As ocean temperatures rise, coral reefs bleach, and marine biodiversity faces unprecedented threats, the urgency to act has never been greater. This is underscored by the ongoing Fourth Mass Global Bleaching Event, the most severe and widespread on record, representing a critical warning. The ocean is changing – faster than ever before and to match the scale and urgency of this transformation, we need bold, inclusive, and forward-looking leadership. Around the world, women, and young women, are already powering coastal economies, driving scientific breakthroughs, providing diverse perspectives and mobilising – local, regional and global – communities for ocean health. But too often, their influence ends before decision-making begins.
Fuelled by curiosity and a passion for the unknown, I began my career in coral reef research in Indonesia, Honduras and Cambodia before spending several years working on coral spawning patterns in the Maldives. But over time, it became clear that science alone is not enough to drive the change the ocean urgently needs. Real impact happens when science informs policy, funding, and global priorities. That realisation led me to step into the world of international ocean (and more specifically coral reef) policy and advocacy. As a young woman transitioning from research into leadership roles, I know the journey is not just about breaking glass ceilings – it’s about building better systems and providing opportunities and mentoring for the generations coming up behind us. I am thrilled to have joined the Leading Women for the Ocean network, not only to learn from the inspirational women who have paved the way, but to ensure that more young women are visible, included, and empowered in shaping the future of the ocean.
The leadership gap we can’t ignore
On paper, women appear to be making strides in ocean science, accounting on average for 37% of ocean researchers worldwide, a figure that surpasses the overall average of 33% for women in science and technical support roles across all disciplines (IOC-UNESCO, 2022). However, this headline number masks significant disparities. Women’s representation varies widely, from as low as 7% to as high as 72% (IOC-UNESCO, 2022). More critically, women remain concentrated in lower-paid or technical support roles, while leadership and decision-making posts are still overwhelmingly male-dominated.
This is not for lack of talent or expertise, and the leadership gap has been called out for decades. Despite women earning the majority of PhDs in marine science since 2016 in the US and EU (Brooks and Déniz-González, 2021; Cook, Muller-Parker and Cook, 2022, Johannesen, 2025) they are still dramatically underrepresented in senior faculty, institute heads, and fisheries commissions, to name a few. Furthermore, as of 12 September 2025, there are 29 countries where 32 women serve as Heads of State and/or Government, and women represent about 22.9 % of Cabinet members heading ministries (i.e. leading a policy area)[1].
Women are already leading the way, just not recognised
In the wider blue economy, women are the backbone of many coastal livelihoods: 47% of the small-scale fisheries (The World Bank, 2012) and 70% of the aquaculture workforce (as reported by the UN Food and Agriculture Organisation), primarily driving post-harvest activities like processing, seaweed collection, trade, and market distribution. Women are also on the frontlines of conservation, restoring coral reefs, defending shorelines, and protecting biodiversity. In Indigenous and coastal communities alike, women hold deep indigenous local and ecological knowledge vital to sustainability.
[1] UN Women. (2025, September 15). Facts and figures: Women’s leadership and political participation. UN Women. https://www.unwomen.org/en/articles/facts-and-figures/facts-and-figures-womens-leadership-and-political-participation
Yet these substantial contributions rarely translate into decision-making power. Women’s voices are still missing, often excluded from the rooms where marine policy is made, where quotas are set, and where global priorities are determined.
Why young women matter
Gender-diverse leadership isn’t just about fairness, it measurably improves outcomes, meaning that having women in leadership positions doesn’t only promote equality – it actually leads to better, more effective results in governance, policy-making, or organisational performance. Studies in conservation and marine governance show that when women are part of decision-making, policies are more equitable, knowledge integration is stronger, and management solutions last longer. Conversely, leaving women – and especially young women – out of leadership slows progress on the very sustainability goals the ocean community has set for itself.
In the blue economy, young women are already proving that inclusive leadership drives impact: women-led aquaculture ventures reinvest profits into family and education, seaweed entrepreneurs are pioneering low-carbon food and material systems, and young researchers are reshaping marine renewable energy. This is proof that bringing young women into leadership, enhances science, conservation, and the economy.
Still, many young women struggle to access the pathways that lead to lasting leadership. Despite increasing efforts to diversify ocean science, women continue to face systemic barriers throughout their careers, limiting their progression. As outlined by Shellock et al., (2023), real change depends on five key strategies: creating inclusive cultures, ensuring equitable career development and funding, providing mentorship, and enabling flexible, family-friendly work environments. Without these supports, talented young women often exit the leadership pipeline – not from lack of ability, but because existing systems still fail to support or value their potential.
Continuing to support young women
Joining Leading Women for the Ocean has reminded me just how powerful representation and community can be. But opening doors is not enough, we must keep them open, dismantle the barriers that still exist, and build new pathways where none have existed before. As a young woman in leadership myself, I look forward to working with inspirational leaders from Leading Women for the Ocean and remain committed to ensuring that more young women feel supported and empowered to lead. The future of the ocean depends not only on protecting ecosystems, but on empowering the people who protect them. That means making space for the next generation at every table where decisions are made.
REFERENCES
Brooks, L. A., & Déniz-González, I. (2021). An aperçu of the current status of women in ocean science. Pure and Applied Chemistry, 93(8), 869–884.
Cook, S. B., Muller-Parker, G., & Cook, C. B. (2022). The NSF Graduate Fellowship Program. Oceanography, 35(2), 18–25.
IOC-UNESCO. 2022. State of the Ocean Report, pilot edition. Paris, IOC-UNESCO. (IOC Technical Series, 173).
Johannesen, E. (2025). Advancing gender equality in international ocean science: Participatory approaches for institutional actions. Marine Policy, 171, 106421. https://doi.org/10.1016/j.marpol.2024.106421
Shellock, R. J., Cvitanovic, C., McKinnon, M. C., Mackay, M., van Putten, I. E., Blythe, J., Kelly, R., Tuohy, P., Maltby, K. M., Mynott, S., Simmonds, N., Bailey, M., Begossi, A., Crona, B., Fakoya, K. A., Ferreira, B. P., Ferrer, A. J. G., Frangoudes, K., Gobin, J., Goh, H. C., Haapasaari, P., Hardesty, B. D., Häussermann, V., Hoareau, K., Hornidge, A.-K., Isaacs, M., Kraan, M., Li, Y., Liu, M., Lopes, P. F. M., Mlakar, M., Morrison, T. H., Oxenford, H. A., Pecl, G., Penca, J., Robinson, C., Selim, S. A., Skern-Mauritzen, M., Soejima, K., Soto, D., Spalding, A. K., Vadrot, A., Vaidianu, N., Webber, M., & Wisz, M. S. (2023). Building leaders for the UN Ocean Science Decade: A guide to supporting early career women researchers within academic marine research institutions. ICES Journal of Marine Science, 80(1), 56–75. https://doi.org/10.1093/icesjms/fsac214
The World Bank. (2012). Hidden Harvest: The global contribution of capture fisheries (Report No. 66469-GLB). Washington, DC: The World Bank.
