Diversity

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 & Inclusion Team that is taking a range of measures to contribute to the workforce to promote the establishment of environments and the cultivation of workplace atmospheres in which diverse personnel can play important roles.
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. The NYK Group has developed many other programs that help employees balancework and various other non-work commitments.

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 between predetermined core hours. This system applies to employees who have children that have not completed the first year of elementary school.
Shorter and flexible work hours for childcare purposes
The employee may work up to two 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, nursing purposes (employees may take leave on a daily, half-day, or hourly basis), 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 2016 FY 2017 FY 2018 FY 2019 FY 2020
Women taking childcare leave 20 24 37 33 24
Percentage of women who returned to work 100% 100% 94%
(1)
100% 100%
Retention rate of women who returned to work after using childcare leave program 100% 100% 100% 94%
(1)
100%
  • ()Number of women who left the company
More Information:

Ratio of Female Managers

We have advocated and cultivated human resources who can lead business development in Japan and overseas regardless of gender. As a result, the ratio of female managers at the NYK headquarters has exceeded 10% annually since fiscal 2007.

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.

NYK Action Plan

First 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

The total number of female employees working overseas was 78, an achievement rate of 97.5% of this action plan’s goal of 80.

Second Action Plan

In 2001, we unified the company’s personnel system and have since advocated and cultivated human resources who can actively work in global fields regardless of gender. In addition, as a result of the efforts of the first action plan, the number of female employees having significant work experience at NYK offices overseas, including employees who have children, has steadily increased.

The purpose of the second action plan is to establish policy that will help “combine careers with life events that anyone can expect to experience.” In October 2020, we partially revised our human resource system so that employees who take career breaks because of childbirth, childcare, family care, or poor health can receive fair evaluations upon returning to work and, as a consequence, do not suffer any disadvantage from the hiatus. In accordance with the NYK Group ESG Story, we are also taking positive action for employees who, as a result of having been on leave, are concerned about lacking work experience.

While promoting measures for female employees who are prone to career breaks, we are also encouraging male employees to take childcare leave. We believe that male employees who are actively involved in childcare and housework dedicate more time to their spouse and home life, which leads to the further success of women and employees suffering from time constraints. We will raise awareness of the benefits of childcare and housework being carried out by both men and women, and further promote the development of a workplace culture that makes it easy for anyone to take childcare leave.

To achieve diversity and inclusion, we will work to raise the level of awareness within the company to improve behavior, and create a comfortable working environment for men and women so that all employees can play active roles.

  1. 1Duration
    Five years (April 1, 2021, to March 31, 2026)
  2. 2Goals and Activity Contents

    Goal (1)

    • Increase female participation rate in external training to 30% for the purpose of cross-industry exchange and skill improvement
    • Increase the dispatch of women so that female participants will reach 50%; include training for women only to achieve this goal

    Background of Planning

    • Even if a career break occurs because of childbirth, childcare, or family care, ensure that improvement and growth are possible through supplemental opportunities and experience through training
    • Make use of training to equalize outside dispatch

    Activity Content (From April 2021)

    • Based on life events, we will increase not only existing training but also training suitable for each employee.
    • Consider positive actions such as providing opportunities and places where self-growth can be achieved, depending on motivation
    • We will increase the number of female employees seconded as a measure to supplement experience and opportunities to improve and broaden the range of careers.

    Goal (2)

    • Increase the rate of childcare leave for male employees (including land-based seafarers) to 100%

    Background of Planning

    • The number of male employees taking childcare leave is increasing, but a higher rate is desired.
    • It is thought that if male employees take the initiative and actively engage in childcare, not only will they be expected to grow and develop their abilities, but their spouses will also have more time, which will lead to the further success of women.

    Activity Content (From April 2021)

    • Disseminate a system related to childcare and encourage use of the system
    • Promote the development of workplace culture that makes it easy for anyone to take childcare leave, raising awareness among male employees to actively and proactively engage in childcare and housework, and enlightenment to deepen understanding of supervisors and others

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, 2021. 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