Achieving a Workplace Environment Active with Diverse Human Resources

Over 35,000 people are employed by the NYK Group. For employees of diverse backgrounds to feel free to utilize their abilities and leadership skills to easily work together in the global field, we are continually aiming to maintain a satisfying working environment.

Working on Land

Diversity and Advancement in the Workplace

NYK’s Human Resources Group has established a Diversity Promotion Team that is taking a range of measures to enable female employees, disabled employees, and reemployed retirees to contribute to the workforce.
The team has particularly focused on advancing women by eliminating the categorization of positions as either career-track or general duty, and unifying the company’s personnel system. Since then, systems and conditions that enable all employees - irrespective of gender - to pursue careers have been implemented.
In 2002, NYK established Yusen Childcare, an in-house childcare service that was rare in downtown-Tokyo at the time. To reduce commuting stress, accommodations have been made so that users can commute to the office by car, and diapers are then supplied and children’s clothing laundered by the nursery. This service allows parents to work or return to work in accordance with their career plans, without worrying about finding a nursery for their children. To enable employees to balance work and family commitments, the company also has a range of other systems that surpass legal requirements, such as flextime, short-time work, and child-rearing and nursing-care leave.

Company system and Career-building support

Details of company system

Childcare leave
The employee may take leave for a maximum of two years and eight weeks immediately after childbirth.
Flexible work hours for childcare purposes
The system applies to pregnant employees and employees who have children that have not completed six years of elementary school.
Shorter work hours for childcare purposes
The employee may work up to one hour less a day. This system applies to employees who have children that have not completed the first year of elementary school.
Telework for childcare and nursing purposes
The employee may work remotely for half a day, or the entire day. Pregnant employees may also participate in this system.
Other support systems
Child-nursing leave, maternity leave, childbirth leave for spouse.
Nursing-care leave
The employee may take up to one year off for nursing purposes.
Flexible work hours for nursing purposes
The employee may use flextime.
Other support services
The employee may use baby-sitting provided by an outside company.
Spouse-transfer leave
The employee may take leave of up to three years to accompany a spouse being transferred within Japan or overseas.

Changes in the number of women taking childcare leave,
percentage of women who returned to work,
and retention rate of women who returned to work after using childcare leave program

  FY 2015 FY 2016 FY 2017 FY 2018 FY 2019
Women taking childcare leave 18 20 24 37 33
Percentage of women who returned to work 90%
100% 100% 94%
Retention rate of women who returned to work after using childcare leave program 100% 100% 100% 100% 94%
  • ()Number of women who left the company
More Information:

Ratio of Female Managers

The ratio of female managers at the NYK headquarters has exceeded 10% annually since fiscal 2007.
As of March 31, 2020, 17.1% of managers at the NYK headquarters were female.
In fact, NYK's percentage of female managers exceeds the industry average and the average at companies included in the Nadeshiko Brand initiative, which recognizes companies that empower women in the workplace.
In addition to Nadeshiko Brand recognitions in fiscal 2013 and 2014, NYK was included once again in fiscal 2019.

Ratio of Female Managers(NYK Headquarters)

Participation and Advancement of Women in the Workplace

The Group endeavor to create a workplace culture and environment that enables diverse employees to remain actively engaged. We support the participation and advancement of women, active advancement of career development after maternity leave, and employees with working style restrictions.
As part of these initiatives, we have made an action plan to achieve participation and advancement of women in the workplace. We aim to train talented personnel who can actively work in global fields and also create further opportunities for them to work at NYK offices abroad and feel secure doing so, regardless of gender.

NYK Action Plan
  1. 1Duration
    Five years (April 1, 2016, to March 31, 2021)
  2. 2Goals and Activity Contents
    An aggregate of 80 female employees having significant work experience at NYK offices overseas.
    1. (1)Support active career development of employees who have children
    2. (2)Enrich support system for employees who take their children when assigned to work abroad
    3. (3)Provide the opportunity for employees to draw up their own career plans by holding forums featuring employees who have work experience at NYK offices overseas

Total number of female employees having significant work experience at NYK offices overseas

Reemployment Program

NYK launched the NYK Career Club (NCC) and NYK Friend Club (NFC) in April 2006. The NCC is a program created in response to the amended Law Concerning Stabilization of Employment of Older Persons and provides for reemployment through age 65 of employees who retire at age 60 and meet certain conditions. On the other hand, the NFC is a program that provides for fixed term reemployment of staff members who have left NYK for personal reasons. The purpose of both programs is to provide ambitious, skilled employees with opportunities to work after they have left the company.

Working at Sea

Diversification of Seafarers

In order for the Group to implement a broad range of business globally, the Group must secure and develop talented seafarer resources. In the Group, the seafaring workforce is a multinational mix. Less than 10 percent of the seafarers working on the Group's approximately 750 operating vessels were Japanese. In 2007, aiming to create a foundation for training seafarers for senior positions from the basic level up, NYK opened NYK-TDG Maritime Academy (NTMA) in the Philippines. Graduates of NTMA and students from various partner merchant marine academies in India, Eastern Europe, and Asian nations receive onboard training within our fleet. After a seafarer license is obtained, we invite these students to join our group to work as officers and engineers.

Percentage of Seafarers by Nationality*1

  1. *1Percentage of seafarers at NYK Ship management (officers and crew members)
  2. *2China, Vietnam, Russia, Myanmar, Nigeria, Angola, Panama, Singapore

Female Seafarers

In 2004, NYK became the first of the major Japanese companies that offer overseas shipping services to accept female officers. Since then, their numbers have continued to rise, and the company had 21 female officers as of April 1, 2020. Their participation in the workplace — on board vessels and in the office — is advancing.

NYK Promotes Woman to Captain for First Time in Company History

On April 2017, a deck officer named Tomoko Konishi became the first woman in NYK's 132-year history to be promoted to the rank of captain.

History of Japanese Officers at NYK

  • 1885 NYK Line founded
  • 1896 Assigned Gosaburo Shimazu, NYK's first Japanese captain, to Hiroshima Maru operating to Bombay (present-day Mumbai, India)
  • 1920 Japanese officers total about 1,400 in all positions, i.e., captains, chief engineers, telecommunications chiefs, pursers, etc.
  • 2004 NYK becomes first major Japanese oceangoing company to accept female officers
  • 2006 NYK begins program to allow graduates from non-maritime colleges/universities to begin officer training after joining the company
  • 2017 Woman promoted to rank of captain for the first time in NYK's 132-year history