Introduction

As a Computer Scientist by training, I understand very well what it is like to work in an industry dominated by males. In fact, according to the Computing Research Association, in 2006/2007 only 12 percent of undergraduate computer science and engineering degrees from research universities went to females.

But something very interesting happened when I became a faculty member of Computer Science at the University of British Columbia. At that time, there were thirty faculty members in the department – with only one of them being female. That was not much of a surprise in a male-dominated discipline. But the really interesting part was that the lone female faculty member was, in fact, the head of the department. She (Maria Klawe) was also easily one of the most intelligent, dynamic, and forward-thinking individuals I have ever met. She always challenged the status quo, and worked extremely hard to make every aspect of the department (and of Computer Science as a whole) better in any way she could. She has continued to do so everywhere she has gone – including her prestigious (and well deserved) roles as the Dean of the School of Engineering and Applied Science at Princeton University, and as the President of Harvey Mudd College. Maria was an early mentor of mine, she encouraged me to teach, she supported me as a faculty member of Computer Science, and she encouraged me to explore the area that has become my career – educational technologies. In fact, we even co-founded a company a number of years later. Maria is the kind of person who makes everyone she comes into contact with better for knowing her. Maria’s supportive nature, enthusiasm and drive are incredibly contagious.

I am telling you all of this because one of the many things that Maria demonstrated to me was the power of mentoring and being a role model. Everyone, when they are making career choices, needs a supportive role model like Maria. Of course, “Marias” do not grow on trees. Especially female “Marias”. So in addition to the broad impact Maria has had (and continues to have) on the science and industry as a whole, it is clear that one of her greatest impacts is, and continues to be, the impact she is having as a role model for females who are looking to enter into, or advance within, Computer Science.

Females are Underutilized in the Maritime Industry

The maritime industry is very similar in many respects. According to a 2008 address by Efthimios E. Mitropoulos, Secretary-General of the IMO:
“Female seafarers are an under-utilized, underdeveloped but valuable resource that could provide part of the solution to the increasing problem of finding sufficient adequately trained personnel to manage and operate the world’s growing and sophisticated merchant fleet.

However, it is clear that, to achieve this, there is a need for changes in attitude towards employing women as seafarers; recruitment of women in the shipping sector generally; and increased maritime training opportunities for women.”

Underutilized indeed. According to a 2009 interview with Sarah Finke of the International Transport Workers’ Federation:
“We estimate that there are around 23,000 women seafarers worldwide, representing a low 2 percent of the total workforce, and clustered disproportionately in the ferry and cruise sectors, and in service roles. The total number is slowly increasing, as is women’s representation in the ranks of ships’ officers and masters. But it is an unacceptably slow process …”

So what can be done about this? Clearly  this is a multi-faceted issue which requires a broad, systemic approach to address. However, as Maria taught me, one of the key pieces to the approach is the availability of role models for those females who are looking at the maritime industry as a possible career. Without such role models, females are required to be pioneers establishing new ground. Even with role models, this is still true to some extent, but the role model demonstrates the viability of the career choice, and provides a precedent for success. If we can take the role model one step further and turn them into a mentor, then you have the “Maria effect” – a supportive success whose drive and enthusiasm are contagious.

Female Role Models and Mentors

This is one of the main reasons that I started the International Maritime Mentoring Community. And I am very pleased to say that of the 4,000 years of combined maritime industry experience available there for the taking, a large number of those years come from female mentors.
In this article, I’d like to introduce you to one of those “supportive successes whose drive and enthusiasm are contagious” – Capt. Lou Mitchell. Capt. Mitchell is a mentor who has volunteered to be a part of the mentoring community. Read about her below, and then feel free to join the community and connect with mentors such as Capt. Mitchell and others.

About Lou Mitchell

Capt. Mitchell completed all of her training at Warsash Maritime Academy. According to her profile on the International Maritime Mentoring Community: “I am a lecturer at a UK Marine College, lecturing in Chief Officer’s Navigation and Structure and Maintenance and Officer of the Watch Marine Law and Management. I spent 10 years with Maersk, from cadet to Chief Officer, spending all my qualified career afloat on container ships. I hold my Masters 3000grt COC and Chief Officer Unlimited COC. I came ashore in 2008 to work for a towage company as marine Superintendent and in 2009 moved into education.

“I would like to mentor Navigation Cadets, those studying their Officer of the Watch tickets having sailed as ratings and Junior Officers who are newly qualified. I loved my time at sea, but would have loved to have access to a mentor who wasn’t on board the ship, sometimes you just need advice and support from someone who isn’t there!”

Q and A

I asked Capt. Mitchell to comment a bit more about mentoring and her maritime background by posing a few questions. Here are the questions and her responses:

Why do you believe mentoring is important in the maritime industry?

“Mentoring is hugely important within the maritime industry, particularly shipping. When I started as a cadet in 1998 I sailed on vessels with officers who had been through either the same style of cadetship or something similar. In my present role as a Senior Lecturer at a British Maritime College I now see trainees who struggle at sea, in some cases getting little support with their training as the officers do not understand the British system. These trainees return to college, in a lot of cases, disillusioned with the industry and the career that they have chosen. To have access to mentors who understand the system of training can only benefit trainees. Having someone who can be a sounding board and offer direction and support can only be of an advantage to those starting out in the maritime industry.

“However it is not just those who are starting out that profit from a mentor. There will be individuals out there who wish to change direction in their career, but have no idea what is out there. I was one such individual and would have welcomed being able to find a mentor who could advise me what other career options were available. I became a Marine Superintendent for a towage company, but I will openly admit that had I known how to enter the towage industry as a Chief Mate, I would have much rather been working on the tugs than in the office!”

Tell us one of your most memorable stories from your experience as a mariner.

“I have lots of memorable stories, however not all are suitable for general publication! However I do remember as a cadet leaving Tanjung Pelepas, Malaysia bound for the Suez Canal. At the time I was the 4-8 cadet on watch with the Chief Officer. The Chief Officer had been up for the whole port call so the Master sent him to bed. I remember thinking to myself; this will be good opportunity to observe the Master navigating in the Singapore Straits. How wrong could one deck cadet be! The Master gave me the ‘con’ and sat in the pilot chair and let me navigate. It was petrifying at the time, but such a great learning experience and I managed it. Until writing this it had never dawned on me that he only gave me the ‘con’ because he knew that I had the ability to navigate the vessel safely and that he did it to boost my self-confidence.”

Thinking back to a memorable mentor you had – how did that relationship help you as a professional mariner?

“The most memorable mentor I had was a Captain that I sailed with on my penultimate trip as a cadet. He is South African and had a very different attitude as a Captain to any that I had previously sailed with. He had time for everyone, it didn’t matter if you were cadet, crew or officer; provided you pulled your weight, he recognised your value to the ship. His management style was not the ‘Ivory Tower’ method that I had observed previously but one of ‘I am part of the team’. He made sure that cadets and crew got the opportunity to go ashore, birthdays were remembered and celebrated, these sound like only minor things but it can be the minor things that make the biggest difference in moral. He taught me how important please and thank you is to the Filipino crew, you get lots more done!

This Captain became my mentor for the rest of my career afloat and was able to offer advice and support when I needed it.”

What is the one best piece of advice you can offer to a young man or woman who is considering entering the maritime industry?

“I loved my time at sea; it was and still is a fabulous career. The seeing the world part depends on which company you work for, so research your options. Go to college open days, speak to different companies and think carefully about the type of ships you wish to work on. Speak to mentors within the Maritime Mentoring Community, they will be honest and give you a good idea of what your options are.

An important point is that your qualification is not given to you on a plate; you have to work hard, both ashore and at sea. The hours can be and will be long. Do not expect the officers to chase after you to do your work; they are on board the ship to carry out their role within the crew. Show interest in the career that you have chosen and willingness to do every job and that will be rewarded.”

Conclusion

As I have said before, I am truly in awe of the mentors we have on the site, their tremendous experience, and their willingness to give back to the industry they helped build. Young mariners (and other maritime workers) are indeed truly fortunate to have the opportunity to interact with these people, ask them questions, and benefit from their wisdom and experience.

Please join the Maritime Mentoring Site, and spread the word about what we are doing there.