Hub - How Generation Z is Reshaping the Superyacht Industry

Erica Lay owner of EL CREW International Yacht Crew Agency http://www.elcrewco.com/ erica@elcrewco.com



How Gen Z is Reshaping the Superyacht Industry

Baby Boomers, Generation X, Millennials and now Generation Z. Is our industry ready to be taken to the next level? Let’s hope so before the Generation Alphas get their hands on us!

As the first wave of Generation Z (born between 1997 and 2012) enters the workforce, they bring along their distinct values, expectations, and skills—ones that are starting to reshape the superyacht industry. Unlike previous generations, Gen Z’s perspectives on work-life balance, transparency, sustainability, and inclusivity are transforming recruitment strategies and onboard operations in significant ways.

(First things first: if you’re still grappling with the fact that people born in 2006 are now fully-fledged adults, take a deep breath. You’re not alone.)

The Generational Divide

Before diving into the Gen Z effect, let’s establish who’s who in yachting today. Senior roles are largely occupied by Millennials (28-43 years old), followed by Gen X (43-60 years old), and a few Boomers (60+) hanging on, offering their valuable experience (and sometimes their gripes about “kids these days”).

A key shift observed in the industry is the rising number of complaints from captains, HODs, recruiters, and managers about the evolving dynamics brought by Gen Z crew members. The question is: why is this new wave of crew so different, and what can we learn from them? More importantly, how can the industry attract and, crucially, retain them?

The reality is stark—the superyacht industry is struggling to attract new crew at pre-pandemic levels, and those who do join often leave after just one season. This suggests that the yacht industry isn’t quite ready for Gen Z, and perhaps, Gen Z isn’t ready for the yacht industry. So, what can be done to bridge this gap?

1. A Values-Driven Workforce

One of the most defining traits of Gen Z is their desire for values-driven work environments. They seek jobs that align with their beliefs in sustainability, inclusivity, and mental well-being. They want more than just a paycheck; they want purpose.

In an industry traditionally built on exclusivity and luxury, this presents both a challenge and an opportunity. Yachts that emphasize eco-conscious operations, ethical practices, and crew welfare are more likely to attract young talent. It’s no longer just about luxury, but about sustainability and responsible stewardship of the seas.

2. Sustainability on the High Seas

Gen Z crew members are highly aware of climate change and are drawn to yachts that prioritize eco-friendly initiatives—whether it’s reducing plastic waste, adopting green technology, or cutting carbon emissions. Owners and operators who showcase their sustainability efforts will find themselves with a competitive recruitment advantage.

If you’re already implementing green initiatives, make sure potential hires know about it—highlighting these efforts in job listings could make all the difference.

3. Transparency and Fairness in the Workplace

Gen Z values transparency in policies, pay structures, and work expectations. Traditional top-down management styles and opaque decision-making don’t resonate with this new generation. They expect clear communication and fairness in everything from contracts to onboard culture.

Gone are the days when “because I said so” was an acceptable managerial response. To retain Gen Z crew, leaders must be willing to explain the “why” behind their decisions and foster an environment of mutual respect.

4. Open Communication

Encouraging open and honest communication onboard helps foster a healthier work environment. Gen Z crew members prefer to voice concerns early rather than letting them simmer into bigger issues. This approach helps to avoid mid-season meltdowns and fosters a culture of collaboration rather than hierarchy.

Older crew may perceive this as “soft,” but effective communication leads to smoother operations and happier teams—something everyone benefits from in the long run.

5. Work-Life Balance and Mental Health Support

Unlike previous generations, Gen Z is not willing to sacrifice work-life balance, even in an industry known for its demanding schedules. They prioritize their mental health and expect employers to do the same.

With increasing scrutiny on MLC (Maritime Labour Convention) hours of rest, it’s becoming harder to justify overworking crew. Yacht owners and managers must take crew well-being seriously—not only to meet legal requirements but to retain top talent and maintain safety standards.

6. Embracing Rotational Roles and Structured Time Off

Structured rotation is slowly creeping into the industry, but many yachts are still reluctant to offer it widely. Gen Z expects reasonable working hours and scheduled time off. Owners and captains need to acknowledge that well-rested crew are more efficient and engaged.

Adopting even partial rotational systems (e.g., 5-on-1-off) could make a big difference in crew satisfaction and retention. Burnout and high turnover rates can be costly, both financially and operationally.

7. Technology as an Asset and Expectation

Gen Z grew up in the digital age, making them tech-savvy and highly adaptable to onboard technology systems. Whether it’s social media management, troubleshooting digital systems, or operating advanced navigation equipment, they bring valuable skills to the table.

However, their reliance on screens sometimes means face-to-face communication needs a little nudge. Setting expectations, such as phone-free meal times, can help balance their digital habits with traditional social interactions.

8. Demand for Authentic Mentorship

If the superyacht industry wants to retain Gen Z talent, it must provide mentorship and growth opportunities. This generation values leaders who invest in their development and provide clear career progression paths.

Senior crew members should see training not as a chore, but as an investment in the future of their team. Taking the time to train green crew members can often yield better results than relying on pre-experienced hires who may not align with the yacht’s culture.

9. Inclusivity and Diversity as Priorities

Gen Z places a high value on inclusivity and diversity. They expect workplaces that actively welcome individuals from all backgrounds and walks of life. In a traditionally exclusive industry, this shift requires yachts to implement fair hiring practices and foster an environment of acceptance.

Diversity onboard isn’t just about ticking boxes; it strengthens team dynamics and creates a more enriching work experience for all crew members.

Moving Forward

As Gen Z continues to join the yachting workforce, the industry must evolve to accommodate their expectations. Attracting and retaining this generation of crew is critical to ensuring the long-term sustainability of yachting. And guess what? If these changes are made, they might just make the industry better for everyone—even the grumpy old sea dogs.

Quick Tips: Hiring and Retaining Gen Z Crew

Wi-Fi or We Riot: Unlimited internet access is a must—whether for social media or staying in touch with home.

Eco-Friendly Everything: Highlight sustainability efforts onboard to attract eco-conscious crew.

Rotation, Please! Structured time off helps crew stay motivated and committed.

A Cool Captain: Leadership styles need to evolve; mentorship beats dictatorship.

Transparency Rules: Be honest and upfront about expectations, policies, and working conditions.

Mental Health Matters: Support systems onboard can make or break crew retention.

Tech-Savvy Support: Gen Z crew can manage digital systems better than you think—let them.

Inclusivity FTW: Diverse teams make stronger teams—embrace it.

By adapting to these evolving expectations, the superyacht industry can ensure it remains an attractive and fulfilling career choice for the next generation of crew.