplace free from discrimination and harassment.

33
34
 CHAPTER SIX

ANALYSIS AND DISCUSSION

6.1 DISCRIMINATION AND HARASSMENT ON BOARD SHIP

Discrimination and harassment are unacceptable and offensive from all perspectives.
It refers to wrong and annoying behavior, irrespective of whether it is deliberate or
not, which causes a feeling of uneasiness, disgrace, fear, or anxiety for the person who
faced this treatment. It is not always individuals who insult, harass, or discriminate
against others. In other cases, the construction and tradition in organizations permit
and sometimes even inspire such behavior. It is a very rational recommendation to
accuse of serious harassment or dissimilar methods of violence. The casualty's feeling
of weakness is always true, but what creates harassment, discrimination, or aggressive
behavior is controlled by law. The Transport Agency has responsibility for the
supervision of the work environment onboard ships. A vital part of the managerial
authority's concern is to prevent and respond to violations within the area of
management. Through the media and contact with training organizations, the Swedish
Transport Agency has noted several cases in which seafarers have been harassed.
Apart from these, a crucial problem is that in many cases, those who harass other
people do it by mistake. But such behavior is categorized as offensive. That is why it
is an important step to increase everybody's awareness of discrimination and
harassment onboard ship.

In most cases, it is found the seafarers are discriminated against and harassed on the
following aspects.

 Food

 Working Hour

 Salary

 Promotion

35
  Religion Others Facility

 Shore Facility

 Nationality

 Gender

Fig No. 6.1: ways of discrimination

6.2 INFORMATION OF DATA SET

I have a survey on these following aspects over 500 seafarers through the social
network. From my respondents, 220 are from the deck department and 220 are from
the engine department. The first 3questions were to determine the background
information about the respondents. The rest of the questions were to find out the
problems and suggestions regarding this issue.

36
 Fig No. : 6.1

From fig 6.1, it clearly shows 400 seafarers (87%) have been faced discriminated
against and harassed onboard ship. The rest of the seafarers claimed that they did not
face any discrimination and harassment on board. Here, we can see the majority have
been faced.

Fig no: 6.2

In fig no 6.2, we can see the percentages of discrimination mostly occurs in

nationality 150(32%), religious 117(25.4%), Age 83(18.8%), colour 56(12%),
favouritism 28(6%),
Gender 14(3%), superiority 12(2%).

37
 Fig no: 6.3

Fig no 6.3 shows, among 500 seafarers, (53%) seafarers have heard discrimination
and harassment policy. The rest of the seafarers (47%) did not hear about any policy.

Fig No: 6.4

Fig no 6.4 shows, among 500 people 167(34%) complained to their legal authority for
discriminating and harassing issues and the other 330(66%) seafarers did not
complain.

38
 Fig no: 6.5

In fig no 6.5, we can see in which case they have faced discrimination mostly. Among
500 seafarers 142(30.9%) faced discrimination on salary, 121(26.3%) faced
discrimination on recruitment, 77(16.7%) faced discrimination on work hour and rest
hour, a promotion-related issue faced by 66(14.3%), food and shore pass related issue
faced by 14(6%) and rest of them faced other discrimination.

Fig no: 6.6

Fig no 6.6 shows, among 500 seafarers, 195(39%) have a clear idea about the
complaints procedure and 305(61%) have no clear idea about the complaint
procedure.

39
 Fig no: 6.7

In fig. no 6.7, we can see their opinion regarding the effect on seafarers' mental health
for discrimination and harassment onboard ship. Among 500 seafarers, 356(77%)
stand on the motion of the question.81 (18%) stand against the motion of the question.
The rest of them have given an opinion in between.

Fig no: 6.8

Fig no 6.8, shows the opinion of 500 seafarers about discrimination and harassment of
junior officer/cadet .437 seafarers (95%) have given their opinion on the motion and
23(5%) have given their opinion against the motion.

6.2 WHERE DISCRIMINATION MAY TAKE PLACE?

 Recruitment/enrollment

 Training

 Promotion

 Terms and work conditions of employment

40
 Performance management

To minimize discrimination and harassment including a ship owner all the seafarers
have to work appropriately with sincerity. Strict policy and plan should maintain to
reserve the rights and respect of all seafarers on board the ship. To remove this bad
treatment from the shipboard environment they should follow the transparent policy
on following steps-

6.2.1 RECRUITMENT /ENROLLMENT

During the hiring process from starting applicant requirements, recruiting an
application form, advertising a job, interviewing, using social media, to offering job
discrimination can happen. It is better to highlight the knowledge desired for a role
than to request an exact period of knowledge. It is vital to hold new ways to attract
possible employees with the use of social media, but it should be used correctly.
Interviewees should be allowed to alternatively prove knowledge and abilities by
mentioning equal attributes, skills, and work involvement. Favoritism or conventional
thinking should not encourage assessment or judgment. The following terms should
be taken during-

Promoting a job a ship owner should:

Avoid proposing a candidate for a specific age that would be most appropriate. Try
not to demand 'develop' candidates, which suggests youthful candidates are
undesirable;

• Avoid proposing a candidate for a specific age that would be most appropriate. Try
not to demand 'develop' candidates, which suggests youthful candidates are
undesirable;

• Be cautious if promoting opportunities through the existing staff. Depending on

'informal' may broaden workforce auxiliary awkwardness, especially if it chiefly
includes those of a comparative age gathering and creates restricted candidates.

Usages of social media a company owner should conscious of-

• Checking the applicant's social media history, including their age, can be biased and
violate the data security requirements;

41
• Use of screening websites and software to screen age-based candidates only can be
discriminatory;

• A social media network can attract, but may not be used by, one age group.

Interviewers or other recruiters interviewed should-

 Ensure that the personal information submitted is appropriate to the

organization and the work, either on the application form or at an interview;
 Be taught to avoid the use of discriminatory questions and to make
discriminatory judgments, and to ask questions about their skills and
experience, for example;
 Question one another when they find stereotyping;
 Be cautious when shortlisting candidates and avoid casual and unguarded
conversations. Because of the applicant's age, officials should not offer a
negative work reference. Depending on these details the ship-owner should
not discriminate and harass the seafarers.

Offering a work a Manager of a ship should:

• Pick the best candidate and nominate it. Do not leave out the best candidate
because of the gender, appearance or status of someone with whom they are
associated;

• Do not propose any less favorable terms because of your age.

• Ensure that every recruiting agency used complies with national laws and
regulations. If there is an 'employment necessity' or a decision can be explained
objectively, such as the relevant circumstances within the MLC 2006, a ship-owner
should not try applicants of a particular age and an agency can question the instruction
given;

• If possible, invite applicants of different ages.

Identifying work competencies, knowledge abilities

To minimize discrimination and harassment a proprietor of a ship should:

42
• Emphasize the skills needed and critically evaluate applicants and select them to
minimize elimination due to their age and another issue;

• State Experience specifically required. Explain the types of experience needed,

rather than demanding the user experience of specific years;

• Do not have an upper age limit to apply to be trainees or apprentices;

• Stop making assumptions that indicate an overqualified candidate;

• Utilize details of relevant skills, knowledge, capabilities, and experience in previous

employment carefully. Asking for dates may unintentionally establish an applicant's
age.

Converse with

To eliminate discrimination and harassment examiners or other interviewers should:

• Not be inclined by an applicant's age;

• Confirm personal data demanded, either on the application form or at interview, is

related to the company and the employment;

• Be proficient to avoid using discriminatory inquiries and making discriminatory

expectations, and to ask questions for specimen regarding their talents and
knowledge;

• Contest each other if they spot categorizing;

• Be cautious when shortlisting applicants and avoid talking casually and

unguardedly. The ship-owner should not discriminate based on such data.

• Choose and appoint the best applicant. Do not eliminate the best applicant due to
their age, look, or the age of someone they are connected with;

6.2.2 TRAINING

 To eliminate discrimination and harassment:

 Prohibits age prejudice or stereotyping from affecting training decisions;

43
  Value the needs or desires of an employee irrespective of age, length of work
experience, and length of time with the owner of the ship. They should not
discriminate about training facilities.
 Train all employees not only for their current role but also for opportunities
for development, work experience, shadowing or transferring to a new or
different role; ensure that all employees are aware of the training and personal
development opportunities;
 Use constructive and regular career/life discussions to identify training needs;
For eliminating harassment and discrimination differ motivational training
should arrange on board ship;
 Fair, versatile, and considerate on how training is done that understands
regular working hours, impacts of traveling away from home for several days
or weeks, or extra distance required.

6.2.3 PROMOTION

A ship-owner should:

 Prohibit a competent worker from taking on additional duties because they are
too young;
 Enable workers with the requisite expertise, knowledge, and experience to
apply for more difficult jobs because of discrimination;
 To provide training or enhancement for all workers concerning discrimination
and harassment policies.
 Avoid inviting colleagues from a particular age group to daily socials. Such
gatherings can influence decision-making in the workplace on who gets
opportunities for growth and promotion;
 Allow any age prejudice or stereotypic thinking or assumptions to affect
growth opportunities or promotional decision-making;
 Hide job vacancies and opportunities for promotion from relevant staff,
regardless of the discrimination;
 Encourage an employee with the necessary skills, knowledge, and experience
to apply for a more challenging role.

44
6.2.4 TERMS AND WORK CONDITIONS

A ship-owner should:

 Have the same terms and conditions of employment regardless of the

employee's age, perceived age or the age of someone with whom they are
related;
 Note situations in which specific care can be lawful due to age. Definitions
include a national minimum wage and a national living wage, compensation
for turnover, wages, and work opportunities associated with a certain period of
service.

6.2.5 PERFORMANCE MANAGEMENT

A company should

 Perform and address employee evaluations without prejudices, and

respectfully handle workers when evaluating performance and setting
future goals;
 Do not lift or negotiate an assessment with an employee retiring;
 Focus on performance matters without discrimination and harassment.
 Confirm the evaluation is fair;
 Take strict rules for any harassing case on board ship;
 Manage performance on seafarer's quality.

6.3 SEAFARERS HAPPINESS INDEX

The article presents thought-provoking statistical data about the present average level
of Seafarer Happiness. Past surveys reported levels of 6.46 and 6.41 out of 10
respectively in 2015 and 2016, even when existing statistics indicate a steady decline
that increases productive conversations about what should be done to resolve this
crisis.

The 2017 Q4 average Seafarer Happiness level is 6.25 out of 10 according to the
returns submitted to the Seafarers Pleasure Index during this reporting period. When

45
hours of majority are not followed, and the renegade on overtime agreements, the
unhappiness of seafarers about work overload is reasonable.

Seafarers usually state a lack of manpower management onboard vessels as a cause

for an increased workload. The workload must also be accountable for impacting
other significant indicators of happiness. For example, even if exercise equipment has
been provided, mariners don't have the time to practice. Also, heavy workloads in
ports are impacting shore leave availability.

Seafarers usually state a lack of manpower management onboard ships as a reason for
an increased workload. The workload must also be responsible for impacting other
key indicators of happiness. For example, even if exercise equipment has been
provided, mariners don't have the time to practice. Also, heavy workloads in ports are
impacting shore leave availability.

We mostly see discussions in the shipping industry about the recruitment, retention,
training, and provision of seafarers. All too often, however, such conversations are
based on assumptions and anecdotes rather than the actual data.

Fig 6.10: Seafarers happiness index

6.3.1 SHORE LEAVE

The problem of shore leave is a crucial and critical area – but there are still double
perceptions internationally when it comes to providing seafarers with access to the
shore and time away from the vessel. This has been changed in some areas, but in

46
others – whether by remote ports, a lack of transportation or high prices, it can be
difficult to get away and find a chance to relax and relax. Unfortunately, many
seafarers seem to be denied such basic rights. Within Seafarers Satisfaction Index
statistics, all too often we hear crew signing on the vessel and signing off at the end of
the voyage, with little possibility of shore leave in between. At the most basic point,
seafarers with access are happy while those without it feel highly dissatisfied.
Seafarers are highly hoped that all ships will have internet access before too long and
that the bandwidth and download rates will be fair, and that cost will no longer be a
constant concern obstacle.

6.3.2 INTERNET
The internet has changed everything and the ripples spread to the sea. At present,
those without internet access are still facing high costs, poor quality, and even
concerns such as a lack of privacy. Many seafarers strongly believe that the issue of
internet access by seafarers is one for which legislation is required and that every
vessel and as such every seafarer should have the right to access it. Connectivity is
felt to be the most obvious and easy the solution to ensure seafarers can cope with
loneliness and isolation. Wi-Fi, it's also said, makes life "easier" at sea even seafarers
are willing to leave jobs or refuse to enter vessels where access or calls to the Internet
are not provided.

Fig No.6.11: percentages of happiness according to ship type

6.3.4 Food

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Napoleon said an Army marches its stomach-but sailors are sailing on theirs. Food
items on ships are important, not only from a health point of view but as a means of
social engagement. These connects people on board. The Maritime Labor Convention
(MLC 2006) and the requirements of the flag State place a duty on the ship-owner and
master to ensure that adequate food and drinking water quality, nutritive quality, and
availability are provided free to meet the demands of those on board. There is often a
need for qualified and trained catering staff. Nevertheless, only the quality of the food
and experienced cooks often do not indicate the staff is happy with the food they eat.
The Seafarers Happiness Index also raises questions about the food quality onboard
crews and is obviously and understandably an emotional problem. Cultural
differences in mixed nationality vessels are worried, there are concerns as businesses
tend to reduce spending per person and seafarers are also concerned about the levels
of the good nutrition they receive. The on-board food rules state that consideration
must be given to the quantity, nutritional value, consistency, and variety of foods –
including the seafarers' religious requirements and cultural traditions, and sufficient,
diverse, and nutritious meals prepared and served under hygienic conditions must be
delivered.

6.3.5 TRAINING

The topic of training is a significant one because it affects crew health standards,
operations, and productivity at all levels. Through the Seafarers Happiness Index,
concerns have been raised about the growing demands imposed on seafarers. The
shipping industry must address concerns about compulsory training and problems
around refresher courses to make meaningful improvements. If seafarers speak about
having regular and well-documented training –both ashore and aboard, then the
industry needs to listen. While crews want links to training materials and research in a
structured manner and work on a strategy for continuous professional development
(CPD), then we are there to help them and allow the ability for industry to do the right
things

6.3.6 IMPROVEMENT OF MENTAL HEALTH

Happiness is the foundation upon which all things are made. Happy people hang
around, happy people perform well, and they take on challenges, look to success, and
share with others. While there are current studies that measure shipping industry trust

48
and business health as a whole, they are also influenced by the major macro problems.
They discuss financial markets, socio-economics, and geopolitical issues. The
Seafarer Happiness Index offers an opportunity to look at past anecdotes and rumors
and provide evidence where there was only guesswork before.

The shipping industry often talks about the mariners and the challenges they face. Far
too often, though, this is achieved without real evidence and with very little insight
into the nature of life at sea. Calculating how happy people are with the different
aspects of their working life at sea offers an impression of the real achievements and
challenges of maritime life and creates incentives for learning to change. Making sure
mariners are satisfied means heading off issues, making things easier for those
employed at sea, and also making it safer and more productive. The Seafarer
Happiness Index also shows interesting patterns and early warning signs and we hope
shipping companies will be able to listen but also share their lessons.

6.3.7 COMPANIES LISTEN AND LEARN

Measuring how satisfied people are with the different elements of their daily life at
sea gives the shipping industry an image of the real achievements, challenges, and
feedback as to where changes are required. From the basic building blocks of biology
and physiology, the utter ones of air, food, drink, shelter, comfort, sleep. We ascend
the pyramid and look at protection and laws and how these are distributed. By things
like belonging and relating to home, and what it means to be a seafarer. Another
fascinating trend has been the reduction of feeding rates and spare parts budgets.
Seafarers are not permitted ashore, or can't even be bothered with the inconvenience,
so it leads to wider problems. Seeing how seafarers feel, and discussing their
frustration with these main aspects of life at sea, means shipping firms have an
opportunity to learn from others' mistakes. We don't have to wait for an injury, death,
or loss of crews to rivals, we can see when things go wrong and change their business
path. Making changes to make customers happier means heading off problems, it
means making life better and it means providing a huge boost to the retention of
seafarers. Ignore joy at your peril.

49
6.4 MEASURES TO ELIMINATE DISCRIMINATION AND
HARASSMENT
Most organization disciplinary codes specify that certain actions that may represent
discrimination and harassment are crimes for which disciplinary action is necessary
against the criminal. Examples are:
 Assault;
 Intimidation;
 Under Pressure/Bulling;
 Interfering with the work of other workers;
 Awkward and aggressive to the receiver.

The company will have a strategy of protecting every person's right to be treated with
integrity and respect at work. The strategy will consciously foster a work atmosphere
where discrimination/harassment is not tolerated. This must set out explicitly the
behavioral expectations that staff and managers expect. Staff should know to whom
they should turn if they have a work-related problem and supervisors should be
educated in this important field in all areas of company policies. To be successful, the
policy should be communicated and enforced so that all employees are aware of their
obligations under the company code of conduct towards employees. The company has
to ensure that employees have the skills necessary to lead by example. Managers must
be proficient to act in a manner that facilitates the policy and encourages positive
behavior. Personnel handbooks are a helpful way to interact with staff; they should
provide clear Mention of the company's views on discrimination and harassment, the
assistance provided to workers, and the repercussions for any employee found to be in
breach of company policy.

50
Most organization regulatory codes specify that some actions that may comprise
discrimination/harassment are crimes for which disciplinary measures are necessary
against the transgressor. Examples involve attack, bullying, harassment, and
interference with other employees' jobs and sexual conduct or other activity based on
sex that affects the integrity of women and men at jobs that is unwelcome, unfair, and
offensive to the recipient. In the case law it has been identified that, in cases of sexual
assault, this is not required to know whether or not the victim's assault might have
been suffered on a person of the opposite sex. That is because sexual assault is actions
based on the victim's sex and, as long as the victim has experienced a disadvantage,
then there has been sexual harassment. Nevertheless, under client disciplinary
proceedings many actions and omissions that constitute abuse and intimidation do not
usually fall under any category of offense. In certain cases, the offenders might also
be unaware of the consequences of their acts arising from ineffective or obsolete
methods of management rather than real intent.
Therefore the company will take action to encourage changes in management styles.
This could be achieved by the use of the training curriculum and workshops on
management. Better management strategies would help those concerned; it would
boost the managers' job opportunities, promote a better shipboard working
atmosphere, lead to the reduction of discrimination/harassment, and increase the
company's performance. For the organization, it will be an important factor because it
can't afford to lose skilled workers. If a staff member continues to harass or bully
other staff following such a management training course then instituting disciplinary
proceedings would be appropriate.

6.5 EDUCATIONAL PROGRAMS

The company will arrange for the involvement of its seafarers in training activities to
explain the negative consequences of discrimination and harassment as well as set the
company's policy. The specifics of the company's incident management protocols will
also be set out in these systems. Therefore the organization will consider producing
documents, posters, and videos to support and reinforce the policies of the company.
All new and existing staff should be able to access such training programs. The UK's
social partners have commissioned a video entitled "Say No to Bully, Say No to
Harassment" and a CD-Rom-based training curriculum called "Considering Equal

51
Opportunities" for shipboard and shore-side management use. The inside back cover
contains information about how to acquire copies of these items.
Certain steps, depending on their circumstances may take include:

● Nominate an acceptable and adequately qualified person onboard each ship or

establishment of shipboard and management committees onshore;
● Ensure that every ship adopts a Declaration of Harassment and Intimidation at the
desk, are not tolerated;

● Creation of a study committee covering the management of corporations and

seafarers.

6.6 COMMUNICATION AND AWARENESS

Policies can reduce discrimination and harassment onboard ships only if they are
accompanied by constructive action to make them work. Communication and
understanding are therefore necessary to make sure seafarers are:

 Recognize the willingness of the organization to avoid abuse and violence;

 Understand their position and responsibilities in the process;

 Know how to get guidance and advice;

 Know how to make a case and have to be assured that they will be heard.

The organizations of businesses and seafarers will help ensure that their contribution
to reducing discrimination and harassment is effectively conveyed by:

 Programs of awareness;

 Seafarers briefings;

 Posters;

 A section in the manual of the staff;

 Administration guide;

 The Seafarer Guides;

 Consultants who can direct mariners through policies and procedures;

52
 Publications in publications of the staff / union;

 Inclusions in meetings with briefings;

 Inductions.

Awareness raising activities

Organizations of companies and seafarers may wish to:

 Arrange for mariners to engage in training activities describing the negative

consequences of abuse and discrimination and setting company policies;

 Use systems to develop the mechanics of the company's incident reporting

procedures;

 Consider providing books, posters, and videos to help and reinforce corporate
policies;

 Train all new and current workers with training programs.

CHAPTER SEVEN

CASE STUDIES
CASE STUDY 1
In 2000 the international Cruise Liner Company released a policy on abuse, guest
relations, and crime. It is laid out in a leaflet distributed to all staff at a series of
seminars arranged by the organization. The seminars laid out the policy's intent and
advantages, descriptions of keywords in policy, video exercises, and group
discussions. The leaflet outlines key terms, explanations of actions that do and do not
constitute sexual harassment, reporting processes, and the consequences. There is also
a section entitled “Where to Go for Help”, which lists the persons to whom incidents
can be reported. It also gives ashore contact information for the person responsible

CASE STUDY 2
A Military Aid Ship Operator created a "Stop It!" booklet. – Discrimination and
harassment will not be tolerated, "provided to all staff members. The booklet includes

53
a personal Commodore message demonstrating its dedication to the program. This
provides a detailed list of definitions of discrimination and harassment, and a
checklist for staff members to determine whether elements of their actions,
unwittingly or otherwise, constitute discrimination and harassment. It also provides a
list of seven individuals who may be approached by staff members if they experience
abuse or bullying, some of whom are on board, some ashore, some outside the
company, and some who are reached through a secure telephone line. The director
organizes workshops for all employees in addition to the booklets, where they are
encouraged to identify signs of abuse and bullying. The trainer has created a video
about discrimination and harassment that is used at the seminars to stimulate
awareness of the topics.

CASE STUDY 3
A short Sea Ferry Company this company organizes ashore seminars on "Policies and
Procedures" for supervisors and managers which clarify company policies on equal
opportunities and harassment prevention. The policy on equal opportunity notes that
while much can be accomplished by the implementation of legal legislation,
significant change can only be made by a culture of encouragement and a sincere
belief in the moral and business case. It also sets out personnel roles for the policy at
various levels of the organization. The harassment prevention policy offers definitions
of forms of actions that are viewed as misconduct, which notes that those reported by
the organization as having committed misconduct acts will be subject to organization
disciplinary action and even criminal proceedings. It also sets out the grievance
procedures applicable to staff for reporting abuse incidents.

54
 CHAPTER EIGHT

CONCLUSION AND RECOMMENDATION

8.1 CONCLUSION
After doing extensive desk research, in conclusion, we can say that the objective of
this study is to find out the real scenario of discrimination and harassment on board
ship as well as the importance of discrimination and harassment policy. Following the
steps of a typical feasibility report, the outcomes are impressive. Extended research on
the Importance of discrimination and harassment policy onboard ship, literature
review, and resolution the thesis includes updated data, which can be used in real life.
Apart from the research part, the thesis concludes with practical analysis, which
conducted for the scope to support the eradication of discrimination and harassment in
the merchant's vessels. This paper will help to realize the importance of a sound
working environment through the implementation of discrimination and harassment
policy, which has been explained in chapter four and chapter five of this research.

8.2 RECOMMENDATION
 In this research, several challenges have been identified and discussed. The
rapid changes necessitate co-operation between the companies and ship
personnel, which can bring a change in the maritime sector regarding
discrimination and harassment.
 IMO may amend the existing regulation with the help of signatory nations to
facilitate the implementation of the discrimination and harassment policy
onboard.
 Shipping organizations around the world may consider the alteration of recent
incidents and the introduction of a new policy to get maximum benefits from
the discrimination and harassment policy in the coming years.
 Implementation of discrimination and harassment policy should be ensured by
the shipboard or shore-based management committees following the guidance
of the shipping company.
 By establishing representatives/ trade unions the effectiveness of the policy
can be monitored.

55
 Shipping companies or agencies should nominate fit and appropriately trained
person.
 All the employees of any ship should be familiar with the correct complaint
procedure for the effective result of this policy.
 Companies and training institutes should practice a positive and systematic
career/work-life consultations for finding out the training needs.
 Bangladeshi shipping companies should give more emphasis on qualification,
skill, and experience while choosing applicants to apply for a more
challenging role irrespective of their age, cast, or the institution from where
they've come. Etc.
 Above all Bangladesh, the Navy has zero-tolerance on discrimination and
harassment cases by ensuring the implementation of strict rules and equity.
This can be an example to the shipping companies for limiting discrimination
and harassment onboard. Maritime universities, as well as institutes around the
world, should emphasize conducting researches on the future for the
improvement of the discrimination and harassment policy.

56
 CHAPTER NINE

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58