The Sea Strategy Forum day also included a panel discussion on the theme of education and finally a glimpse into new opportunities for the maritime cluster. This year’s event was held on 5.11.2025 at the Scandic Marina Congress Center, on Katajanokka, Helsinki. The event had ample participation, and the speakers’ presentations indeed raised several questions among the audience.
The opening remarks for the discussion event were delivered, as is customary, by the Chairman of the Meriliitto (Seafarers’ Union), Mikko Niini. However, the planned contribution of the Minister of Labour, Matias Marttinen, who was scheduled to bring greetings from the Government, was cancelled as he had to attend to an urgent work task elsewhere.
Adding more appeal to the sector
The expert segment was started by Katri Laakso, founder of Kokonat Oy, with the theme “Development of maritime personnel and future prospects from the perspective of Finland’s security of supply.” The presentation was based on a study conducted by Kokonat Oy on the availability of seafaring personnel up to the year 2040.
The study interviewed 20 Finnish shipping companies and key associations in the sector. In 2024, there were 6571 Finnish seafarers on vessels under the Finnish flag. The average age of the crew was 41 years, the retirement age for crew members was 61.5 years and for officers 62.6 years. According to Laakso, future recruitment challenges are focused on engine officers.
The use of foreign labor varies somewhat depending on the size of the shipping company.
Size of shipping company EU and EEA positions Positions outside EU and EEA
of which Finnish
on average
1–5 vessels 94% 88% 6%
6–10 vessels 81% 67% 19%
Over 10 vessels 78% 83% 22%
The availability of foreign labor in serious disturbance situations and exceptional circumstances is weak. The deteriorated security situation in the Baltic Sea could also lead to personnel resignations. However, risks related to the availability of maritime personnel can be prepared for by identifying the flexibilities required in crew numbers for crisis situations and through VAP (Voluntary Additional Personnel) reservations, where the employer can reserve personnel for critical tasks in exceptional circumstances.
Other methods include facilitating the renewal of qualifications in exceptional situations, as well as cross-skilling and training: multi-skilled personnel are an important resource in disturbance situations. Additionally, it is worthwhile to consider the use of retired seafarers and those in other roles (e.g., administrative side and teaching staff).
In Finnish maritime educational institutions, it would be important to train people for all roles, not just for the deck side. According to the study, challenges also include delays or discontinuation of studies, usually due to obtaining practical training experience or a seafarer’s medical certificate. However, the Finnish fleet is the foundation for the sufficiency of maritime personnel, while also being a significant employer and a key attraction factor. Strengthening the sector’s appeal is therefore of paramount importance to ensure a sufficient flow of skilled professionals. A general risk, however, is the transition of many shipping companies to foreign ownership.
Availability of labor and the attractiveness of the sector must be improved
Tiina Tuurnala, Managing Director of Suomen Varustamot ry (Finnish Shipowners’ Association), continued with the theme “Measures by Finnish Shipowners to improve labor availability and the attractiveness of the sector.”
Tuurnala gave an overview of maritime history and culture, also referring to the LOBAS leadership training initiated in 2019, which has aimed to influence the leadership culture in the maritime sector.
Within its framework, over 100 maritime industry employees from different shipping companies belonging to deck or engine crews or supervisory staff have been trained.
Finnish Shipowners’ Association published an equality and non-discrimination program for shipping at the turn of the year. The program contains 14 concrete measures. The goal is that everyone working on board should feel safe, welcome, and valued in the work community. And that in the future, the industry would attract young people, and significantly more women would enter the field than currently.
Efforts are being made to attract young people to the industry through various measures. These include, among others, an info tour targeted at schools and garrisons, cooperation with school guidance counselors (OPO), and a shipping company game simulation for lower secondary school students funded by the Shipowners’ Foundation.
Finally, Tuurnala presented the content of the “Ship Happens” campaign designed together with an advertising agency and targeted at young people. The campaign was a refreshing information package with an unconventional approach, where young people, for example, tell about daily life on ships through their own videos on social media platforms.
Specialized training is important
After this, it was time for a Panel Discussion on the state of seafarer training in today’s Finland under the theme “Maritime training – degrees or competencies?”.
The discussants were special expert Ninna Roos from Traficom, Head of Degree Programme for Maritime Studies Petteri Niittymäki from Novia University of Applied Sciences, Training Manager Anssi Avelin from Ekami Maritime and Logistics, and Olli-Pekka Brunila from XAMK in Kotka.
The panel covered several training-related issues. Topics that concerned the discussants included, among others, the timeliness of training and training locations. Currently, 2nd and 3rd degree education is provided in Kotka, Turku, Rauma, and Mariehamn. Should there also be maritime industry education in the Helsinki metropolitan area? And how to get students into studies more efficiently?
For certain programs there are enough applicants, for others fewer. And how should the content of study modules be directed or changed in the future? As individual examples, e.g., cybersecurity and new fuels, which according to the panelists would be good to have as teaching content. The significance of IMO’s STCW (Standard of Training, Certification and Watchkeeping) and the extent of its guidance on study content were also discussed, partly questioning the making of overly strict interpretations. Additionally, ways to reduce the significant number of study discontinuations were considered.
The diversity of internship content and even a small compensation received during the internship period could be factors providing additional motivation. Since the funding of educational institutions is based on graduation, it would be important to get students to continue their education already to secure study opportunities.
Training opportunities in maritime economics and maritime law
University of Turku professor Lauri Ojala continued after the panel with his own presentation on the theme “Training opportunities in maritime economics and maritime law in Finland”.
Ojala stated that academic training in maritime economics and maritime law in Finland is difficult, if not impossible. According to Ojala, academic training in the field has been cut and the few specialization opportunities in training content have largely been discontinued. The nearest training opportunity leading to a Master’s degree with a major can be found in maritime law in Norway and in maritime economics in Sweden. In Finland, one can naturally study economics and law, but applying what is learned to the maritime industry requires initiative.
Maritime education offerings are increasing: Satakunta University of Applied Sciences launched a Bachelor of Business Administration in Maritime Logistics degree program in 2025. Additionally, in 2026, Åbo Akademi and Novia University of Applied Sciences will start an approximately 27-credit supplementary education program, Executive Diploma in Shipping and Maritime Business, aimed at those already in working life. However, universities have limited prerequisites to maintain major studies leading to a master’s degree, as the industry’s employment demand and student numbers are low.
The Navy does not have recruitment problems
Commander Matti Linteri from the Navy Headquarters spoke on the theme “Challenges of Navy personnel in an internationalizing NATO environment.” Contrary to the situation sometimes in civilian shipping, the Navy does not have recruitment problems. According to Linteri, there are plenty of applicants for open internship and job positions.
With the NATO alliance, the Navy is attracting more interest as an employer than before. However, Linteri considered one challenge to be the personnel’s readiness for even longer continuous periods at sea. Integrating personal life with naval service can be challenging. The Navy’s modern technology and new combat vessels, such as the four corvettes currently being built in Rauma, are seen as attractive factors.
Experiences with EU and non-EU manning
Maritime Personnel Manager Niclas Seligson from Finnlines Plc gave a presentation on the topic “Experiences with EU and non-EU manning in Finnish shipping.” At Finnlines, the total number of maritime personnel under the Finnish flag is 751, with 639 employees from the EU area and 112 from non-EU areas (situation as of 30.9.25). Men make up 75% of the personnel and women 25%, with an average age of 42 years.
Mixed manning was introduced in Finland in 2009 through a joint agreement by three maritime professional unions (separate agreements with all unions). Without mixed manning, it would practically no longer be possible to sail cargo ships under the Finnish flag; it would only be possible, for example, in icebreaking, passenger ships, archipelago traffic, and a few tankers.
For the Finnish flag to remain competitive in the international operating environment and to ensure experienced seafarers are available in the future, mixed manning is a necessary solution. It provides shipping companies with operational prerequisites and secures ships operating under the Finnish flag.
Due to times of crisis, it is important that there are Finnish seafarers. In a crisis situation, Finnish seafarers are exempt from military service. Their place of service is the ship, without rotation.
As a general trend, ships can be seen to have a shortage of EU crew overall. The same trend is already visible outside the EU as well. He gave a good grade to the non-EU workforce of the shipping company he represents and reported that the employees are happy there and generally always want to return after their six-month fixed-term contract ends. Seligson also pondered whether non-EU personnel should have the opportunity to advance in their work to higher officer positions. Such a career path could ensure that there are enough lower officer positions for EU citizens on mixed-manning ships. This would open up more employment opportunities for them as well as the chance to accumulate experience and develop within the company.
Opportunities available to familiarize with the maritime environment
Brief greetings to the seminar day were also brought by CEO Jyrki Myllyperkiö from the Finnish Sailing Ship Foundation.
The purpose of the foundation, established in 1973 by the Meriliitto and nearly 20 shipping companies, is to give young people the opportunity to become acquainted with the maritime environment on sailing vessels. And thereby spark and nurture young people’s interest in seafaring and maritime life. Over 25,000 young people have already gone to sea on the foundation’s vessels over the years. Training on sailing vessels is a means to help young people learn about themselves as individuals and as part of a group. The activity also offers young people the experience of challenging physical and emotional situations.
International experts must be retained
Jani Romanoff, Vice Dean of the School of Engineering at Aalto University, reflected on the internationalization of studies with the theme “Internationalized university and internationalizing students – a key to the growth of expertise?”
According to him, the arrival of an international workforce to the Finnish labor market is a necessary factor. Our population structure as it is cannot meet the challenge of the labor market. A significant portion of the students at the institution he represents are foreigners, and they come to Finland through always competitive application processes.
In Romanoff’s view, it would be essential to strive to educate and find talents, and above all, to be able to retain them in Finnish business life and culture even after their studies end. Assistance with family and leisure life arrangements, as well as with studying the Finnish language when needed, could also help integration.
Close cooperation between educational institutions and business life will be increasingly important in the future. As an alternative to successful recruitment, he saw the successful large-scale adoption of automation and AI technology. However, driving such a change in the field’s operational environment takes time, and this is by no means an immediate solution.
Also, fast graduation is one way to get workers to the labor market more efficiently. Foreign students, who are subject to tuition fees, have a motivation, as the cost of the degree increases significantly after exceeding the target duration.
Integration and employment of foreign experts
Researcher Virve Murto from the Academic Engineers and Architects in Finland TEK continued with the theme: “Integration and employment of foreign experts in Finland”.
The presentation was based on the 2024 TEK Graduate Survey and an English-language survey conducted in March of this year on the experiences of international experts in the field of technology in Finland.
Among the 756 respondents, there were over 70 different nationalities, most from Russia, India, and China – just over half from outside Europe. Respondents had lived in Finland for an average of 7.6 years, and 54% lived outside the Helsinki metropolitan area. 17% had dual citizenship and a total of 60% had citizenship or a permanent residence permit.
28% of respondents were women and half were 30–39 years old. 59% had completed a Master’s degree and 18% had a postgraduate degree. Nearly half had completed their highest degree in Finland. 72% had permanent employment, most often working in expert positions. Additionally, 67% had a family (spouse or children) in Finland.
A clear conclusion from the research results of the expert survey was that experiences had recently become more negative. Finding work was hindered by the Finnish language, scarcity of jobs, and lack of networks. More and more people feel unequal compared to Finns. The experience of equality was now reported by 52% of respondents, while in 2024 the figure was 64%.
Citizenship or time spent in Finland did not produce differences in the experience of equality.
Those who experienced themselves as unequal in job searching also more often experienced themselves as unequal in workplaces. However, integration into work is better than into social life. 47% of respondents felt they were well integrated both at work and socially. Those who had lived in Finland longer were better integrated than those who had lived there for a shorter time. The majority would have wished for more support from the employer for integration. An increasing number of international experts in the technology sector had considered leaving Finland.
As means for better integration of international experts, Murto presented the following measures:
Promote students’ working life connections, for example through thesis work placements, and improve the transition to working life.
Develop a more equal working life and especially job searching, for example by using
anonymous recruitment, better recognizing competencies acquired elsewhere,
and assessing the necessity of Finnish language proficiency requirements.
Better support integration in workplaces – the work community has strength and the social
aspect should not be forgotten.
Build a more tolerant society where foreign experts also feel
themselves welcome.
Coordination is key in an int. environment
Authorities-Business Director Sami Sohlberg substituted for CEO Mika Niemi from Rauma Marine Constructions Oy and lectured on the topic “Retaining and developing expertise in networked maritime industry production chains.” The topic emerged as timely, as shipbuilding operates in increasingly broader and more multinational networks, where the continuity of expertise has become one of the critical issues.
The presentation examined three key influencing factors in shipbuilding: economics, expertise, and the cyclical nature of the industry. These elements form the basis for how the Finnish and Nordic maritime cluster builds its operating models and responds to constantly changing international demands. When balance is found, production remains efficient and quality high even in challenging market situations.
A central theme that emerged was the idea of the movement of expertise. Shipbuilding is largely work based on tacit knowledge, but according to Sohlberg, this tacit knowledge must also be embedded in structures, methods, and processes so that it is preserved and can be utilized from one project to another. RMC’s role is to ensure that critical expertise remains in the home country and supports the entire network’s operation.
The topic was illustrated through practical examples. They highlighted the division of labor in the network-based production model: at the core of RMC’s operations is expertise – design, coordination, and overall management – while at the core of partners’ operations is execution, i.e., efficient and high-quality performance, which builds upon that expertise. The clarity of these roles strengthens the entire supply chain’s operation and helps address the future challenges of shipbuilding.
Experiences from business internationalization
Global Resource Manager Pekka Huhtala from Elomatic Oy’s Marine business unit spoke on the theme “Experiences from business internationalization from the perspective of developing company expertise.”
Elomatic Oy offers the maritime industry a variety of design and project management tasks. Services cover all vessel types from cruise ships to icebreakers. Elomatic’s growth story from a small family business to an international operator employing 1800 people with a turnover of 125 million euros is simultaneously an example of successful workforce recruitment.
Internationalization inevitably also leads to an international workforce. According to Huhtala, one clear turning point in corporate culture is the hiring of the first foreigner into the work community. At that point, the working language permanently changes from Finnish to English. Adapting to this is also essential. The permanence and development of the workforce must be continuously nurtured through an open, encouraging work environment that offers suitable challenges. Understanding cultural differences helps in adapting to a multicultural environment. As one recruitment channel, Huhtala mentioned the company’s Trainee program offered to students, which has proven to be a good way to engage young people in the work community.
New areas of activity
After Huhtala’s speech, the event concluded by briefly moving to the day’s final theme “Looking ahead, new needs,” where three representatives from different fields presented activity areas related to or adjacent to the maritime cluster.
Business Director Esa Holttinen from Arenso Oy spoke on the theme “Offshore wind power as the maritime cluster’s strong new sector? Where are its creators?” Arenso operated Finland’s first offshore wind turbine already in 2010, and according to Holttinen, it is a growing trend of the future.
He saw clear synergy benefits in many sub-areas between current shipbuilding and wind power construction. Similar expertise is needed in both fields. Furthermore, the construction of offshore wind power itself requires special vessels and expertise. According to Holttinen, offshore wind power is a major opportunity for Finland. The Baltic Sea is favorable for offshore wind, although in winter, especially in the northern Baltic Sea, there can be considerable ice. However, the sea’s shallowness and the short distances of wind power units from the coast are significant advantages, compared for example to conditions and requirements on the Norwegian coast.
Floating construction is a global growth area
CEO Tytti Sirola from Bluet Oy presented on the topic “Floating construction is a global growth area. Who will implement the solutions?” Bluet Oy, represented by Sirola, is focused on building floating infrastructure on water for various spatial solution needs, thereby enabling the additional construction area needed by growing cities.
One domestic reference for Bluet’s implementations is the Allas Sea Pool in Katajanokka, Helsinki, next to the Market Square. Various floating solutions can be made for both residential and business needs. The field is also a growing trend worldwide. Especially in large coastal cities, where most of the world’s population lives, the focus is on infrastructure and energy solutions – particularly in densely populated areas of Asia. According to Sirola, the challenge is finding specialists skilled in floating structures. Collaboration opportunities with the Finnish maritime cluster could be found both in design and implementation.
New expertise is born in cooperation
Roomet Leiger, Head of the Estonian Maritime Academy at Tallinn University of Technology, concluded the day with his presentation “New expertise is born in cooperation – experiences from Estonia.” In 2014, a state-run university of applied sciences, the Estonian Maritime Academy, was merged into Tallinn University of Technology, with the goal of developing maritime higher education and research and development activities even more purposefully. In the rapidly growing unit, approximately 500 students study and four Finnish professors also work there.
According to Leiger, the Estonian Maritime Academy offers an alternative for both maritime studies and research and business cooperation.
Estonia and Finland have historically been close and almost share a common language, so cooperation is a natural direction of development. Tallinn University of Technology wants to produce more and more graduates for the maritime labor market in the future.
Finally, the Chairman of the Maritime Association, Niini, expressed words of thanks to the speakers and participants. The day’s takeaway seemed, once again this year, to have resonated with the participants.
In summary of the Maritime Association’s discussion event, it could be said that maintaining and developing maritime expertise in the Finnish maritime cluster at a sufficiently good level is entirely possible, but requires activity and adaptation to constantly changing factors. In many respects, the expertise is, still, high-level.
Recruiting skilled foreign labor and getting motivated students into the field’s educational institutions are continuous challenges. According to many lecturers, however, these issues have already been reacted to, and measures to improve the situation have been initiated.
Text and images by Teemu Simola
