In the close-quarters of a yacht, leadership carries not only the responsibility for operational success but also for maintaining a safe and respectful workplace. Harassment, whether verbal, physical, or psychological, can be particularly damaging in this setting, where crew live and work together in confined spaces for extended periods. Preventing harassment is not only a legal and ethical duty but also a critical factor in crew morale, retention, and overall safety on board.
“ISWAN reports that in 2024, the number of calls and messages to YachtCrewHelp relating to abuse, bullying, harassment, discrimination and violence (ABHDV) increased by 21.4% compared to the previous year.”
With such an increase in ABHDV reports, it’s clear that change needs to happen, and those with the power to change the industry can take a stand against the issue.
Understanding Harassment in the Yachting Industry
Harassment is the general term we are using for any unwanted behavior that violates another person’s dignity or creates a hostile, intimidating, degrading, or offensive environment.
Types of harassment can include:
- Derogatory remarks, inappropriate jokes, or persistent unwelcome comments.
- Unwelcome physical contact or the invasion of personal space.
- Unwanted sexual advances, propositions, or conduct of a sexual nature.
- Intimidation, isolation, or consistently undermining someone’s work.
How Leadership Sets the Tone
Yacht leaders: captains, senior crew members such as engineers and chief stews, and onshore managers, set the tone for workplace culture. The European Agency for Safety and Health at Work (2024) notes that leadership attitudes towards harassment directly influence whether crew feel safe to speak up.
If leaders ignore inappropriate behavior or engage in it themselves, it sends a clear message that such conduct is tolerated.
Conversely, leaders who model respectful behavior, address issues promptly, and provide clear channels for reporting harassment contribute to a culture where crew members feel valued and protected.
Early Warning Signs Leaders Should Not Ignore
Leaders should be vigilant for these red flags that could indicate harassment may be occurring:
- Crew members are becoming withdrawn or avoiding certain individuals.
- High turnover or repeated contract non-renewals in specific departments.
- Changes in performance or mood without clear operational causes.
- Rumors or “jokes” that seem targeted at a specific crew member.
Addressing issues early is critical. Research from the UK’s Advisory, Conciliation and Arbitration Service (Acas) shows that early intervention significantly reduces the likelihood of formal complaints and legal escalation.
(Include the Safer Waves document here.)
Building a Harassment-Free Culture on Board
Preventing harassment starts with leadership buy-in. Effective strategies include:
1) Establish Clear Policies
All crew should have access to a written code of conduct that clearly defines harassment, outlines unacceptable behaviors, and explains the process for reporting concerns. This should be included in onboarding and reinforced through regular briefings.
2) Training for Leaders and Crew
Annual training should be mandatory for all crew, with specialized sessions for leaders. The International Chamber of Shipping recommends scenario-based learning to help leaders recognize and respond to incidents. It’s imperative that leadership shows that they respect and understand the severity of such training.
3) Lead by Example
Leaders must model respectful communication, fairness in task assignments, and inclusivity in decision-making. Even casual interactions, such as avoiding inappropriate humor, send a strong signal about expectations.
4) Provide Multiple Reporting Channels
Crew may be reluctant to report harassment to their Captain or Head of Department. According to Safer Waves, the next option should be the management company or the Designated Person Ashore. Providing alternative channels and making sure each crew member has the information available to them, including confidential external reporting mechanisms, ensures accessibility and trust.
5) Follow Through on Reports
Every report should be taken seriously and investigated promptly. Even if the evidence is inconclusive, leaders should take steps to protect the reporting party from retaliation.
6) Offering the Opportunity For An Exit Interview
One powerful yet often overlooked tool in uncovering a toxic culture on yachts is the exit interview. When conducted thoughtfully, an exit interview offers departing crew members a safe space to share their experiences openly, including concerns they may not have felt comfortable raising while onboard. This feedback can highlight patterns of inappropriate behavior, leadership issues, or cultural challenges that would otherwise remain hidden. By treating these conversations as opportunities for honest dialogue rather than routine formalities, yacht leadership and management companies can identify problems early, implement meaningful change, and foster a healthier environment for future crew
The Unique Challenges of Yachting
Working and living in the same space means that harassment on yachts can feel inescapable for the victim. Unlike shore-based workplaces, there is often no “going home” at the end of the day. This makes swift action even more important, both to stop the behavior and to maintain operational harmony.
Confined quarters also mean that bystanders, other crew members who witness inappropriate behavior, play an important role. Leadership should encourage bystander intervention, especially during training, making it clear that silence can perpetuate harm.
Reporting Harassment
MHG Insurance, in partnership with Safer Waves, the Isle of Man Ship Registry, and Seas the Mind, has developed a reporting document to help crew understand how to report harassment or abuse. This resource is designed to make reporting as clear and straightforward as possible, with guidance on documenting incidents, knowing your rights, and finding support.
Visit our reporting document (created in partnership with saferwaves.com) to understand how to report harassment or abuse.
Prevention Protects Everyone
Preventing harassment is not only about protecting victims; it protects the entire crew and the yacht’s reputation. Yachts that gain a reputation for tolerating harassment may struggle to recruit high-quality crew and may face legal action , impacting owners, management companies, and charter appeal.
The International Transport Workers’ Federation (ITF) emphasizes that strong anti-harassment policies are part of ensuring decent work across all maritime industries. Crew who feel safe and respected are more productive, cooperative, and committed to their roles.
For yacht leaders, preventing harassment requires more than compliance; it requires commitment. By setting the tone, enforcing policies, and ensuring accessible reporting channels, leaders can build an environment where all crew can work without fear of harassment or retaliation.