Committed and competent employees are a cornerstone of Stena’s operations and competition for skilled, highly qualified personnel is increasingly intense. To ensure access to the right personnel in the future, Stena prioritises development and training of both existing and potential employees.

A focus is placed on both internal employee training and development in the form of mentoring, trainee programmes and external training.

Mentoring programmes create meetings

Today, Stena is an international group of companies with operations in many parts of the world organised in different business areas. Between the companies in each business area there is an extensive exchange of needs and services. To both maintain and develop Stena’s successful business model requires investment in internal development work. Since 2010, the Stena Sphere has run an internal mentoring programme that helps to create meetings between Stena’s employees. Four sessions of the programme have been completed to date, with about 40 participants – 20 protégés and 20 mentors.

In 2007, Stena Drilling initiated its Fast Track Drilling Trainee Programme (FTDT), designed to identify and train employees to be part of the future leadership within Stena Drilling’s offshore operations. Those selected undergo a three-year training and education programme in which they try all types of tasks on board. Since 2013, there has also been a trainee programme for future shore-based service, alternating between periods of training at sea and working at the shore-based office.

In 2013, Stena Rederi started a trainee programme, with selected participants working in different parts of Stena’s shipping operations. The trainee programme is primarily aimed at ensuring access to skilled personnel.

Continuous training of seagoing employees

Since Stena-owned Northern Marine Management (NMM) was founded in 1983, the company has supported international marine officer training around the world. The goal is to have at least one cadet from a marine officer programme on board each vessel manned by NMM. At present, there are about 100 of these cadets on board NMM’s fleet.

NMM also invests large sums annually in the training of seagoing employees. One example is the construction of a training centre with various types of ship simulators, which began in November 2013. The training centre is be­ing built in cooperation with the customer Chevron at NMM’s head office in Glasgow. The centre will offer about 30 different training courses, available to officers on Chevron’s fleet and officers on other ships manned by NMM.

Every year about USD 15 million is invested in training for NMMs staff.

Platform for spreading shipping knowledge in the world

As shipping’s importance as a mode of transport increases, so does the need for well-trained seafarers. NMM was one of the driving partners when Stena ­Association of Maritime Institutions (STAMI) was established in 2009. STAMI is a network for a number of maritime institutions from around the world who meet a couple of times a year to exchange experiences and best practices in their operations. A total of ten institutions from nine countries on three continents participate in the network. STAMI also works to improve quality and set common standards for maritime training.

Safety on board

For Stena, care is important in all our activities, particularly when they concern employees. A safe and secure workplace is conducive to safer and more efficient operations. A comprehensive safety work is carried out on a daily basis on board Stena’s vessels and drilling rigs.


Lost Time Injury Frequency is a measure of workplace safety and is used for the crew on board. The number of LTI (injuries that leave the employee unable to work the following day) are reported per million exposure hours worked.

Next in Sustainability Report    

A voice from the industry

Common systems will benefit both the environment and the shipping industry