By Joseph Zeller
THE maritime industry, with its deep-rooted traditions, has long been associated with a language that reflects its historical male dominance. Terms like “seaman”, “helmsman” and “master” are emblematic of an era when the industry was overwhelmingly male.
However, as society advances toward greater inclusivity and diversity, the maritime sector stands at the threshold of a significant linguistic shift.
The paradox of tradition and progress
Maritime is one of the world’s oldest industries, with a history that dates back to the earliest human exploration. Its language has evolved over centuries, with terms that carry significant historical and cultural meaning. However, this deeply entrenched tradition presents a paradox when balanced with the growing movement toward gender neutrality.
Tradition: The traditional language of maritime is not merely a collection of words; it represents the industry’s history, culture and values. Terms like “seaman” and “helmsman” are more than job titles – they are symbols of a time when men dominated the maritime world, and the language mirrored that reality.
Progress: Conversely, today’s world is increasingly moving toward gender inclusivity. The maritime industry, like any other, must adapt to this change to remain relevant and appealing to a diverse workforce. Gender-neutral language is not just about political correctness; it is about ensuring that everyone, regardless of gender, feels included and respected.
The challenge lies in how to honour the rich traditions of maritime language while embracing the need for progress. This delicate balance allows the industry to retain its historical identity while evolving to be more inclusive.
The role of language in shaping perceptions
Language is a powerful tool that shapes perceptions and influences behaviour. The words we use can reinforce stereotypes or challenge them. In the maritime industry, where women have historically been underrepresented, gender-specific language can unintentionally perpetuate the notion that certain roles are more suited to men.
For instance, the term “seaman” may unconsciously signal that the role is inherently male, potentially discouraging women from pursuing a career in maritime. By adopting gender-neutral terms like “seafarer” or “crew member”, the industry can send a clear message that these roles are open to everyone, regardless of gender.
However, this shift involves more than just changing words; it requires a change in mindset. It necessitates an acknowledgment that language can be both inclusive and exclusive and that by choosing our words carefully, we can foster a more inclusive environment that encourages diversity.
The paradox of inclusivity and practicality
Another paradox in the adoption of gender-neutral language in maritime is the tension between inclusivity and practicality. While gender-neutral language is crucial for creating an inclusive environment, it must also be practical and clear in its application.
Inclusivity: The push for gender-neutral language is driven by the need to create an inclusive environment where everyone feels respected and valued. This is particularly important in the maritime industry, where the workforce is becoming increasingly diverse. By using language that is inclusive of all genders, the industry can attract a broader range of talent and create a more positive working environment.
Practicality: However, in some cases, the shift to gender-neutral language can lead to confusion or a loss of clarity. For example, replacing “man overboard” with “person overboard” might, in some contexts, introduce ambiguity or reduce the immediacy associated with the original term. Additionally, considering the morphological structure of some maritime terms, adapting them to gender-neutral alternatives might lead to forms that are less concise or intuitive, potentially impacting effective communication. Similarly, the use of terms like “captain” or “master” carries specific connotations and responsibilities that may be diluted if replaced with more neutral terms.
The challenge here is to find a balance between inclusivity and practicality. This may involve rethinking certain terms and their implications while ensuring that the language remains clear and effective in conveying the necessary information.
Navigating the paradox: strategies for adopting gender-neutral language
To successfully navigate the paradox of adopting gender-neutral language in maritime, the industry needs to take a strategic approach that considers both tradition and progress, inclusivity and practicality. Here are some strategies to consider:
- Engage in dialogue: The adoption of gender-neutral language should not be a top-down decision. Instead, it should involve a dialogue with all stakeholders, including employees, unions and industry bodies. This ensures that the language adopted is both inclusive and practical, and that it is accepted by those who will use it daily.
- Review and update terminology: The maritime industry should conduct a comprehensive review of its terminology to identify gender-specific terms and replace them with gender-neutral alternatives involving a diverse range of voices to ensure inclusivity.
- Provide training and education: Changing words is not enough; it’s about changing mindsets. The maritime industry should provide training on the importance of gender-neutral language and how to use it effectively to ensure the shift is understood and embraced.
- Balance tradition with innovation: While it is important to adopt gender-neutral language, the industry should also be mindful of its rich traditions and history. In some cases, it may be appropriate to retain traditional terms, particularly if they have specific historical or cultural significance. However, this should be balanced with the need to be inclusive and to reflect the changing nature of the workforce.
- Monitor and evaluate: The adoption of gender-neutral language should be an ongoing process, with regular monitoring, feedback and evaluation to ensure that it is effective and continues to meet the needs of the workforce.
Case studies: successes and challenges in adopting gender-neutral language
To better understand the challenges and successes of adopting gender-neutral language in maritime, it is helpful to look at some case studies from other industries and sectors that have undergone similar transformations.
- The aviation industry: Like maritime, the aviation industry has a long history and a specific vernacular. However, in recent years, there has been a concerted effort to adopt gender-neutral language, particularly in job titles. For example, the term “stewardess” has been replaced by “flight attendant,” and “captain” is used irrespective of gender. This shift has made the industry more inclusive encouraging more women to pursue aviation careers.
- The military: The military, with a strong tradition, is also recognising the need for gender-neutral language to reflect the changing nature of the workforce. For example, the term “infantryman” has been replaced by “infantry soldier” fostering a more inclusive environment.
- Corporate sector: Many companies have embraced gender-neutral language as part of their diversity and inclusion strategies. Job titles like “chairman” have been replaced with “chair” or “chairperson,” creating a more inclusive culture and contributing to greater diversity in leadership roles.
The future of gender-neutral language in maritime
The adoption of gender-neutral language in maritime is not merely a trend; it is a crucial step towards fostering a more inclusive and diverse industry. However, this shift is also a complex process that demands careful consideration of the paradoxes involved.
As the maritime industry continues to evolve, it must find ways to balance tradition with progress and inclusivity with practicality. This balance will require ongoing dialogue, education, and a willingness to adapt to changing circumstances.
The future of gender-neutral language in maritime lies in honouring the industry’s rich traditions while recognising that language should evolve to reflect the changing nature of the workforce. By embracing this paradoxical mindset, the maritime industry can create a more inclusive and diverse environment, better equipped to meet future challenges.
This transformation is not just about changing words; it’s about shifting the mindset of an entire industry to be more inclusive and welcoming to all. Achieving this transformation will require time, effort, and a commitment to continuous learning and adaptation. Yet the rewards – a more diverse, inclusive and innovative maritime industry – will be well worth the effort.
* Joseph Zeller is a response manager at the Australian Maritime Safety Authority
This article appeared in the October | November edition of DCN Magazine
