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What progress has the shipping industry made regarding equality and inclusion, and what specific initiatives is the WMU undertaking in this direction? While there is a growing recognition across the maritime sector that a diverse and inclusive workforce is essential for longterm sustainability, significant gaps remain both at sea and ashore. Stronger policy frameworks and an increasing number of initiatives to support women entering the industry are important improvements; however, they will require sustained, coordinated efforts to achieve notable, lasting change.At WMU, gender diversity and inclusiveness are integrated across our education, research, and capacity development efforts. We are particularly proud of the tangible progress reflected in our student body. With donor support, female representation at WMU has risen from just 3% in 1983 to a gender-parity record in our Class of 2026 Malm%u00f6 MSc intake, and our two MSc specialisations in China have likewise achieved gender parity in recent years.We are also advancing opportunities for women in the maritime sector through professional development and partnerships. For example, WMU is playing an integral role in delivering the IMO%u2013Republic of Korea SMART-C Women Project, which focuses on specialised training to open pathways to broader career opportunities and foster a more balanced, diverse workforce. Under the SMART-C Women Project, WMU is contributing to the development of Master Plans for pilot countries, helping to ensure longterm, sustainable impact. An example of partnership-driven training is the IMO/WMU/WISTA Gender-Inclusive Leadership in Maritime training course (formerly the Women%u2019s Leadership and Empowerment course), which supports capacity development and leadership. In addition, throughout 2026, WMU is undertaking an IMO consultancy for a regional scoping exercise on gender equality policies.WMU research further advances gender diversity by understanding the structural barriers within the industry, thereby informing more effective policy responses. The Lloyd%u2019s Register Foundation Deep Dive on Seafarer Sustainability report, based on WMU research, highlights a clear pathway to reach a target of 25% female seafarers by 2050 and includes specific steps ranging from STEM awareness for girls to targeted scholarships and robust gender-equality policies.We are also exceptionally proud of Professor Momoko Kitada, recipient of the 2026 IMO Gender Equality Award. Her leadership in gender and diversity initiatives effectively bridges academia, policy, and practice %u2014 translating research into tangible outcomes. Her work on gender inclusiveness has inspired and informed our efforts at WMU, as well as those of countless individuals worldwide who are advancing gender equality in their own administrations and institutions.Generation Z exhibits distinct characteristics that academic research is increasingly focusing on. Do you believe the shipping industry is adequately taking these traits into account? What is the role of universities in highlighting these characteristics and ultimately ensuring a smooth transition for young professionals into the shipping industry?A sustainable future for the maritime industry depends on a sustainable workforce. An article in the most recent issue of the WMU Journal of Maritime Affairs highlights the disconnect between the traditional seafaring model and Gen Z values. They are the first truly %u201cdigital-native%u201d generation to enter the maritime professions, and several of their key values %u2014 including connectivity, purpose, work%u2013life balance, and inclusivity %u2014 are areas where the industry is making progress but has still much more work to do.Interestingly, the values just mentioned align with where research is telling us the industry needs to be headed, not only for Gen Z but also for the wellbeing of a sustainable maritime workforce overall. A new WMU report %u2014 %u201cIn Search of a SeaLife Balance in an Adverse Environment: Understanding Seafarers%u2019 Life, Work and Turnover%u201d %u2014 reveals that excessive workloads and the lack of shore leave are driving a %u201cretention crisis%u201d, with nearly half of surveyed seafarers reporting that they are considering leaving the industry.Addressing %u201ctechnostress%u201d and identifying career pathways that allow for more fluid transitions between sea and shore are central to retaining the current workforce and attracting Gen Z to maritime careers. To attract and retain talent, wellbeing must be treated with the same rigour applied to technical safety standards. For Gen Z, high-quality connectivity is a non-negotiable standard linked to wellbeing; decarbonisation is an imperative that affects the future of humanity and all life on Earth; work%u2013life balance with fair pay and benefits is essential; and inclusivity is expected.While there is a growing recognition across the maritime sector that a diverse and inclusiveworkforce is essential for long-term sustainability, significant gaps remain both at sea and ashore. Stronger policy frameworks and an increasing number of initiatives to support women entering the industry are important improvements; however, they will require sustained, coordinated efforts to achieve notable, lasting change.Maritime education82 NX