The Nigerian maritime industry plays a crucial role in facilitating trade and transportation of goods globally, but local professionals have continued to lament the disparity in remuneration between them and expatriate crew members even on the national territory. The President of Maritime Professionals Forum (MARPRO), Captain Akanbi Oluwasegun, spoke with ADAKU ONYENUCHEYA on the causes of the disparity, and other sundry issues.

There have been issues around remuneration disparities between locals and foreign expatriates in the Nigerian maritime space. Why is this so?
To truly grasp the depth of inequality in remuneration, it is crucial to delve into the historical context that has shaped this disparity. Nigeria’s maritime industry has a long and complex history, influenced by both internal and external factors.

Historically, Nigeria has been a major player in the global maritime trade due to its strategic geographic location and abundant natural resources. However, the legacy of colonialism has had a significant impact on the industry’s development.

During the colonial era, Nigeria’s maritime sector was controlled by foreign powers, leading to a continuation of exploitative practices that favored expatriate workers over their Nigerian counterparts. Even after Nigeria gained independence, remnants of colonial influences persist, including unequal remuneration.

This perpetuated a system where expatriate crew members, primarily from Western nations, were often paid significantly higher wages compared to their Nigerian counterparts. This created a stark disparity in income and opportunities, widening the gap between foreign and domestic workers in the maritime industry.

Moreover, the gap in monitoring and enforcement of our labor laws and regulations further exacerbated the issue of remuneration disparities. This allowed companies to exploit the economic vulnerability and limited bargaining power of Nigerian crew members, resulting in lower wages, inadequate working conditions, and limited career advancement prospects.

This systemic inequality not only affected the financial well-being of Nigerian seafarers but also hindered the overall growth and development of the maritime industry in Nigeria. Only by dismantling the historical barriers can Nigeria’s maritime industry move towards a future of true equality and prosperity for all involved.

What is the legal framework backing remunerations for national and expatriate crews?
Examining the legal framework surrounding remuneration for the national and expatriate crew in the Nigerian maritime industry reveals a stark disparity that perpetuates inequality at sea. While the industry thrives on the collective efforts of both national and expatriate crew members, the remuneration packages offered to these individuals vary significantly.

Under Nigerian law, the Merchant Shipping Act provides guidelines for remuneration in the maritime sector. However, there is a lack of clear regulations specifically addressing the disparities between national and expatriate crew members. This ambiguity allows for unequal treatment and creates an environment where expatriate crew members often earn significantly higher salaries and benefits compared to their Nigerian counterparts.

In the past, the justification for this inequality is often based on the argument that expatriate crew members possess specialised skills or qualifications that are not readily available among the local workforce, but this is no longer the case, national crew now travel across the world to obtain all required certifications and relevant training as set by the International Convention on Standard of Training, Certification and Watchkeeping for Seafarers.

It is crucial to ensure that fair compensation practices are in place to avoid exploitation and further perpetuation of economic disparities. To address this issue, there is a need for comprehensive legislation that specifically addresses the remuneration gap between national and expatriate crew members in the Nigerian maritime industry. This legislation should promote equal pay for equal work, regardless of nationality.

Furthermore, it is vital to enhance transparency and accountability in the industry. Employers should be required to publicise their remuneration policies and provide clear justifications for any disparities in pay. This will enable stakeholders to hold companies accountable and encourage fair and equitable compensation practices.

What are the other socioeconomic factors responsible for the inequality?
The disparity in remuneration for the national and expatriate crew in the Nigerian maritime industry is a clear reflection of the socioeconomic factors at play. Several key factors contribute to this inequality and perpetuate the systemic imbalance within the industry.

Number one, the high unemployment rates, and a large pool of available labor, also contribute to the disparity in remuneration. Employers can take advantage of this situation to negotiate lower salaries for national crew members, knowing that many others would be willing to accept those conditions.

Secondly, there is a lack of representation and voice for national crew members in decision-making processes. This further exacerbates the inequality in remuneration as their interests and concerns may not be adequately addressed. Expatriate crew members, on the other hand, often have a stronger voice and bargaining power due to their professional networks and connections.

Lastly, discrimination and bias based on nationality or ethnicity also play a role in the disparity in remuneration. National crew members may face prejudice and unfair treatment in terms of wages and benefits simply because they are not of foreign descent.

Addressing these socioeconomic factors is crucial in tackling the inequality in remuneration within the Nigerian maritime industry. Efforts should be made to improve companies’ contributions towards national capacity building, robust succession plans to reduce the unemployment rate among the national crew, access to education and training for national crew, promote diversity and inclusion in decision-making processes, and create a fair and transparent system for remuneration that is based on merit and skills rather than nationality.

What are the potential solutions?
To address the inequality in remuneration for the national and expatriate crew in the Nigerian maritime industry, it is crucial to explore potential solutions and advocate for a fairer remuneration system. One possible solution is to implement stricter regulations and policies that promote equal pay for equal work. This can involve setting clear guidelines and standards for remuneration, ensuring that all crew members, regardless of their nationality, receive fair and equitable compensation for their skills and contributions.

Another approach is to establish a Central coordinating body like the Merchant Navy Training Board in the UK, backed by the constitution with responsibility for promoting and developing sector-specific training framework, education and skills development programmes for Nigerian seafarers to compete on an equal footing with expatriate crew. This can help bridge the wage gap and create a more level playing field in terms of remuneration.

Maritime industry stakeholders, including government agencies, trade unions, and non-governmental organisations, can collaborate to raise awareness about the issue and push for policy reforms. Furthermore, engaging in dialogue and negotiations with maritime companies and employers can also lead to positive outcomes. By fostering open and constructive discussions, it is possible to address concerns, share perspectives and find common ground for implementing fairer remuneration practices.

In conclusion, achieving a fairer remuneration system in the Nigerian maritime industry requires a multifaceted approach that combines regulatory reforms, skills development, advocacy, and constructive engagement with stakeholders. By working together, it is possible to create a more equitable and inclusive working environment that values and rewards all crew members fairly, regardless of their nationality.