As the daughter of a seafarer and a trained shipping agent, Susanne Coulibaly has been involved in shipping since she was a child. But that’s not all: since June, the Operations Manager has also been the second Chairwoman of WISTA Germany.
How long have you been involved in shipping and how did you get into it?
Susanne Coulibaly: I’ve basically been connected to shipping for as long as I can remember – my father was a seafarer and got me interested in this world at an early age. I still remember my first impressions on board, which were absolutely fascinating for me. Then, 22 years ago, I started training as a shipping clerk at AIDA Cruises – that was my official entry into the industry and also the start of a path that I am still passionate about today.
What does your everyday working life look like?
Coulibaly: No two days are the same. My day-to-day work is a mixture of operational tasks, communication with various partners and strategic planning. I find the international aspects and the need to work flexibly and in a solution-oriented way particularly exciting – especially in an industry where a lot is in flux.
Of course, my day-to-day work is also influenced by my daughter, with whom I live alone in Hamburg. This responsibility requires good organization and prioritization, but also gives me valuable impulses and a clear perspective on what really matters.
Despite my work in Operations, I have never had any difficulties with any of my employers in meeting my responsibilities as a mother – an absolute plus for working in shipping, even in an area with 24/7 availability.
How did you find your way to WISTA?
Coulibaly: I became aware of WISTA through colleagues and was immediately impressed by the idea of networking. The opportunity to exchange ideas with other women from the maritime industry convinced me. I not only found inspiration in WISTA, but also real support and community – especially in phases when things weren’t going so well professionally.
What does “diversity in the world of work” mean to you?
Coulibaly: For me, diversity means that different perspectives, life plans and experiences are seen as enriching. It’s not just about gender or origin, but also about ways of thinking, age, professional backgrounds and more. A diverse environment creates innovation, empathy and long-term success.
Many companies have already recognized that diversity is not only a moral imperative, but also a business advantage. When organizations increase diversity – be it through women in management positions, older employees, different cultural backgrounds or different opinions – entrenched structures begin to loosen and innovation becomes possible.
This is not just about equality, but about the conscious use of differences. Different perspectives lead to better decisions, creative solutions and stronger team cohesion. Teams made up of people from different backgrounds bring a broader range of experiences and perspectives to the table – and that makes them more successful.
What is your contribution to diversity?
Coulibaly: Inclusion and diversity are not just buzzwords for me, but a personal mission. I find it hard to bear when people are excluded just because they don’t fit into the supposed picture.
My contribution begins in everyday life: I actively promote an open, appreciative environment – in the team, in projects and in collaboration with partners. Listening, taking different perspectives seriously and creating space for development are essential for me. It is particularly important to me to encourage young colleagues to go their own way – regardless of stereotypes or origin.
I have also worked with children in refugee camps and was involved in InVia e.V.’s crisis network for young people in difficult situations. These experiences have clearly shown me how much difference it can make when someone is not just expected to “function”, but is seen as a person – with all their potential. If you recognize someone’s strengths and use and encourage them in a targeted way, this can unleash unexpected strength – especially in those who are often overlooked. The “underdogs” often go on to perform at their best because someone finally really sees them and believes in them.
What else can companies in the maritime industry do to achieve more diversity?
Coulibaly: Companies in the maritime industry should see diversity as an integral part of their corporate culture and strategic direction – not as a short-term initiative, but as a long-term success factor. Conscious and fair recruitment processes, in which diverse CVs and backgrounds are specifically taken into account, are just as important as flexible working time models and transparent development opportunities in order to retain different talents in the long term.
But this does not happen by chance. All too often, DEI work is carried out by committed individuals – unpaid, in addition to their actual role. This is not fair or effective in the long term. If you are serious, you have to provide resources: Budget, time, structures and clear responsibilities. Just because people from different countries work together does not create true inclusion. Diversity does not manage itself – it requires conscious design. Without well-founded measures and regular internal dialogue about diversity, all that often remains in the end is a colorful flag on the intranet – a symbol of well-intentioned “color-washing” instead of real change. Diversity requires an attitude, but also targeted actions that are supported top-down.
HANSA and WISTA empower women in the maritime industry
As part of an exclusive partnership with the German chapter of the Women’s International Shipping & Trading Association, HANSA regularly profiles a member of WISTA Germany e.V.
