Breaking barriers in shipping: WISTA UK talk with Claire Wright and Rania Tadros

WISTA UK hosted an event at Stephenson Harwood’s office where Rania Tadros, Partner at Stephenson Harwood and President at WISTA UAE, sat down with Claire Wright, Managing Director at Hanwha Ocean, for an insightful conversation on leadership, diversity and gender equality in the shipping industry.

Claire’s journey in the shipping industry is both remarkable and enlightening. As someone who started with no knowledge of shipping, she found her path through sheer determination, a willingness to learn and the support of mentors who saw her potential. But it wasn’t always easy—she faced obstacles, including the gender biases that were present when she first began.

Claire’s entry into shipping was an unconventional one. As a student of languages and politics in Denmark, she found herself working at Maersk, one of the largest shipping companies in the world. With no prior knowledge of the industry, Claire’s experience mirrored the challenges many face when stepping into a new and unfamiliar field. She noted that shipping, and indeed many industries, often lack awareness and education in the general public. She recalled how, when she began at Maersk, women weren’t allowed to wear trousers, and promotional materials featured images of scantily clad women.

Despite this, Claire’s drive and the training she received opened many doors for her. She recognized early on that success would come not just from hard work but also from ensuring that others knew what she could offer. One of the ways she achieved this was by speaking at conferences to build visibility for herself and her ideas. She emphasized the need for women to market themselves, showing the value they bring to their roles and their industry.

One of the key themes Claire discussed was the issue of imposter syndrome, which many women experience in male-dominated industries like shipping. She stressed the importance of finding mentors—trusted individuals who could offer advice, guidance, and support. As more women rise to leadership positions, Claire emphasized the need to create an environment where the best talent, regardless of gender, is promoted based on merit.

Rania, as an advocate for mentorship and leadership, highlighted the importance of role models in both leadership positions and the broader workforce. Having seen first-hand the challenges women face in shipping, Rania shared how important it is for both women and men to see leaders who inspire them and make them believe they too can succeed.

The conversation turned to unconscious bias and how it affects hiring and promotions in the industry. Claire pointed out how, statistically, men are often hired when they meet only 40% of the qualifications for a role, while women need to meet 90% of the criteria. She also discussed the barriers faced by women when it comes to flexible working, which is often viewed as a sign of reduced dedication. However, Claire advocated for focusing on delivery and results, not the hours worked, as a way to ensure that both men and women have equal opportunities to succeed.

The discussion continued with some practical advice for overcoming the barriers women face in shipping. Claire urged companies to recruit better by ensuring that women feel encouraged to apply for roles. She also stressed the need to look at the skills required for today’s jobs, rather than relying on outdated qualifications. In a rapidly changing world, particularly in the shipping sector, it’s essential to evaluate skills based on the future of the industry, not just past experiences.

For women navigating male-dominated environments, Claire emphasized the importance of having examples and concrete data to back up claims, as well as standing up for oneself. She shared how diversity in the workforce adds tangible business value, which can directly impact a company’s bottom line.

Men, too, have a critical role to play. According to Claire, men must consciously think about how they recruit, mentor, and support women in the workplace. It’s essential for men to act as allies and advocate for diversity by using language that resonates and shows why inclusion benefits everyone.

In her closing remarks, Claire highlighted the importance of training leaders to be more aware of diversity issues and the need to address the gender imbalances in the supply chain. With the challenges of reaching net-zero goals and attracting new talent, especially from younger generations, there is a need to create a more inclusive and supportive environment in the shipping sector.

Both Rania and Claire agreed that diversity is not only a moral imperative, but it is also a business imperative. The evidence is clear: diverse teams perform better, are more innovative, and ultimately deliver greater value to organisations.

In dealing with challenges, Claire shared a powerful piece of advice: When faced with situations where you are dismissed or not taken seriously, it’s essential to remember that bias isn’t just a gender issue. It’s a social and economic issue that can affect anyone. Allyship is crucial in these moments, as is having the courage to speak up. When faced with inappropriate language or behavior, Claire suggested we ask ourselves: “Would you use the same language for a man?” If not, it’s a clear indication that the language is inappropriate.

As Claire’s personal story and insights show, creating a supportive, inclusive, and forward-thinking environment in shipping requires all of us to challenge outdated norms, embrace change, and support each other, no matter our gender. It’s not enough to simply discuss diversity—we need to actively work towards it by changing the way we hire, promote, and mentor individuals, and by creating a workplace that values everyone’s contributions.