Cultural Hierarchy and Superiority: The Silent Killers of Maritime Team Morale and Safety

Years ago, as a young female officer in the maritime industry, I quickly learned that ships are a world of their own, with a strong sense of hierarchy, discipline, and unspoken cultural rules everyone is expected to follow.

However, one of the most striking problems I encountered wasn’t related to technical failures or storms at sea. It was the toxic presence of cultural hierarchy and superiority onboard.

These hidden dynamics, ranking people based on perceived value and place in the hierarchy, destroy morale and endanger the entire crew's safety.

🚢 A Personal Story from the Bridge

Here’s a personal story from one of my younger Generation Z clients, Lea, a young female seafarer engineer who struggled with the hierarchy onboard:

"So, I was sailing as a third engineer on this old cargo ship, right? We were heading to a new port, everyone was on edge, and sleep? Yeah, not happening. I was still trying to get the hang of things, eager to learn, but super aware of the hierarchy onboard. The senior officers? They made the calls, and us juniors? We were just meant to follow along, no questions asked."

"One day, I noticed something wasn’t right with one of the systems. It wasn’t a massive issue, but my gut told me something was off. So, I went to the chief engineer to say, 'Hey, maybe we should check this out.' His response? Total shutdown. He literally said, 'You’re not experienced enough to get it, don’t stress your pretty little head over this, lovely. Go back to sleep.' I just stood there, swallowed my frustration, and went back to my station, second-guessing myself."

"A few days later? The small issue turned into a big problem—one that could’ve been avoided if we’d actually worked together and not just followed the hierarchy blindly."

Lea’s story highlights how cultural hierarchy silences voices, dismisses concerns, and ultimately compromises safety. It's a common issue, woven into maritime culture, where questioning authority is seen as weakness or disrespect.

Why Cultural Hierarchy Is Toxic in the Maritime Industry

In an industry where life at sea demands teamwork and collaboration, cultural hierarchy and superiority become ticking time bombs. Here’s why:

🤐 It Silences the Lower Ranks: When those at the top believe they are inherently more valuable, it discourages others from speaking up. Important issues get ignored, leading to dangerous oversights.

🤐 Destroys Psychological Safety: To function effectively, crew members need to feel safe voicing their concerns. When strict hierarchy dominates, it leads to fear of punishment or ridicule. Junior crew members, women, and those from different nationalities feel undervalued, which impacts both morale and operational safety.

🤐 Encourages Toxic Behaviour: Believing in superiority often breeds bullying, harassment, and discrimination. This is especially true in multicultural environments like maritime, where different nationalities, genders, and ranks co-exist. The gap widens, creating an environment where some feel ‘above’ others.

🤐Breeds Resentment and Lowers Retention: Toxic hierarchies create an "us vs them" mentality. Over time, those at the bottom grow resentful, which lowers job satisfaction and drives high turnover, especially among young officers who become disillusioned with their profession.

BIMC/ICS Seafarer Workforce report, Officer shortage is predicted to be 20% by 2026, due to the gap created by senior retiring officers and the slow progression of younger generations into these roles.

It certainly doesn't help if these younger lower ranks quit before they reach senior status, shall we need an active change of this type of culture? new generations need a different approach to work culture. They demand a more balanced, human-centered leadership approach.

How to Tackle Cultural Hierarchy in Maritime Teams

So, how do we tackle this deep-rooted issue without undermining the cultural values that some may hold dearly? The key is focusing on what we all share: a commitment to safety and success at sea.

Here’s how to start:

🤝 Encourage Open Communication: A clear rank structure may be necessary for operations, but team culture can be more fluid. Leaders should actively seek feedback from everyone and create an environment where all crew members, regardless of rank, feel comfortable raising concerns.

🤝 Promote Empathetic Leadership: Empathy is an undervalued leadership skill. Leaders who understand the experiences of lower-ranking crew members can create a more inclusive environment, fostering teamwork and open dialogue.

🤝 Diversity Training and Awareness: Leaders and crew need training to recognise the negative effects of cultural superiority. This includes addressing unconscious biases, promoting equality, and ensuring everyone feels valued, regardless of rank, gender, or nationality.

🤝 Introduce Mentoring and Peer Support: Pair junior crew members with senior officers for mentorship. This builds relationships and creates a safe space where younger crew members can share their thoughts, challenges, and ideas without fear. This will also deal with generational difficulties simultaneously. We can learn from each other.

🤝 Reinforce Psychological Safety: Establish clear reporting procedures for issues like bullying and harassment, ensuring there is no fear of retaliation. When crew members trust that their concerns will be heard, they feel safer and more empowered. I understand that reporting to a senior member of the crew onboard is often avoided, so we need to think of a different way to make them feel safe to report immediately.

A Final Thought: Changing the Tide

Cultural hierarchy and superiority are often invisible forces, slowly eroding the morale and safety of maritime teams. We’ve accepted this for too long as part of the job. But times are changing, and so must the industry.

As someone who has sailed through both calm and stormy seas, I know the importance of collaboration, trust, and the freedom to speak up. We must celebrate diversity of thought onboard, whether it comes from the captain or the cadet. Only then can we build strong, resilient, and safe teams that don’t just survive at sea, but thrive.

What I Do and How I Can Help

As a maritime workplace coach with a background as a former officer and Human Factors Specialist, I support leaders in building resilience, fostering psychological safety, and navigating the complex interpersonal dynamics at the workplace. I work with teams and individuals to promote open communication, empathetic leadership, and a culture of respect across all ranks.

If you or your team are experiencing challenges related to hierarchy, cultural dynamics, or morale, I’d be happy to discuss how I can support you in creating a more collaborative and safe working environment.

Don’t hesitate to get in touch! hello@tinekezoet.com www.tinekezoet.com to learn more.