A theme raised during the panel discussion was that the increased demand for remote working could pose an obstacle to promoting a cohesive work environment. In response, the panelists collectively agreed that employers should instead put forth the benefits of working from the office to their employees. For example, a team that works together in the same office enjoys unique benefits, such as better teamwork and forging connections outside of their immediate team. Notwithstanding the perks of in-person working, the panelists maintained that it is important to seek feedback from workers to determine what truly constitutes a conducive office environment from an employee’s standpoint.

The panel also touched on ways in which managers in the maritime sector could improve their company’s appeal to their prospective employees by taking a people-oriented approach. Rather than marketing maritime as the hottest industry, it might be useful to dispel negative stereotypes associated with various fields within the maritime sector. To increase the value of the jobs that maritime offers, companies could alternatively promote personal and professional development of new hires, by helping workers to hone their expertise through their resources and on-the-job mentorship.

To leave the audience with more food for thought, the panel addressed the ways that diversity, equity, and inclusion could be improved in the maritime sector. It was generally agreed that while workplace diversity can be enhanced by implementing policies that enhance diversity and inclusion, these values could be demonstrated in practical ways by making conscious efforts to ensure that workers of all demographics have equal opportunities to participate in projects.