Internationally, CSR coordinators are assigned to six regional headquarters in Europe, North America, Latin America, Oceania, East Asia and South Asia and promote CSR activities in the areas of economy, safety, the environment, society, and management that address local concerns and issues.
We collect reports on CSR activities from regions worldwide and share them through the “Global CSR Newsletter” once a year. We introduce the activities in Fiscal Year 2015 as follows.
LNG Ogun and LNG Borno Receive Safety Recognition Awards from Nigeria LNG
[Safety] NYK Energy Transport (Atlantic) Ltd.
At the end of January 2015, LNG Ogun and LNG Borno received a visit from a representative of Nigeria LNG Limited to present an award for continuing safety and zero loss time incidents during the four-period from 2009 to 2013.
Both the vessels have been commended on the high level of performance that supports Nigeria LNG’s continual drive toward zero accidents and lost time within the time-chartered and owned fleet.
With an ongoing commitment to sharing knowledge and learning, including the participation in NYK safety campaigns and regular safety timeouts on board both vessels, LNG Ogun and LNG Borno will ensure the highest standards set will be maintained.
- Editor’s note
- LNG Borno and LNG Ogun are 150,000 m3 membrane carriers built at Samsung Heavy Industries and delivered to the charterer Nigeria Liquefied Natural Gas Limited in 2007 on a 20-year time charter. The vessels are owned by Okra 1 and Okra 2,* respectively, which are 100% NYK holdings. The vessels are managed on a day-to-day basis by NYK Energy Transport Atlantic Limited, with technical management by NYK Shipmanagement (UK) Limited.
ESI Award 2014 Le Havre
[Environment] NYK Group Europe Ltd., France
We received confirmation on March 17 that NYK was one of the 10 nominated shipping lines to receive an ESI award from Port Authorities HAROPA (group for Le HAvre ROuen PAris). This is the third consecutive year that NYK has received this honor.
The Environmental Shipping Index was initiated by the World Port Climate Initiative. This index identifies the vessels managing to reduce their greenhouse gas emissions (GHG) through a reporting scheme that evaluates the amounts of nitrogen oxide (NOX) and sulphur oxide (SOX) released.
Since 2012, the Port of Le Havre grants this award to the top-10 shipping lines that have container and/or RORO vessels scoring 31 points per call (a complex calculation using vessel specifications, bunkering details, etc.), as validated by the official ESI website.
NYK Line passed the test for four calls in 2014 thanks to NYK Oceanus. We have already received a cheque in the amount of €2877.68, representing a 10% incentive on the harbour dues NYK paid for these calls.
The HAROPA group has re-conducted the ESI scheme in 2015, with the same criteria.
An official awards ceremony will take place in Paris in December 2015, during the COP21 summit week (held by UN), so that HAROPA and shipping lines may benefit from the echo of such an event.
NYK Makes a Splash at Wyvern Maritime Week
[Society] NYK Group Europe Ltd., Southampton
Who would have thought a shipping container and all the industry and skill that revolves around it would be a part of the curriculum of study by 1,000 students at a Hampshire secondary school, Wyvern College? Well, it was and what a hit – beginning with the concept of a static display, drawing on material from the excellent book “ Around The World in 40 Feet,” viewed by small groups of students throughout each day. By the latter half of the maritime-themed week of study, geography classes were taking place inside the container!
This novel way of learning was the brainchild of Winnie Sorensen of Wenford Ltd., a container consultancy, who arranged the loan of a container from Pentalver and the material to display inside it from NYK Line. Part of an education-and-careers week coordinated by Seavision, sector support was both generous and enthusiastic, attracting high praise from the college. Hilary Swann and David Hurden from NYK Line Southampton took morning assembly one day and their theme was – guess what – container shipping! Peppered with interesting facts, they fascinated not only the students but also the staff, with Hilary making a particularly eloquent pitch for women to follow a career in shipping. Her message certainly struck home as one young lady subsequently announced she planned to become a ship's captain.
Ewen Macdonald, director of Seavision, a pan maritime and marine sector initiative to promote awareness of sector career opportunities amongst 11 to 22 year olds, commented: “Our sector has a great story to tell and this kind of engagement is absolutely critical if we are to attract our share of talent from tomorrow's workforce to support our continued success. The willing engagement of companies such as NYK Line is key to young people considering a future in our professional world and equally important in informing the (often outdated) perceptions of their Influencers – notable career advisers and teachers.”
Great Place to Work Survey – Top Down, Bottom Up!
[Management] NYK Group Europe Ltd.
Following the feedback that has been received from employees, management have provided responses to colleagues wherever this has been possible. And action plans have been drawn up for each respective national organisation/division. That is not an end to the initiative. In fact, this is just part of the ongoing process of Plan, Do, Check, Act!
To ensure both a bottom-up and top-down approach, senior management met recently to consider their executive strategy in relation to the survey. There is a strong feeling amongst the team that whilst we have made steady progress, there is still much work that can be done to improve in particular areas and take the company forward as a whole.
Key focus areas identified for the business are Strategy & Direction; Communication & Involvement; Values & Ethics and Recognition. We have already made huge strides, particularly with regard to communication; and we will continue to look at all of these areas for further opportunities. At the same time, from a strategic perspective, it has been decided that key actions will include the following: working with and supporting those divisions that did not perform as strongly as others in the survey to raise their employee engagement levels; an emphasis on management training where considered appropriate and practicable; together with a re-visiting and re-implementation of the group values into our processes and initiatives.
NYK has always favoured a joint ‘top-down/bottom-up’ approach with regard to Great Place To Work, and will continue to do so; as this has been a key factor in the improvements that have been made since the first GPTW survey was carried out in 2010. Using the positive aspects of this approach can bring about great benefit; allowing shared accountability and the vision and skills of both senior management and employees to flourish. This clearly has an impact on teamwork, flexibility, and motivation – which can only be good news for all NYK employees and the business in general.