In the offshore sector, Seagems highlights stories of women professionals who stand out in positions still rarely occupied by them in this segment. Izabel Borges is a Captain, the highest position among maritime officers, and Patrícia Soledade is the Chief Engineer, a leadership role responsible for the maintenance of vessels.
International Women’s Equality Day, celebrated on August 26, brings visibility to various issues related to the theme, such as the lack of gender equity in the professional environment. Despite considerable progress over the years, women still face substantial challenges, such as wage inequality and underrepresentation in leadership positions. These obstacles not only limit the individual development of professionals but also undermine the potential of companies, which miss out on the benefits of diverse perspectives and talents on their teams.
The situation becomes even more challenging when analyzing women’s presence in leadership positions. According to a survey by the FIA Business School, in 2023, women held only 38% of leadership positions in Brazil, despite representing 43% of the total workforce. This imbalance highlights the underrepresentation of women at the highest levels of organizations, even though evidence shows that they are considered better managers, as well as more popular and trustworthy in the eyes of employees. This difference underscores the need for companies to rethink promotion and talent development practices to ensure that women’s potential is fully recognized and valued in all professional spheres.
Women in the Offshore Sector
In the offshore sector (which has operations at sea), Seagems, a Brazilian company specializing in subsea engineering solutions, has been paying close attention to this issue. The company highlights stories of women professionals who have been excelling in positions still rarely occupied by them in this segment, which has historically been dominated by male professionals. According to data from the Directorate of Ports and Coasts of the Brazilian Navy (DPC – Diretoria De Portos e Costas da Marinha do Brasil), the country currently has 638 Capitão de Cabotagem (Local level designation that indicating Coastal Vessel Captains), of whom only 65 (10.2%) are women. In Capitão de Longo Curso category (Long-Haul Captains, the highest Merchant level), out of a total of 789 seafarers, 14 (1.78%) are women.
One of the top command positions among Seagems’ nautical officers is currently held by Izabel Borges (45). As the Captain of a large vessel, like those operated by the Brazilian company, Izabel is part of a select group of women with the qualification of Coastal Ship Captain.
To become a ship captain, one must complete a higher education degree in nautical sciences. These courses are offered at Merchant Marine schools, and there are only two in Brazil: CIAGA in Rio de Janeiro and CIABA in Belém. Both have annual entrance exams. Once accepted into the schools, students must study for at least three years under a military regime, in a boarding school format. After completing their studies, they need another 1,460 days of work at sea to climb the nautical hierarchy.
As a Captain, Izabel is responsible for all navigation, people, and assets on board, as well as the safety and well-being of those involved. While her story may seem like a standout, it is also a journey that required much courage. Born in Ibiá (MG), a town with about 22,000 inhabitants, she graduated in Computer Science in Araxá (MG), 70 km from her home, a journey she made daily during her five-year course.
“I worked from 8 a.m. to 5 p.m. and took a bus to Araxá every day to attend college. I got home around midnight. It was a tiring period, but I never thought about giving up,” says the current captain. Right after graduating, Izabel began studying for competitive exams. That’s when she discovered the career of Nautical Officer. She took all the stages of the exam in secret because she knew her conservative parents would be against it. She was accepted and only informed her family 48 hours before embarking for Belém (PA), where she would undergo training.
Izabel’s first embarkation lasted six months. Since then, she has never left the sea. In over 20 years of her career, she has made international voyages, spent hundreds of days sailing, and worked in different areas. She started her career on oil tankers, moved to anchor handling, and now works on specialized ships for laying pipelines that connect oil wells to offshore platforms.
For Merchant Marine professionals, especially Nautical Officers, Pipe-Laying Vessels and Oil Tankers are considered “special vessels” that perform complex operations. They become a coveted career path for those in the offshore industry, as was the case for Izabel. “I never imagined working at Seagems, as I had no experience in Pipe-Laying,” says Izabel Borges.
In 2015, a Seagems recruiter called Izabel to check her interest in working as a Nautical Officer. After accepting the position, Izabel has worked on all of the company’s vessels and has become one of the most prominent female figures within the company. She currently holds the highest position in the Nautical area – that of Captain.
International Women’s Equality Day
August 26 was first chosen by the United States Congress in 1973 to celebrate women’s achievements over the years and to emphasize the need for debate and actions for gender equality. The measure was a tribute to the approval, on August 18, 1920, of the 19th Amendment to the U.S. Constitution, which guaranteed women the right to vote and influenced the women’s suffrage movement worldwide. This right is a historical milestone in the struggle for women’s political participation and gender equality.
Equity as Seagems’ Commitment
At Seagems, stories of gender equity are becoming routine. This is also the case for the career of Patrícia Soledade, the company’s Chief Engineer, a position responsible for all power generation, water supply, lighting, pipe operations, and vessel maintenance. This is the highest rank in the Merchant Marine in the category of Engineering Officers. The Chief Engineer of a vessel leads their section, supervising personnel, and the operation and maintenance of mechanical, electrical, and electronic installations.
In an area dominated by men, it is common to associate equipment maintenance and physical effort with men. For Patrícia, equity is a value promoted at Seagems, which is reflected in relationships with her subordinates and other colleagues. “The company has clear policies on gender equity, salary parity, and intolerance of discrimination. I joined Seagems 10 years ago as a Third Engineer, then moved to Second, then First Engineer, and now I am Chief Engineer, a very rewarding position due to the daily challenges and collaborative team,” confirms Soledade.
Diversity Policy
Seagems has a Diversity Policy, signed by the CEO, that emphasizes the importance of the topic and underscores the commitment to maintaining a diverse and safe work environment for all races, ages, ethnicities, genders, religions, and sexual orientations.
“We have internal values of Safety and Cooperation, which can only be fully implemented in an environment that promotes diversity of ideas, people, backgrounds, gender, and sexual orientation. The work of Izabel Borges, Captain, and Patrícia Soledade, Chief Engineer, are great success stories, and we are very proud of these professionals. Our goal is for stories like these to become routine. The offshore sector has much to gain from the arrival of more women,” confirms Seagems CEO Rogerio Salbego.
It is also worth noting that, as a result of these initiatives, Seagems currently has 28% of women in leadership positions, and 14% of women among the company’s executives, in addition to having recorded a growth of more than 10% in women in the company over ten years.
Below are the main company policies for promoting gender equity.
- Cadet Program: A partnership with the Brazilian Merchant Marine since July 2014. This initiative promotes the cadet of Nautical and Engineering Officers through the Onboard Internship Program (PREST), the final stage of Officer graduation at the aforementioned institution. Its objective is to provide and diversify the training of new Brazilian maritime professionals, offering the opportunity for a first job in the segment. Since the program began, 120 young people entering the job market have participated, of whom 40% are women.
- Succession Plan: Every employee has a Training Matrix to monitor the progress of their professional skills. Upon reaching 100% of their Training Matrix and meeting other internal criteria for level change (length of service, up-to-date occupational health certificate, technical criteria of the role, and administrative specialties related to the operation), employees meet the minimum requirements to become eligible for level changes or promotions. The indication for the Succession Plan will be made through the Performance Evaluation form.
- Hotline Channel: Created to provide employees, partners, and suppliers with a confidential and secure channel to report conduct they consider unethical or contrary to current legislation. The information is received by an independent and specialized company, ensuring absolute confidentiality and appropriate handling of each case by Seagems’ top management. Reports can be anonymous or identified. The channel operates 24 hours a day, 7 days a week, with electronic service; it also operates Monday to Friday, from 10 a.m. to 8 p.m., with analysts available for personal service.
- Women in Energy: Participation in the publication of the book “Women in Energy,” which highlights the contribution of various women in the energy market. Seagems encouraged the participation of HR Director Glaucia Maciel and Captain Izabel Borges in the publication. Both shared their professional journeys in the offshore world, serving as an inspiration to a growing number of women interested in entering the energy market.
- Compensation Survey: Aimed at identifying the company’s position in relation to the oil and gas market, as well as its direct competitors, the company participates annually in salary and benefits surveys. This practice allows Seagems to review and adjust, when necessary, the composition of the compensation package offered to employees.
- Collective Agreement: Renewed annually, the Collective Bargaining Agreement signed between the Union and the company serves as a tool that establishes rules and ensures criteria for compensation and benefits with the consent of the employees. Regardless of the professional category, the company, by its own decision, extends the benefits of the agreement to all employees.