Retaining Talent: Insights from Superyacht Captain Carol Benbrook

In a male-dominated industry, female leaders are making waves and creating pathways for future generations. Superyacht Captain Carol Benbrook took time out of a busy summer schedule to offer her insights into talent retention and the pressing need for the superyacht sector to foster inclusivity and sustainable practices. In the interview, she also reflected on her personal journey, the evolving dynamics of the industry, and her perspectives on mentorship, gender diversity, and sustainability—all essential components for ensuring the long-term success of the yachting world. 

Captain Benbrook, who earned her 3000-tonne license in 2002 and assumed her first Captain role at 28, attributes much of her success to the strong mentorship she received early in her career. “I was fortunate to have an exceptional mentor, Captain Maxx Ainsworth, who trained me and then went to the owner, saying, ‘Why hire a new captain when you’ve got one right here?’” she recalled. Her experience highlights the critical role mentorship plays in an industry where networking and experience are paramount.  This opportunity contributed to her path to her current position as Captain, a feat still rare for women in the superyacht sector, where only 5-6% of captains are female​. 

While mentorship is invaluable, Benbrook is quick to acknowledge the challenges that women face on their path to leadership. “I faced challenges initially from the “normal/acceptable” image of a Captain at that time, but I always knew my life was at sea, and I had the support of my chief engineer, who is now my husband” she said. Her career, which took her from a sailboat captain to first mate and then to sole stewardess, and ultimately to the helm as captain, exemplifies the perseverance and adaptability women are often required to demonstrate to succeed in the industry. This struggle is not unique to superyachts; studies show that women seafarers often leave the industry after just seven years, transitioning to shore-based jobs due to limited career opportunities and lack of support​. 

Benbrook’s journey underscores the need for the superyacht sector to create more structured pathways for women—offering them opportunities beyond the traditional roles often designated for female crew members. 

Captain Benbrook emphasizes that retaining female (or male) talent requires a proactive approach, one that includes planning for life transitions and building support networks. She points to sectors like the U.S. Armed Forces, which have developed programs that allow women to return to their careers post-childbirth. “For young women coming into the industry, knowing that they might only have a decade before thinking about starting a family can be discouraging, especially considering all the personal and financial investment required. If we don’t provide better incentives and support for long-term careers, we risk maintaining the status quo and losing some excellent professionals,” she cautioned. 

Training and development are at the heart of cultivating and retaining top talent. A particularly rewarding aspect of Captain Benbrook’s role is the discovery of untapped potential within her crew—hidden talents that often prove invaluable to the team’s operations and to their future career trajectories. “Many times, I’ve reviewed a resume, interviewed the candidate, and once they’re on board, they reveal abilities that weren’t even mentioned,” Benbrook explains. “They’ll say, ‘Oh, I didn’t include that because I didn’t think it was relevant.’ But it’s crucial to recognise and nurture these talents.” 

One of the greatest challenges she faces as a captain is ensuring her crew continues to grow professionally, despite the demanding nature of their schedules. “With the time we have, it’s difficult to accomplish everything,” she admits. To address this, Benbrook champions the integration of sustainability education into existing training programs, rather than burdening the crew with additional coursework. This approach allows them to acquire essential skills in sustainability without overwhelming their already packed schedules—a vital consideration as younger generations increasingly seek out industries and employers committed to ethical and sustainable practices. 

Mental health and well-being are also high priorities for Captain Benbrook, especially given the high-pressure environment onboard. She has implemented several initiatives to foster a supportive atmosphere. “Mental health is very important on board. I’ve done extensive training with the Crew Academy, and their courses have been excellent, this prompted me to continue my own education in leadership and I am now a professional, neuroscience and positive physiology coach” she said. For Benbrook, cultivating a strong, family-like crew culture has been essential to maintaining stability and effectiveness. “Crew are a crucial part of guest enjoyment and the overall success of the yacht. Crew longevity is vital for smooth operations—there’s less risk of accidents, injuries, or disruptions.” 

Maintaining best practice onboard in reducing environmental impact is a focal point for Captain Benbrook. From reducing plastic use to promoting filtered water. However, as with mental health, implementing sustainability initiatives can be challenging. Benbrook suggests that the industry could explore innovative solutions, such as incorporating sustainability training into social events and community-building activities, making it resonate more with the crew’s values and responsibilities​. 

Captain Benbrook’s insights reinforce the industry’s need to emphasize the “S” in ESG—social factors. Retaining talent, especially women, requires a holistic approach that includes mentorship, training, mental health support, and sustainability initiatives. As the superyacht industry seeks to modernize and evolve its practices, Captain Benbrook’s experiences and leadership offer a roadmap for creating a more inclusive and sustainable future. 

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