Justin Chisholm sits down with Vicky Low, CEO of The Magenta Project, to unpack how a volunteer-driven idea born out of the Team SCA all-women campaign in the Volvo Ocean Race 2014-15 has evolved into one of the sport’s most effective engines for getting more women into sailing.

From Team SCA to a Global Movement

Magenta began when the Team SCA squad realised that, post-campaign, very few of the women had immediate opportunities. The early goal was simple: create teams and seats. The breakthrough, Vicky explains, was recognising that mentoring scales impact far wider than a single campaign. Since 2018, Magenta’s mentoring programme has become its “jewel in the crown”, spawning practical pathways across offshore, inshore, foiling, media, race management, leadership, and — crucially — STEM roles that power the sport and the industry behind it.

What’s Changed — and What Hasn’t

Women’s sport has surged in the last decade and sailing is catching up, but Vicky is candid about where the friction still lives: not so much at the elite level, but at clubs and local events where too many still don’t feel welcome. Magenta’s new 2 x 25 global survey (an update to its 2019 strategic review) shows a big uptick in perceived opportunity — yet persistent themes of discrimination, access, and, above all, confidence remain. (“Opportunity” was the most-used word in 2019; in 2025 it’s “confidence.”)

What Magenta Is Doing Now

• Mentoring at scale: 120+ mentors to date; this year’s intake will double to ~50 mentees across sailing and industry roles, with rising demand in STEM and female leadership.
• Hands-on pathways: Clinics and workshops alongside major events that demystify mechatronics, hydraulics, and performance data for aspiring shore and engineering talent.
• RORC x Magenta Offshore Weekend: 31 women training and racing offshore, tackling the confidence gap with real miles and real teams.
• Mighty Magenta Hub (launching early October): A global community platform where skippers, teams, clubs and companies can post opportunities and connect with candidates — from a spare foredeck spot to a graduate engineering role.
• Industry advocacy: Collaborations (e.g. at METSTRADE Young Professionals Club) to help companies “reverse-engineer” better hiring and retention for women.

Quotas vs Quality — and Why Pathways Matter

Vicky supports mandates that create space (e.g. women on AC75 crews) — but insists the sport must invest in training pipelines so teams pick the best person for the job, not a token. Showcase events like the Women’s America’s Cup help accelerate readiness, but the real test is year-round depth: coaching, seat time, and exposure to the technical systems that decide modern performance.

How You Can Help

• Skippers/Team Managers: Offer a berth, training day, delivery leg, or shore-side project via the Mighty Magenta Hub (early October).
• Mentors (men and women): Volunteer expertise across sailing, engineering, ops, comms, and leadership.
• Clubs/Classes: Audit your culture. Replace the “members only” mindset with active welcome, clear pathways, and visible role models.
• Sponsors/Employers: Fund seats and internships; co-create entry programmes for STEM roles. The talent is there — help unlock it.

Connect with The Magenta Project

• Email: contact@themagentaproject.org
• Join: Look out for the Mighty Magenta community launch in early October and become a Friend of Magenta to access opportunities, resources, and events.

If we do this right, says Vicky, Magenta will make itself obsolete — because inclusive pathways will be the sport’s default. Until then, they’re building the “village” sailing needs.

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