14 MAY 2018 • FOGHORN FOGHORNFOCUS: HUMAN RESOURCES Navigating your risks, day and night. As the owner of a passenger vessel you face tough decisions every day, from hiring qualified crew to making sure your vessel is in prime condition. At Aon, we spend day and night thinking about your maritime risks so buying insurance doesn’t have to be another tough decision. We work with you to develop creative approaches and customized solutions that deliver more efficiencies, improved profitability and greater value. For more information, please call 1.800.730.7053 or visit passengervessel.com/member-resources.html#insurance Risk. Reinsurance. Human Resources. Navigating your Aon Risk Solutions Marine credibility within the workplace.  One must examine these advantages in order to understand what has been done in the past and how that fits into a more inclusive approach moving forward. It is easier to default to the broad-brush approach of equality, but equity truly captures the needs of various identities. Current Climate Understanding the current climate of the maritime industry, in regards to gender identity, is vital. According to the Bureau of Labor Statistics, women currently make up 22 percent of the maritime industry in the United States. (The Bureau of Labor Statistics does not currently recognize or document infor- mation on transgender and non-binary employees in any working sector in the United States). The top three reported reasons for women not joining the maritime industry are sexual harassment, bullying, and abuse.  Other reasons for not entering the field include lower pay, less opportunities for growth, and lowered expectations. These various factors have indicated a need for growth and change.  Understanding what hurdles are in place help guide strategic planning for achieving gender equity in the maritime industry. Culture Change Enacting change can be compli- cated in any position, but it is particu- larly hard when the change requires re-examination of social norms, ex- pectations, and duties that are placed on gender.  In order to create a more equitable workplace, we should embrace the following best practices. First, it is important to acknowledge, embrace, and accept difference.  Too often, folks receive the message that in order to be polite, socially competent, and inclusive, one must see and treat people the same.  This is a false narrative. It is natural to treat and see folks in different ways. Issues arise when treating someone differently becomes an act of disrespect.  Instead of shying away from difference, it is key to embrace what makes an individual unique. Learning and processing these distinguished nuances leads to a sup- portive, diverse working environment in which all folks are given equitable opportunities to succeed.   Second, there must be respect for all gender identities.  It is not enough to acknowledge, learn, and support one facet of gender, and then turn around and deny another.  Respect does not mean you have the same experience. It is simply the practice of treating individuals with a common level of decency and courteousness. T h i r d , e d u c a t i o n i s essential.  Frequently, the responsibil- ity of education in regards to gender falls on those with marginalized gender identities.  While it is important and