Discrimination remains a significant and structural risk for seafarers in maritime supply chains, undermining equal access to decent work, fair treatment and career progression. Seafarers are often recruited from a limited number of labour-supplying countries, creating hierarchies on board vesselships where nationality, race or ethnicity can influence wages, job allocation and treatment. Workers from lower-income countries may be paid less for equivalent roles, face poorer living conditions or be assigned more hazardous tasks. This unequal treatment is inconsistent with ILO principles on non-discrimination and equal remuneration and is exacerbated in Flags of Convenience (FOC) systems where weak oversight enables disparities to persist
Gender-based discrimination is also prevalent. Women seafarers remain significantly underrepresented and face barriers to entry, unequal opportunities and heightened exposure to harassment and exclusion. Ship design, facilities and workplace culture are often not adapted to support women, reinforcing structural inequality.
Migrant status further compounds discrimination risks. Seafarers working across jurisdictions may face unequal access to rights, limited legal protection and barriers to remedy. Language differences and cultural hierarchies can also marginalise certain groups, reducing their ability to raise concerns or participate in safety processes.
Discrimination at sea is closely linked to other risks, including violence, harassment, unequal pay and restricted access to grievance mechanisms. In isolated and hierarchical environments, these risks may remain hidden, increasing vulnerability and exposing seafarers to cumulative harm.