VIKAND has highlighted the need for cultural change in the maritime sector as reports of bullying, harassment, and conflict at sea continue to rise.
With new amendments to the Standards of Training, Certification and Watchkeeping (STCW) set to take effect on 1st January 2026, explicitly addressing bullying and harassment, the global leader in maritime healthcare warns that, though welcome, regulations alone will not solve the problem unless companies also address the root causes: leadership culture, communication, and respect onboard.
According to the report “Workplace bullying and harassment at sea: A structured literature review,” [1] prevalence rates of workplace bullying and harassment at sea range from 8% to 25% of all seafarers, and over 50% among women seafarers.
Adding to this, the recently published 2025 Seafarer Survey by Danica Crewing Specialists found that in 2025, 16% of the respondents reported being subjected to bullying, racism or harassment, compared to only 7% in 2019 when the survey first took place. These findings highlight the scale of the problem and the urgent need for cultural and behavioural change within the industry.
Martin Hedman, VIKAND's Director of Mental Wellness Practices
“It’s quite easy to put regulations in place,” said Martin Hedman, Director of Mental Wellness Practices at VIKAND. “Companies need to have a policy — for instance, around bullying and harassment — and the right tools, buy in and executive commitment to support their people. The STCW amendment is a strong step, but recognition of the problem is the crucial first step. True change will only come when companies are willing to invest and engage on a deeper level than just setting up a generic training course for seafarers."
He notes that many of the mental health cases VIKAND is involved with today stem from relational issues and poor leadership onboard, rather than isolation alone.
“Many mental health issues are triggered by interpersonal issues onboard. People may feel disrespected or harassed by a superior officer or supervisor, and that’s becoming increasingly prevalent. It’s not just the isolation, it’s when things become explosive, such as with conflicts, where communication and attitudes becomes harsh and accusing, that mental health deteriorates quickly,” he said.
VIKAND emphasises that bullying and harassment can lead to severe psychological distress, including depression and suicidal thought, especially when compounded by long periods away from loved ones. The company believes that leadership and communication onboard ships must become more inclusive, empathetic, and proactive to create a safer and healthier environment for all crew members.
VIKAND views constructive communication as a cornerstone of psychological safety and overall mental wellbeing for seafarers. The company says these findings highlight a broader global need for improvement in how feedback and communication are delivered, particularly within the maritime environment.
Seafarers today require clear and effective communication not just to build trust and teamwork, but also to adapt to a generational shift in expectations about feedback and treatment. Unlike in the past, when a more authoritarian approach was common and accepted, today’s workforce values respectful and constructive dialogue. The new generation of seafarers expects meaningful, balanced feedback that emphasises growth rather than blame, highlighting the need for communication that focuses on delivery, tone, and respect.
“Feedback that is poorly delivered can lead to unnecessary stress, lower motivation, and even cause crew members to question their career in the industry,” explains Mr Hedman.“By prioritising constructive and supportive communication, we foster a more resilient, engaged, and mentally healthy workforce at sea.”
He adds: “Ultimately, addressing bullying and harassment at sea requires more than policies or regulations. It requires a culture shift, starting with leadership onboard and strengthened through comprehensive engagement and accountability from company executives and management ashore.”
“By fostering respect, inclusivity, and psychological safety, shipping companies can directly reduce the incidence of bullying and harassment, improve mental health outcomes, and create a safer, more supportive environment for all seafarers. The upcoming STCW amendments provide a framework, but true change will only come when companies actively implement these policies, train their leaders, and ensure every crew member feels valued and heard.”
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