Foundation
Early-career professionals, 0–7 years.
Operational, technical and interpersonal grounding, plus the leadership skills that decide whether talented women advance or leave.
Develop the people who will shape the future of your port
The Women in Ports Global Academy is a structured development programme, built with Caerulea University, designed to deliver a 30% composite productivity improvement — measured against your own port’s data, over eighteen months.
Book a Discovery Call
30 minutes, no obligation. We’ll tell you honestly whether this fits your port.
02The Problem
Good people don’t always get the development they need.
Most ports do invest in their people. The trouble is what they invest in — generic content, one-off classroom sessions, no measurement of what actually changed, and inclusion bolted on at the end.
So the same performance gaps appear year after year, and the women you most wanted to keep leave anyway. Replacing one skilled mid-career professional costs 50–80% of their annual salary.
03The Programme
Three levels, designed around where your people are now and what they need next. Participants work on live challenges inside real ports, not hypothetical case studies.
Advanced
Mid-career managers and specialists, 5–15 years.
Integrated planning, data analytics, commercial management, ESG in practice and the culture that retains the teams beneath them.
Executive
Senior leaders and board-track talent.
Governance, capital investment decisions and the talent systems that build the next generation of leadership.
All three levels are connected by shared mentoring and hands-on projects with partner ports.
04Why It Works
Four decisions that separate this from conventional maritime training.
Learn
Practical learning designed around the realities of working in ports — from operations and digital skills to leadership, commercial management and governance.
Apply
Participants put their learning into practice through live projects and Knowledge-to-Action Labs, working on real challenges from partner ports.
Connect
Participants learn alongside peers at a similar stage in their career, building relationships and sharing experiences within their own cohort. Mentoring and the wider Women in Ports network then provide opportunities to connect beyond the programme.
Measure
We establish a baseline at the start and track progress throughout the programme, so ports can see what is changing and where more support is needed.
Learning. Applying. Connecting. Measuring. That’s the difference.
05The 30%
It’s a composite figure across four areas your port already tracks: operational throughput, staff retention, safety culture and digital capability.
It’s the target we’ve built the programme to hit, not a number we contractually guarantee. What we do commit to is rigorous measurement — a proper baseline at month zero, tracked progress, and an honest report at month eighteen whatever the score turns out to be. Attribution is worked out jointly with your leadership, so the figure you take to your board is one you can defend.
How each area is weighted, measured and attributed is what we walk through on the Discovery Call.
06The Right Fit
This works if you:
- Treat developing women as an operational investment, with a senior sponsor who owns it
- Are willing to set a baseline and share operational data over eighteen months
- Will commit participants to the full programme, not isolated modules
It doesn’t if you:
- Want a one-day workshop or a conference session
- Aren't ready to track performance data
- Are mainly after ESG reporting material rather than operational change
Not sure? That’s what the call is for.
07Questions
How is this different from other maritime leadership programmes?
Most stop the moment training ends. This one combines structured levels, applied Labs inside real ports, an ongoing mentorship network and formal measurement over eighteen months.
Is it only for women?
Women are the main participants, because the problem we're solving is specifically about them. Men take part as mentors and allies, and we ask port leadership to sign a Leadership Commitment Charter.
We're a smaller port. Is it still relevant?
Yes — it's modular. You can start with a standalone Lab, a Foundation cohort or a focused digital skills sprint. Worth talking through on the call.
Women remain the largest pool of underused talent in global ports.
The ports shaping this industry by 2035 are the ones investing now.
Book a Discovery Call
30 minutes, no obligation — we’ll talk through what this could realistically look like for your port.