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SAFETY4SEA Log I June 2025 I ISSUE 104 I 3 safety4sea.com On the occasion of this year’s Day of the Seafarer—celebrated annually on June 25th— this edition focuses on raising awareness about enhanced crew welfare to ensure a better workplace for seafarers. While the IMO has launched a campaign to promote a culture of respect and zero tolerance, we have also invited key industry stakeholders to share their perspectives on how we can create a safe, inclusive, and harassment-free work environment for our most valuable asset: seafarers. In this issue, you’ll find our dedicated column, Industry Voices, along with a feature article that highlights the current onboard landscape. Meanwhile, here at SAFETY4SEA, we continue our advocacy to recognize internet access as a basic human right at sea. Our major petition is available to sign at https://seafit.safety4sea.com/petition/. Additionally, our 2025 SEAFiT Crew Survey—sponsored by The NorthStandard— was launched in Q1. Its goal is to deliver a comprehensive welfare index and establish a benchmark for the industry. June is a month dedicated to crew welfare, and we are proud to announce the 5th Crew Welfare Week, taking place from June 24–26, 2025. Through expert panels and engaging discussions, we aim to place seafarers at the center of industry transformation. Learn more at https://crewwelfareweek. com/. Apo Belokas Founder & Managing Editor, SAFETY4SEA [email protected] Apostolos Belokas Editorial CONTENTS SAFETY4SEA is Fostering Sustainable Shipping for more than 15 years, hosting the leading safety4sea. com (300k visitors monthly), producing monthly magazines & tailored publications (100k p.a. circulation onboard & ashore), & Industry Surveys along with e-mail, video & social media, and delivering SAFETY4SEA, GREEN4SEA, SMART4SEA, CAREER4SEA & Crew Welfare Week Forums & Awards. INTERVIEWS 18. Baltic Exchange: Clear incentives and stable regulation key to maritime decarbonization 30. Dryad Global: Emergency response is always more costly than prevention OPINIONS 14. Crew connectivity: The two sides of modern welfare 24. From Human Error to Human Insight: How behavioral data is reshaping maritime safety 26. Innovative solutions to combat cargo fires & loss 44. B100 FAME-based biofuels: Key considerations ARTICLES 8. Crew welfare at the forefront: A maritime imperative for a safer, inclusive future 21. LR: Industry at risk of missing net-zero targets 22. Maritime piracy updates: A global security wake-up call 32. How the US – China tariffs shape the global trade 48. Goleman's six leadership styles and how they apply 51. Supporting women and families: A maritime lens on World Health Day 2025 EVENT COVERAGE 46. 2025 SAFETY4SEA Manila Forum INFOGRAPHICS 16. Addressing crew shortage: Establish clear expectations for respectful and professional behaviour 28. Vehicle Carrier Safety Forum: Time is the key factor in a successful fire incident response 28. RISK4SEA: Tankers PSC Analytics (CY2024) COLUMNS 4. Highlights 10. Industry voices for the Day of the Seafarer 37. Safety News 38. Green News 51. Women in Shipping 53. Career paths 54. Maritime health 56. Alerts 58. Safety digest 60. Video review 62. Book review 63. Reports 65. Regulatory Update 66. Crossword In this issue Find us here
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14 I SAFETY4SEA Log I June 2025 I ISSUE 104 safety4sea.com OP I N I ON And for operators? That means fewer headaches and more consistent performance. The bad: When it falls short But here’s the catch: not all internet is created equal. If bandwidth is limited, access is restricted, or the system is unreliable, it becomes a daily frustration. Some vessels still rely on outdated VSAT setups, limiting crew access to “off hours” or a tiny data allowance. That’s not welfare, that’s window dressing. Then there’s the risk side. More connected systems mean more attack surfaces. Without proper network management and cybersecurity, a connected ship can become a vulnerable ship. And let’s not forget the human risks of overuse. Unlimited access without CREW CONNECTIVITY: THE TWO SIDES OF MODERN WELFARE Let’s be clear: internet access is no longer optional. For the modern crew, it’s as essential as food and fuel. It affects morale, performance, and retention. But if not delivered right, it can frustrate more than it helps. The good: Real benefits for real people When done properly, connectivity improves lives. It reduces isolation, lowers stress, and gives seafarers a sense of control over their time at sea. They can call home, stream entertainment, take online courses, and stay in touch with the world. Studies show a direct link between high-quality connectivity and crew satisfaction. Happy crew means lower turnover, fewer complaints, and a more professional onboard culture. Maritime connectivity has come a long way. From slow, expensive satellite links to high-speed Starlink and 5G integration, today’s vessels are more connected than ever. For seafarers, this isn’t just a tech upgrade, it’s a lifestyle shift. But it’s not all upsides, Tsoukas Costas notes. Costas Tsoukas Marketing Manager MarPoint www.marpoint.gr
SAFETY4SEA Log I June 2025 I ISSUE 104 I 15 safety4sea.com In other words, it’s not just a connectivity gap—it’s a mindset gap. MarPoint’s Seafarer’s Companion: A tested, fleetproven solution MarPoint recognized this challenge early. That’s why we built the Seafarer’s Companion Suite—a complete solution built around three key pillars: 1.Advanced Network Management 2.Starlink & 5G Connectivity 3.Evo News Onboard Newspaper This isn’t a “bolt-on” service. It’s an integrated system engineered to give crew members fast, fair, and secure digital access—while maintaining full control and visibility for the shipping company. We handle bandwidth allocation, firewall rules, role-based access, DNS filtering, and secure remote support— everything needed to keep the network stable and cyber-secure, without overloading the IT team onboard. Always-on, high-speed access At the core of Seafarer’s Companion is high-speed internet through Starlink and 5G. This ensures reliable access even in remote regions. But it’s not just about speed, it’s about smart usage. MarPoint's system keeps business traffic separate from crew traffic and ensures fair access without clogging the network. No more complaints about slow Netflix or frozen WhatsApp calls. With real-time visibility and usage policies, crew welfare doesn't come at the cost of operational stability. Evo News: Keeping crews informed and connected One of the standout features of the Seafarer’s Companion is Evo News— a dedicated onboard digital newspaper, available in 20+ languages. It delivers daily global current events, business updates, sports scores, and more from trusted sources. guidance can backfire—crews staying up late online, showing up tired for watching, or getting emotionally overwhelmed by bad news from home. It’s not just about giving access— it’s about training both seafarers and their families to use it responsibly. Digital wellbeing at sea requires education, not just bandwidth. The generation gap is real Younger seafarers expect more. They’ve grown up digital and won’t accept a job without high-speed internet. But the gap isn’t just technical, it’s also structural. More than 50% of young Greeks believe maritime lacks opportunities, while shipping companies cite a lack of awareness and limited entrylevel positions as key barriers. Both sides value education and theoretical training, but there’s a misalignment of expectations. Young professionals focus on academic credentials. Employers want more: digital skills, languages, responsibility, and strong communication. They also emphasize ethics and professionalism—qualities they feel are being overshadowed by short-term thinking and unrealistic demands. Beyond news, it serves as a platform for company communications, sharing internal updates, safety bulletins, training content, and entertainment. The best part? It works without internet access, using low bandwidth syncing to keep things current. Whether they’re crossing the Pacific or anchored in port, your crew stays engaged and informed. Why it matters Connectivity done right is more than an amenity, it’s a strategic advantage. It helps retain talent, builds loyalty, and supports mental health at sea. But connectivity done wrong? It’s a liability. Poor systems frustrate crews, waste money, and expose fleets to cyber risks. MarPoint’s Seafarer’s Companion Suite offers a way forward. It’s not just about ticking a welfare box. It’s about creating an onboard experience that respects the crew, protects the network, and works in the real world. Final word Seafarers don’t want gimmicks. They want real connection—secure, fast, and fair. The ones who provide it will lead the next generation of shipping. At MarPoint, we’ve spent years building and refining a system that works. Across fleets, oceans, and crew nationalities, one truth holds: when you take care of your crew’s digital life, the rest follows. OP I N I ON
safety4sea.com Establish clear expectations for respectful and professional behaviour The first of nine guidelines introduced in March by the Global Maritime Forum’s (GMF) All Aboard Alliance emphasizes the importance of fostering a respectful, inclusive, and collaborative working environment on board vessels. Respect is not just a value but a lived experience; it stems from how we act and how others perceive us. Creating a Culture of Respect begins with the right mindset and must be a core priority in addressing crew retention and satisfaction. According to GMF, clearly defined company policies that set expectations for respectful and professional behaviour can significantly enhance workplace culture. This is supported by findings from pilot vessel crews, who reported higher levels of satisfaction compared to the broader population of seafarers. Why respectful behaviour at work matters 1► ► ► ► A respectful workplace improves communication, job satisfaction, and a sense of belonging. Promoting respect and inclusion at both company and crew levels is critical to seafarer well-being. Respectful behaviour fosters effective teamwork and a positive onboard atmosphere. It involves compassion, kindness, and collaboration—regardless of role, rank, or identity.
At its heart, building a culture of respect is an ongoing commitment to genuinely valuing and acknowledging people. 10 key actions Recognize and appreciate the efforts and contributions of others Communicate policies and procedures openly to ensure everyone has access to the same information Clarify decision-making processes, and when appropriate, invite input from the crew Understand and practice allyship; advocate with others, not just for them Take concerns seriously; listen with empathy and offer genuine apologies when needed Be receptive to the needs, interests, and emotions of others Champion transparency and inclusion as foundational values See diversity as a strength and an asset to team performance Value every individual, regardless of their role or identity Stay curious and open to others’ experiences and viewpoints 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. a Culture of Respect
24 I SAFETY4SEA Log I June 2025 I ISSUE 104 safety4sea.com convergence is reducing tolerance for error and exposing gaps in current safety practices. Yet, traditional safety monitoring tools—mechanical systems, checklists, periodic HR reviews, and compliance-driven reports—overlook critical behavioral factors, leaving significant risks unmanaged. New technologies like voice-based psychometrics, AI-powered behavioral analytics, and context-aware assessments now enable us to measure how seafarers function cognitively, emotionally, and socially over time. These tools analyze subtle shifts in speech tone, narrative coherence, language use, and communication dynamics to identify signs of fatigue, stress buildup, cognitive overload, or situational distress. Unlike traditional appraisals, which capture only static snapshots, these analytics are embedded into systematic screening processes that track behavioral trends across operational cycles. This longitudinal approach helps identify when a crew member's baseline begins to shift—even subtly—indicating early signs of strain before they escalate into incidents. FROM HUMAN ERROR TO HUMAN INSIGHT: HOW BEHAVIORAL DATA IS RESHAPING MARITIME SAFETY Until recently, this human element remained largely invisible. Behavior was hard to measure, difficult to audit, and often reduced to vague categories like “human error” in the aftermath of an incident. As a result, safety procedures and human behavior have been treated as separate domains—one technical, one subjective. But today, advances in behavioral science, artificial intelligence, and analytics are closing this gap. For the first time, we can quantify human behavior in operational terms, connecting how people think, communicate, and perform. This shift opens powerful new opportunities to enhance safety, strengthen crew support, and modernize training. Quantifying behavior: Unlocking new dimensions of operational intelligence The maritime industry is at a transformative moment. Vessel systems are more complex, operational demands are intensifying, and the supply of qualified seafarers is declining. This For years, maritime safety has been built on engineering precision and procedural rigor. Every checklist, alarm, and emergency drill serve a clear purpose: to reduce risk and ensure operational continuity. But behind every technical process is a human decision—and in the demanding world of maritime work, human behavior isn’t just a side factor. It’s the core of safety performance, argues Maria Kolitsida. Maria Kolitsida Founder SignalFusion www.signalfusion.ai
SAFETY4SEA Log I June 2025 I ISSUE 104 I 25 safety4sea.com genuine care for the crew’s well-being. Safety, in this view, is not just a set of procedures—it’s a system that evolves around the people it’s meant to protect. From data to decisions: Why behavioral safety is the next frontier The move from human error to human insight marks a profound evolution in maritime safety. At the heart of this shift is the concept of Signal Fusion— the integration of multiple data streams, such as voice patterns, operational logs, environmental conditions, and behavioral indicators, into a single intelligent safety layer. This fused data creates a more holistic, predictive view of crew readiness and risk. By embedding behavioral risk data into daily operations, maritime companies unlock a clear competitive advantage: they can deploy crews more strategically, target training where it's needed most, and intervene early to prevent costly disruptions. This datadriven approach also simplifies audits, proves compliance, builds client conConsider the case of a deck officer operating under high workload during a prolonged operation involving complex navigation, limited rest, and adverse weather. Over the course of several months, systematic assessments begin to show a pattern: his/ her communication becomes less clear, decision-making language more hesitant, and emotional tone more constricted. Though his/her technical performance still meets minimum standards, the behavioral data reveals accumulating situational distress—an early warning that cognitive fatigue and reduced situational awareness could compromise safety if left unaddressed. These structured, time-stamped behavioral signals can offer a more predictive picture of emerging risks. With early detection, crews can receive targeted support before performance deteriorates. Personalized risk profiles enable adaptive training, optimized scheduling, and better workload management. This integration marks a shift from static compliance to dynamic performance optimization. Safety becomes not just about avoiding failure—but about continuously enabling safe, resilient operations in real-world conditions. Designing safety around people Creating a truly safe maritime environment means normalizing human behavior in a profession that demands sustained, high-level performance under extreme conditions. It involves recognizing when crew members are approaching their physical, cognitive, or emotional limits—not to penalize, but to protect. By embracing behavioral insights, organizations can move beyond stigmatizing mental health narratives and instead foster a culture of real-time support, learning, and resilience. This enables early interventions, guards against silent burnout, and shows fidence, and supports more efficient insurance processes through transparent, evidence-based documentation. By putting people at the center of this next-generation safety approach, maritime organizations can build not just safer ships—but stronger, more resilient crews. In an industry defined by risk, that may be the most powerful innovation of all. OP I N I ON For the first time, we can quantify human behavior in operational terms, connecting how people think, communicate, and perform.
48 I SAFETY4SEA Log I June 2025 I ISSUE 104 safety4sea.com ART I CLE encouraging trust and camaraderie, though it may fail to address poor performance if not complemented by other approaches. #4 Democratic leadership style This approach is supported by collaboration, team leadership, and strong communication. It works best when building buy-in, gaining consensus, or seeking input from knowledgeable and committed employees. The democratic style typically has a positive effect on organizational climate, boosting morale and engagement, although it can slow decision-making when time is critical. #5 Pacesetting leadership style This style draws on emotional intelligence qualities like conscientiousness, a strong drive to achieve, and initiative. It is most effective when working with a highly competent and motivated team that thrives on high performance. However, it generally According to Daniel Goleman, a psychologist and best-selling author known for his work on emotional intelligence, six core leadership styles exist, each rooted in distinct emotional intelligence competencies. They are most effective in specific contexts and influence the organizational climate in unique ways. These styles are: #1 Coercive leadership style It is most effective in crisis situations, to kick-start a turnaround, or when addressing underperforming employees. However, the coercive approach generally has a negative impact on organizational climate, as it can stifle creativity, lower morale, and foster a culture of fear or resentment. #2 Authoritative leadership style This approach is rooted in emotional intelligence traits such as self-confidence, empathy, and being a catalyst for change. It works best when an organization needs a fresh vision or clearer direction. Among all the leadership styles, this one has the most strongly positive effect on organizational climate, as it promotes clarity, engagement, and purpose. #3 Affiliative leadership style This style relies on empathy, strong relationship-building skills, and open communication. It is particularly effective in healing team rifts, motivating people during stressful periods, or fostering team connection. The affiliative style has a positive impact on climate, has a negative impact on climate, as it can create pressure, burnout, and low morale if not balanced with support and feedback. #6 Coaching leadership style This style is grounded in developing others, empathy, and self-awareness. It is especially effective when helping an employee improve their performance or build long-term strengths and capabilities. The coaching style has a positive influence on climate, as it fosters growth, loyalty, and sustainable success, though it requires time and may not suit high-pressure or urgent environments. How the six leadership styles apply onboard According to Captain VS Parani, Vice President - Marine at Tufton Asset Management Ltd., Cyprus, the captain, chief engineer, or a department head are not the only leaders on a ship. Sometimes all you have to do in order to lead people is understand what works best in each scenario. But how can this be done? Luckily, Daniel Goleman has come up with an answer. GOLEMAN'S SIX LEADERSHIP STYLES AND HOW THEY APPLY
SAFETY4SEA Log I June 2025 I ISSUE 104 I 49 safety4sea.com ART I CLE to align with it. / Limitation: It can sometimes be perceived as overly controlling if the leader fails to involve the team in decision-making or overlook their input 3. Affiliative leadership: it can be used to strengthen team cohesion and support crew welfare, especially after high-stress periods, interpersonal conflicts, or long voyages. The leader focuses on emotional well-being and relationships. / Limitation: Should be combined with accountability to avoid tolerating poor performance. 4. Democratic leadership: it can be used when input is valuable such as revising procedures, optimizing schedules, or resolving technical issues. The leader encourages collaboration and values diverse viewpoints. / Limitation: Can slow processes when quick decisions are needed. 5. Pacesetting leadership: it can be used when working with a skilled “Every mariner is a leader! A navigator who executes a collision-avoiding manoeuvre at two in the morning when everyone else is asleep, and one who guides his subordinate through overhauling a purifier – each one of them is a leader.”, he adds. Understanding how these styles apply onboard a vessel can enhance team cohesion, safety, and performance. 1. Coercive leadership: it can be used during emergency situations or safety-critical moments, such as fire, collision risk, or equipment failure. The leader gives direct, non-negotiable instructions to ensure rapid compliance and safety. / Limitation: Prolonged use can lower morale, reduce trust, and limit initiative. 2. Authoritative leadership: it can be used to set a new direction such as improving safety culture, increasing efficiency, or adapting to new regulations. The leader shares a clear vision and motivates the team team to meet high standards under pressure. The leader sets an example through high performance and expects others to follow suit. / Limitation: Can cause burnout or disengagement if support is lacking. 6. Coaching Leadership: it can be used to develop individual crew members or teams for future roles. The leader provides guidance, feedback, and growth opportunities, often outside urgent operational demands. / Limitation: Requires time and may not be practical in fastpaced or emergency settings. Leadership style Modus operandi Style in a phrase Emotional intelligence competencies When it works best Impact on climate #1 Coercive Demands immediate compliance Do what I tell you. Drive to achieve, initiative, self-control In a crisis, to kick-start a turnaround, or with problem employees Negative #2 Authoritative Mobilizes people toward a vision Come with me. Self-confidence, empathy, change catalyst When changes require a new vision, or when a clear direction is needed Most strongly positive #3 Affiliative Creates harmony, builds emotional bonds People come first. Empathy, building relationships, communication To heal rifts in a team or motivate people during stressful circumstances Positive #4 Democratic Forges consensus through participation What do you think? Collaboration, team leadership, communication To build buy-in or consensus, or get valuable input from employees Positive #5 Pacesetting Sets high standards for performance Do as I do, now. Conscientiousness, drive to achieve, initiative To get quick results from a competent, motivated team Often negative #6 Coaching Develops people for the future Try this. Empathy, self-awareness, developing others To help an employee improve performance or develop long-term strengths Positive
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