Achieving a Workplace Environment Active with Diverse Human Resources

Over 50,000 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

Human Resources Group of the NYK established Diversity Promotion Team, which is taking a range of measures to enable female employees, disabled employees, and reemployed retirees to contribute even more.
We have particularly focused on advancing women by eliminating categorization of positions as either career-track or general duty, and unifying our personnel system. Since then, we have created systems and conditions that enable employees to pursue careers irrespective of gender.
In 2002, the NYK established downtown Tokyo's first in-house childcare service, Yusen Childcare. 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. Also, we have a range of other systems that enable employees to balance work and family commitments. These systems include a flextime system, a short-time work system, and a child rearing and nursing care leave system that surpasses legal requirements

More Information:

Ratio of Female Managers

In fiscal 2007, female managers accounted for more than 10 percent of managers for the first time, and this percentage has been rising steadily ever since.

Number of Females in Management (Including group companies)

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, the number of NYK's female officers has continued to rise, and more than 15 female seafarers were employed. Their participation in the workplace, both 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