How we ensure we are a gender equitable employer
Our commitment to change
Historically, the maritime industry and workforce has not reflected the diversity of society and has not provided equal opportunities for everyone, particularly along gender identities.
We recognise there is work to do to ensure AMSA is a gender equitable employer, and we are committed to being a leading example for industry.
Our Gender Equity Action Plan 2022-27 focuses on what matters most to take AMSA towards a more gender equitable future.
2026 refresh
In 2026, we refreshed our Gender Equity Action Plan 2022–2027 to continue driving long‑term, meaningful change. We are now tracking and measuring progress against additional objectives and initiatives, including:
- embedding our new One AMSA values of inclusive, respectful, innovative, collaborative and accountable
- introducing recruitment panel training to challenge gender bias
- strengthening reporting through quarterly diversity and inclusion analysis to senior management and the Board
- improving recruitment, promotion and retention processes to ensure they are equitable and free from gender bias
- tracking gender composition throughout the recruitment process
- expanding our understanding of flexible work to support diverse needs and work–life balance (it’s more than just working from home)
- applying inclusive parental leave provisions so all new parents, regardless of gender, have fair access to leave
- rolling out People Manager 101 training to grow and support people manager capability.
Last updated: 9 March 2026