Why It’s Significantly More Challenging for a Woman to Become a Superyacht Captain
The role of a superyacht captain is, in itself, one of the most demanding in the maritime world: managing a multimillion-dollar vessel, overseeing crew, liaising with owners and guests, ensuring regulatory compliance and safety at sea. For women, however, the journey to that helm is often steeper — shaped not just by the technical demands of the job, but by historical traditions, gender-bias, structural hurdles and cultural expectations.
Here are the major barriers that women face — and some reasons why they persist.
1. Low representation and lack of visible role models
- Data suggest that women make up only about 2 % of yacht captains.
- Training and entry-level numbers are also low: for example, in some institutions the number of women taking professional sail/yachtmaster courses is far smaller than men.
- When the sector is so male-dominated at the top, it’s harder for women to envision themselves there, and fewer visible success stories means fewer encouragements for the next generation.
Impact: Without many women ahead in the pipeline, aspiring female captains may feel isolated, may lack mentors or sponsors, and may be the exception rather than the norm, which itself can make the path harder.
2. Gender-bias, stereotypes and cultural expectations
- A key factor is what one article calls “a matter of confidence”: women often need to be not just as qualified as men, but appear more confident and authoritative in roles traditionally held by men. Superyacht News
- Some industry insiders acknowledge that older crewmembers or owners might still prefer a male captain purely out of ingrained expectation.
- According to research, women in maritime and yachting create disproportionate experience of harassment, discrimination or bullying: e.g., 20 % of women said they had “often/always” experienced discrimination or harassment from owner/crew/guests, compared to 8 % of men. iswan.org.uk+1
- On top of the professional, there are social pressures: women may face questions about physical strength, capability, suitability for prolonged time at sea, or whether they will fit the “deck culture”. Superyacht Content+1
Impact: These biases create extra hurdles: women may have to prove their competence repeatedly, may face slower progression, may be judged more harshly, and may encounter subtle (or overt) resistance simply because of their gender.
3. Physical, logistical and lifestyle demands
- The role of a superyacht captain demands long hours, being away from home for extended periods, high personal resilience and readiness to make swift decisions in technically or operationally challenging environments.
- Women aspiring to captaincy may also contend with societal expectations around family, life planning and balancing home commitments — issues that have differently loose timelines for men in traditional maritime jobs. As one female captain noted: the role doesn’t always sit neatly with stereotypical family roles, and that’s “another hurdle to be considered.”
- Cabin and living arrangements on board can also complicate matters for female deck/bridge officers in mixed-crew environments (bathrooms, sleeping quarters, safety/privacy).
Impact: These demands don’t uniquely affect women, but combined with fewer supportive structures (mentors, role models, flexible options) they can disproportionately raise the barrier to reaching captain level.
4. Pathway, sea-time and licensing challenges
- Attaining a superyacht captaincy generally means: years of sea time (on deck or as an officer), obtaining relevant licences (Master 3000GT, or equivalent depending on flag/state), demonstrating leadership, navigation and engineering competence.
- For women who start later, or switch into yachting from other sectors, gaining the volume of sea-time and building the networks (which may be more easily accessed by men) can be harder. For example one campaign found that between 2006 and 2018 only 60 women had qualified as senior yachters out of 1,210 people. yachting-pages.com+1
- The fact that some jobs on superyachts are not widely advertised (“it’s who you know, not what you know” is a complaint) adds to the difficulty of gaining that first captain role.
Impact: Even if a woman is equally qualified technically, the combination of less sea-time access, lower visibility in the pipeline, and fewer informal network opportunities can slow progression and make reaching captain much more challenging.
5. Owner and industry preferences / structural barriers
- Some owners or charter clients may have unconscious bias: preferring a male captain because “that’s the way it’s always been done”. One industry professional observed that she still sometimes gets congratulated when introduced as a captain, as though it’s a special achievement purely because she’s female.
- Crew agents and management companies still organize staffing with cabin-arrangements and gender-mixed crews in mind, which can limit how many women are placed in bridge/deck/engineering versus interior or stewardess roles.
- The structure of promotions may not fully recognise the value of non-traditional career paths or part-breaks. Some women choose (or feel pressured) to take breaks (e.g., for family) and this may impact time-in-rank or sea-time accumulation.
Impact: These structural issues mean that even if women are capable, the pathway may still be more obstructed, slower, or require more perseverance compared to their male counterparts.
6. What is being done — and what needs to follow
The good news is that the industry is changing slowly:
- Campaigns such as She of the Sea work to encourage women into deck/engineering roles and promote visibility of female captains.
- Some senior female captains say it’s now “not any harder” to gain crew respect, though they acknowledge the earlier barriers.
- More articles and awareness around discrimination, harassment and mental-health of crew are helping highlight the risks and need for better crew welfare.
However, for real parity to be reached a number of steps are still important:
- Mentorship schemes specifically supporting women from deck/officer roles toward captaincy.
- Proactive efforts by owners, management companies and crew agencies to hire/consider women for captain roles, not just token positions.
- Flexible career-path structures so that women (or anyone) who may choose to take a break for family or other reasons are not penalised.
- Culture change onboard and in hiring so that competence, leadership and results are judged without gender bias, and the “macho deck culture” is replaced by inclusive professionalism.
- Visibility: the more female captains we see commanding major superyachts, the more the notion of “woman captain” becomes simply “captain”.
7. Take-away for aspiring women captains
If you’re a woman aiming to become a superyacht captain, here are some practical considerations:
- Build your sea-time deliberately: aim for varied experience (deck, bridge, navigation, big-yacht ops).
- Seek mentors (male or female) who will advocate for you, help you networks, support you through licences and job-moves.
- Confidence matters: as one article states, real confidence (not arrogance) is a key differentiator.
- Be prepared for the “extra” work: you may find that you need to demonstrate your competence more overtly than some of your male peers. Consider it as part of the journey, not your burden.
- Choose owners and management companies who value diversity and progressive culture — these will often provide the best environment for advancement.
- Keep visible and tell stories: being an advocate, being seen and being open helps open the door for the next generation.
Becoming a superyacht captain is hard for anyone. But for women, the challenge is compounded by under-representation, bias (sometimes unconscious), structural barriers and the extra effort required to break into a role historically dominated by men. With the right mindset, support and environment the goal is achievable — and as more women succeed, the pathway will become more accessible for those who follow.
Here are some inspiring profiles of women who have broken through in the superyacht / maritime world. Their stories can serve as powerful case-studies on women becoming superyacht captains.
1. Jenny Matthews
Background & path
- From New Zealand, Jenny grew up rowing from a young age — a sign of her early independence and drive.
- When she was 18 she decided not to go university (for commerce) but instead to pursue a role in yachting after a neighbour who was a superyacht captain opened her eyes.
- She realised early on that the deck/bridge roles were heavily male-dominated (“nobody wanted to hire women on deck back then”).
- Starting in the interior department, she then asked a captain to mentor her into deck roles. Over time, she earned her Officer of the Watch ticket, and she also founded “She of the Sea” – a community / platform supporting women in deck & engineering roles.
Why this story matters
- Jenny’s story highlights deliberate choice, self-belief, and changing lanes (from expected interior path to deck/bridge) — useful for illustrating how women often need to take non-traditional routes.
- Her founding of a community shows how visible role-models and peer-support help change the industry for others.
Key quote
“I went in knowing it would probably be a lot more challenging for me to climb the ladder” — Jenny Matthews
2. Kelly Gordon
Background & path
- Kelly was a chemistry professor before switching to yachting. She said: “At the time, I didn’t even know the difference between starboard and port.”
- She was invited to join as a deckhand on a charter yacht and was mentored by the captain. Over the years she worked her way up, acquiring the required qualifications (500-ton licence and working towards 3,000-ton).
- Kelly emphasises the importance of her voice to encourage other women: “I need to use my voice to encourage other women to chase their dreams, whether it be a captain or whether it be some other industry completely.”
Why this story matters
- Her transition from an unrelated field showcases that women can enter and succeed even if they don’t start in maritime roles.
- The mentoring element is strong: having someone take you under their wing was a critical factor for her.
- Also highlights the extra effort: being in a male-dominated space, working to prove ability, and being aware of her unique position as a woman in that role.
Key quote
“It’s so easy for them to become a part of the interior because it seems like they put the girls on the inside and the guys on the outside.” — Kelly Gordon Dockwalk
3. Maria Grazia Franco
Background & path
- Captain of the private yacht “MY Halo”. A marine engineering/nautical background: she studied nautical engineering at university.
- She started with scuba diving and deckhand/divemaster roles, then progressed into deck/bridge side.
- She acknowledges: “Being a woman in a male-dominated industry, we are required to be better than men.”
Why this story matters
- Her career path underlines the difference in expectations: women often feel they must outperform peers to be taken seriously.
- Her engineering/technical background also breaks the stereotype that women must stay in interior or service roles — she moved into the technical/deck/bridge side.
- She gives a strong message for aspirants: “Work hard, commit … invest in your knowledge and preparation … never give up.”
Key quote
“Guests used to be quite surprised, some even very excited to have a female captain.” — Maria Grazia Franco MB92
4. Carol Benbrook
Background & path
- Captain of the 3,000 GT yacht “SANAM” (built by Palmer Johnson). She earned her 3,000 GT licence in 2002 and has been a captain for 22 years (as of 2024).
- Her love of the sea started early (her father introduced her to sailing) and she worked as a sailing instructor in her gap year before moving into “yacht world”.
- She says: “Yes, I’ve experienced extra challenges … balancing my career with motherhood … overcoming gender bias early in my career.”
Why this story matters
- This is a long-term story of sustained success in the top tier (3,000 GT+ yachts). Useful to show “it’s possible and done”.
- She highlights the life-balance angle: the challenge of family / motherhood with the demands of a captain’s role.
- Her acknowledgement of early gender bias shows it's not textbook. The industry has real cultural/historical barriers.
Key quote
“Managing both [career and motherhood] was a challenge that required resilience and support.” — Carol Benbrook Worth Avenue Yachts
5. Captain Sandy Yawn
Background & path
- Sandy began working in boating/maintenance in her early 20s, with no obvious maritime career path.
- Over decades she worked up through various positions, faced stereotyping, and in 2015 became well-known through the TV show Below Deck Mediterranean.
What helped her succeed- Long persistence and catching opportunity when it came (maintenance → crew → deck/bridge)
- Willingness to be visible, speak out, mentor others
What barrier she faced
- As a woman in a very male-dominated sector, she reports being turned down for a captain role explicitly because she was female. C
6. Captain Kathy Pennington
Background & path
- From Cape Town, South Africa, Kathy’s early sailing experience with her father turned into scuba instructor work, boat-restoration and yacht delivery.
- She later achieved Captain status on the 36-metre sailing ketch “Tiziana”.
What helped her succeed
- Diverse experience: diving instruction, restorations, boat deliveries—not the “traditional” deck-only route
- Persistence in accumulating sea-time and multiple roles
What barrier she faced
- Starting in roles not directly aimed at captaincy meant she had to build her path using non-linear roles (which can take longer).
7. Captain Casey Burrows
Background & path
- Australian background; started as crew on whale-watching vessels, moved into deck roles on yachts, then took the command on the 42 m MY Ruya. Superyacht News
- She noted the reaction from suppliers/industry at times ‘funny’ for a female captain—but her focus was the job not the novelty.
What helped her succeed
- Clear decision to move from roles considered “typical female” (on interior) to deck/bridge roles
- Intensive sea-time accumulation (dual seasons, reducing holidays) to hit licence requirements
What barrier she faced
- Industry perceptions (“am I pioneer?”) and perhaps slower acceptance by some suppliers/colleagues.
8. Captain Ellie Younis
Background & path:
Ellie joined the superyacht industry in 2014 as a temporary deckhand. Within five years she earned a role as Chief Officer. Quay Group
What helped her succeed:
- She moved from deckhand → bosun → chief officer, showing a clear upward trajectory.
- Willingness to take on responsibility, learn new skills, and accept that progression would involve stepping outside comfort.
What barrier she faced:
- Stepping into the “officer” role was daunting: “the crew … were looking at me for advice and relied on me to make quick and correct decisions.”
- Implicitly: less established mentoring pathways for women in exterior/deck roles.
Profile 2: Lisa Dijkshoorn
Background & path:
Lisa, Dutch/Caribbean nationality, began on charter and delivery yachts from 2005, then completed her Maritime Officer 3000GT certificate in 2022, serving as Chief Officer onboard the (charter) vessel “Sherakhan”.
What helped her succeed:
- Long experience (over many years) doing varied work (day charters, delivery, sailing yachts) which broadened her skills.
- Strategic move: formalising her credentials (Maritime Officer 3000GT) to align with senior deck roles.
What barrier she faced:
- The gap between experience and formal licence: only once formalised could she position for senior roles.
- The fact that such “non-typical” career paths (delivery charters, sailing yachts) may be undervalued compared with traditional paths.
If the superyacht industry wants to attract and retain the best talent, it must start by recognising that capability has no gender. Training bodies, yacht owners, and management companies can all play a role, from creating mentorship networks and fairer hiring practices to promoting women already in command.
The next generation of captains is watching, and what they see today will determine whether they believe the bridge is open to them tomorrow.
The tides may be slow to turn, but they are turning. Each woman who earns her stripes, commands a crew, or steps onto the bridge opens the door a little wider for the next. The challenge now is to ensure those doors stay open, not as exceptions, but as the new normal. The superyacht industry thrives on excellence and innovation; it’s time we applied those same principles to equality at sea.
As for me, after more than four decades in this industry, I’ve seen the superyacht world grow beyond recognition. From small marinas and family-run crews to vast global operations with technical sophistication once reserved for naval fleets.
Yet the lack of women in the captain’s chair remains one of the few things that hasn’t changed. The talent is there, the qualifications are attainable, and the passion is undeniable. What’s missing is opportunity and the collective will to make leadership at sea genuinely open to everyone.
Until we see more women at the helm, the superyacht world will remain only half as strong as it could be.
John Brewster
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