The recreational boating industry has historically operated as a relatively private sector. This lack of public visibility, combined with restricted access due to high barriers to entry, has arguably contributed to sustaining entrenched social structures and limited diversity. Recent data, however, provides a critical and detailed assessment of multiple outdated management practices, revealing an urgent need for the industry to evolve.
The combination of this archaic dynamic, the rising costs of new boats and impact of shifting social behaviours, suggests that a meaningful commitment to cultural reform is required. For the industry to remain resilient and appeal to a younger generation that prioritises equity and transparency, it simply must evolve.
The reality of female representation
The Magenta Project’s 2x25 Review, a global study encompassing 2,500 respondents from 68 countries, candidly exposes the consequences of this sustained culture. While 83% of participants perceive that female representation is improving, bolstered by high-profile initiatives like The Ocean Race’s 50-50 gender split, the lived experience for those on the ground remains challenging. Evidence of this gap is found in data showing that female respondents earn 29% less annually than their male counterparts, an imbalance in part driven by restricted access to technical and high-seniority roles.
The report indicates that more than 40% of women believe women are not represented in leadership roles within the sailing industry, compared with 25% of men. This notable contrast highlights that while entry-level visibility might be rising, the upper echelons of the sector remain a closed loop, locking out diverse perspectives from decision-making tables.
Ill-fitting equipment and physical exclusion
Perhaps most alarming is the administrative disconnect regarding safeguarding; while 42% of respondents are aware of incidents of non-accidental violence, 49% are unaware of any formal reporting structure within their organisation. Cultural integration also remains stalled, with nearly 60% of women feeling they must modify their behaviour to fit in, and 65% of all respondents reporting experience of discrimination, with sexism reported by over 85% of women.
These figures suggest that visibility can be a mask for underlying issues. This conflict is starkly highlighted by the Women in Boatbuilding PPE (Personal Protective Equipment) Survey, which found that 90% of women in technical roles have felt restricted or limited in their movement by ill-fitting equipment. Not merely a matter of discomfort, this it is a fundamental safety and equity failure. When a woman sees herself on a marketing brochure but walks into a yard where the basic tools of her trade are designed solely for a male physique, the message is clear: she is an afterthought in her own workplace. This physical exclusion proves that the business model is effectively losing talent through a lack of fundamental belonging. If the industry cannot accommodate the physical presence of women, it cannot hope to retain their expertise.
Shifting to retention and fair pay
Consequently, a key recommendation from the 2x25 Review is a shift from representation-focused metrics to belonging and retention indicators. This means moving beyond counting heads and starting to measure the quality of the professional journey. The European Institute for Gender Equality guidelines on gender-neutral job evaluation and classification provide some excellent and comprehensive assistance, with step-by-step toolkits designed to strip away the historical biases that often undervalue soft skills. This framework advocates for assessing roles based on four objective criteria: skills, effort, responsibility, and working conditions.
Applying these benchmarks, marine businesses can assess work efforts more constructively, such that previously underestimated tasks such as high-stakes communication, emotional labour in customer relations, and the meticulous coordination required for safeguarding, are recognised as technical competencies rather than considered as "natural" traits. Taking this structured approach provides the data necessary to both close the gender pay gap and develop an environment where all types of talent are rewarded for their impact on the business, potentially increasing employee motivation and productivity.
The importance of this shift is underscored by the global consulting firm Mercer, whose 2025 Global Talent Trends report is referred to in the 2x25 Review as ranking fair pay as the second most important reason employees choose to stay with an employer. Even more compelling, their 2026 Global Talent Trends report reveals that fair pay and transparency have now become the primary drivers of employee engagement, noting that:
"In an era of economic volatility, the 2026 talent landscape is defined by a 'flight to transparency.' Employees are no longer merely seeking a role; they are demanding a visible and equitable value exchange. For organisations to thrive, they must pivot from viewing equity as a compliance exercise to recognising it as the primary engine of workforce resilience and retention."
Choosing the path to modern equity
The 2x25 Review indicates that effective change requires structural intervention, such as requiring clubs and federations to demonstrate inclusive practices as a condition of funding. By recognising that barriers exist not just for women, but for anyone differing from the standard profile, ensuring spaces are safe and pay is transparent, the industry should benefit by shoring up greater long-term resilience.
Organisations like The Magenta Project and others have done the heavy lifting to portray some of the harsh, but unavoidable realities. These are now inescapable and the marine industry, with its privileged role in facilitating safe and competent access to marine leisure, needs to respond. With the necessary guidance widely available, there is no longer any excuse for not acting. The industry must now decide whether it will remain anchored in the past or evolve to meet the clear expectations of the modern world.
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For more information and helpful tips, read Elizabeth Dumergue's article on Equity, Inclusion and Diversity, or Advancing Women in the Boating Industry from the Introduction to Sustainability in Marinas.