Gen Z Seafarers Are Walking Away – But is the Industry Ready to Listen?

I want to talk about leadership, onboard culture, and communication, not as abstract concepts, but as the real-life experiences shaping the future of our industry.

Gen Z seafarers are walking away. The new generation is quitting after just one year at sea, and it’s not because they can’t handle the job. They’re leaving because of toxic leadership, lack of psychological safety, and outdated workplace cultures that see them as replaceable rather than valuable.

For young seafarers, these things are not just nice to have. They are the difference between a career that thrives and one that ends in burnout, fear, or frustration. And if the industry doesn’t listen, the shortage of skilled crew will only get worse.

I know this because I have lived it.

Thrown Into the Deep End, Literally

I was in my early twenties, full of ambition, working as Chief Officer on a small vessel with just four crew. I stepped onboard eager to prove myself. That energy did not last long.

The trip started in pure misery. Within days, we were caught in a Beaufort 10 gale in the Bay of Biscay. The ship was thrown around like a toy, and I was violently seasick. I felt completely helpless, barely able to function, yet still expected to do my job. But the storm outside was nothing compared to the storm inside that vessel.

The atmosphere onboard was toxic and hostile.

The Master, well into his late sixties, started his mornings with Fanta mixed with alcohol. The deckhand was aggressive, and unpredictable, and made it clear he had no respect for me. He threatened me multiple times, saying I was "lucky" to be a woman, or he would have beaten me so badly I would never speak again. He warned me not to report it because no one would believe me.

He was right. I did not report it.

But what haunted me even more was the constant racist remarks from both the Master and the deckhand. They would sit and openly talk about how all Black people should be shot. Every single day, these comments filled the air, and I was left in shock at the ease with which they spoke. Our Engineer, a kind and hard-working man from Ghana, was their direct target, but I also felt sick just witnessing it.

I was scared to go ashore at one point because I genuinely feared the Master would seriously harm or kill the Engineer while we were gone. The hatred in their words was real, and there was nothing I felt I could do.

The Master had nothing to fear. He was already beyond retirement age, and no one was going to hold him accountable, so I thought.

When my contract ended, they offered me a double salary to stay. I refused and got off that ship as fast as I could.

What shocked me most was that the next officer assigned to replace me refused to join once he found out who the deckhand was. This man had a known reputation for being dangerous, yet he was still sailing.

Why Does This Matter Today?

I never spoke up back then. Not because I was na?ve, but because I thought nothing would be done. And that is exactly what worries me about today’s young seafarers.

Gen Z cadets are quitting after just one year at sea because of bullying, racism, and toxic leadership.

The happiness index for seafarers keeps dropping, and the industry is facing a massive seafarer shortage. Yet, many companies still operate as if crew are replaceable, rather than recognising that good people are what keep ships running safely.

The biggest issue? Psychological safety is still missing.

Many seafarers do not feel safe to speak up. They fear being seen as weak, or worse, being blacklisted from future jobs. They keep their struggles to themselves until they can’t anymore.

I look back now, as a mother and a coach, and think: Would I sleep at night knowing my daughter was out there, stuck in that kind of environment? Absolutely not. So why should it be acceptable for anyone?

What Needs to Change?

If we want to keep our young seafarers, the industry must start valuing empathetic, human-centred leadership.

?? Psychological safety: Seafarers need to know they can report concerns without fear of punishment.

?? Emotional intelligence in leadership: Leaders should understand the human side of their crew, not just their ability to do the job.

?? A shift in culture : If the industry keeps treating people as replaceable, the next generation will simply walk away. (They do already)

If you are a leader, ask yourself: Would you want your own child working under this type of traditional leadership style onboard?

If we do not create safer, healthier workplaces at sea, we will lose the next generation before they have even had a chance to thrive.

?? If your team needs help navigating these challenges, let’s talk. I help leaders and teams create better, safer, and more human workplaces.

?? Book a call: www.tinekezoet.com

#EmpatheticLeadership #SeafarerWellbeing #PsychologicalSafety #HumanCenteredLeadership #MaritimeLeadership #MentalHealthAtSea