Anchoring Women in Port Careers
In the traditionally male-dominated maritime and industrial sectors, gender imbalance remains a significant challenge. This issue is clearly evident at the Port of Rotterdam: the 2024 labour market survey shows men represent 77% of the workforce, while women account for just 23%.
The disparity is sharper in technical and operational roles, with only 9% of such positions at the Port of Rotterdam Authority held by women, even though women comprise 40% of the organisation’s overall staff. These figures highlight the urgent need for structural and cultural change to foster a more inclusive and diverse labour market.
To address this, the Port of Rotterdam Authority, together with more than 20 partners and over 200 companies, launched a comprehensive initiative running from 2023 to 2030. Embedded in the Port Authority’s enterprise strategy for 2025–2029, the programme aims to attract more women to port-related careers, empower those already working in the sector, and support employers in creating inclusive workplaces. The focus is on long-term, system-wide change through collaboration and innovation.
A central pillar of the initiative is a set of targeted recruitment campaigns coordinated through the ‘Working in the Port of Rotterdam’ platform. These campaigns highlight opportunities in digitalisation and the energy transition, two growing fields offering new prospects for women. By targeting women within a 45-kilometre radius, the campaigns use storytelling and media to showcase female role models and inspire others. Events also play a key role: the 2025 ‘Girls’ Day’ welcomed 150 girls aged 10–15 to explore port careers, while the Technical Women’s Dinner brought together 70 female students and professionals for networking and advice. In addition, Onze Haven magazine published interviews with 15 women from the sector, presenting diverse career paths.
Women at the Port
Internally, the Port Authority launched ‘Port of Empowerment’, supporting women across the organisation with knowledge sessions and networking. Externally, the ‘Women at the Port’ network, formed with eight major port companies including Deltalinqs, brings together women and male allies to strengthen recruitment and retention. To advance inclusive hiring, over 125 companies have joined seminars on inclusive leadership and recruitment without bias. A mentorship programme and company scans by TNO provide further tailored support. . Platform “Inclusive Port” offers companies information and access to regional D&I expert parties.
What makes the Port of Rotterdam’s approach innovative is its system-wide character and emphasis on cultural change in addressing gender diversity. Supported by 50% co-financing from the European Just Transition Fund and broad stakeholder backing, the initiative is both financially viable and scalable. Another distinctive element is its collective nature. Collaboration between the Port Authority, Deltalinqs, and ultimately 3,000 employers within the port area ensures a unified and impactful strategy. This shared effort amplifies the reach and effectiveness of the initiatives while setting a precedent that can be replicated in other ports. By working together, the port community contributes not only to diversity and inclusion but also to wider social integration.