Version 1.0 of these industry principles were updated with a terminology change in line with the International Labour Organization Convention No.190 “Ending Violence and Harassment in the World of Work”. The use of the phrase ‘harassment and bullying’ in Version 1.0 has changed to ‘violence and harassment, including sexual harassment, bullying and sexual assault’ or ‘violence and harassment’ in the current Version 2.0.

The ability of the maritime sector to successfully combat violence and harassment on board ships highly depends on the effectiveness of company policies and other complementary measures. This includes how they are developed, implemented, applied and monitored.

Drawing inspiration from an array of company policies and complementary initiatives, ICS and its global network of shipowners and operators have produced this set of industry principles for establishing effective measures to combat violence and harassment.

All shipowners and operators are being strongly encouraged to take these ICS principles into account, when reviewing their existing policies or establishing new policies and complementary measures to address violence and harassment.

Five high-level principles

Company policies and complementary measures to successfully combat violence and harassment in the maritime sector should be mindful of the following high-level principles:

1. Be data driven (e.g., surveying employees on board and ashore).
2. Foster a culture of inclusion and diversity.
3. Support all cultural backgrounds, races, religions and faith.
4. Treat complaints of violence or harassment with seriousness and treat those making complaints with respect and dignity, avoiding “victim blaming”.
5. Include a statement of strong leadership commitment to the elimination of violence and harassment.

Eight detailed principles

Company policies and complementary measures to successfully combat violence and harassment in the maritime sector should also be mindful of the following, more detailed, principles:

1. Define what ‘violence and harassment’ means for your company, including examples of behaviours that constitute these actions.
2. Raise organisation wide awareness about your company’s stance and expectations regarding ‘violence and harassment’.
3. Establish effective company policies to combat ‘violence and harassment’ throughout your company.
4. Ensure that anti-violence and harassment policies are
   developed through social dialogue with workers and are fully supported by senior management.
5. Consider additional measures for adoption, as a complement of existing company policies to combat ‘violence and harassment’.
6. Identify and implement further measures, complementary to company policies to combat violence and harassment holistically.
7. Ensure sustained improvements in your anti-violence and harassment policies and complementary measures.
8. Combat violence and harassment by fostering and promoting a
   positive work culture on board.

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