Initiatives for Human Resource

The Company's human resources are based on the premise that our employees, both administrative and technical, are hired for the long term. And in accordance with Japan's Law on Securing Equal Opportunity and Treatment between Men and Women in Employment, employment is based solely on the abilities and aptitude of each person, and the growth of employees is encouraged by the Company's training system.

The percentage of women that make up our workforce is gradually rising. While there are no women holding executive positions at this point in time, women account for 40% of all new graduates hired for career-track positions over the past three years. And when considering the various life events that people experience, we believe in the importance of creating a workplace environment favorable to ongoing employment.

We are undertaking this task by using a variety of effective means, such as IT-based approaches to improve operational efficiency and information sharing.

In light of changes occurring throughout societal environments, the “Diversity & Inclusion (D&I) Action Guideline” that we established in 2021 has been reviewed and revised as the new “DE&I Code of Conduct.” Based on this Code of Conduct, we will continue and strengthen specific initiatives as detailed below.

• Facilitate career development by conducting early training in anticipation of life events
• Conduct training and seminars encouraging demonstration of strengths

• Establish systems that support returning to work after life events
  Enhance childcare and nursing care-related systems and employee welfare programs, etc.
• Foster a workplace culture where women are able to thrive through management education

• Educate the executives in order to create an atmosphere throughout the entire workplace that makes it easier for women to participate actively

• Provide training and seminars for senior employees regarding career development, including post-retirement

• Advance Initiatives to comply with legally mandated employment rates
• Promote understanding among all employees and provide reasonable consideration tailored to individual disabilities

• Organizational management and human resources development to balance work load and enhance productivity
• Ensure operation and penetration of a personnel evaluation system that assesses accomplishments
• Enhance efficiency by accelerating business reform and DX promotion

• Monitor vacation utilization regularly and strengthen and continue measures to promote employees to take leave

　　Encourage taking leave over consecutive holidays, etc.

• Promote childcare leave among male employees

• Establish mechanisms where diverse human resources are able to feel growth and have their contributions recognized
• Implement skill development measures to achieve the desired qualities for human resources

• Conduct quarterly engagement surveys and maintain the PDCA cycle

One element of our management philosophy is to nurture and mobilize employee abilities. Specifically, we provide training tailored to the rank and the requirements of employees so that all of them can become a professional in the field of international shipping. On-the-job training (OJT) is at the core of this system which includes training for new employees, training in shipping practices, training at shipping agencies, onboard training, overseas training, and grade-specific and job-specific education.

After joining the Company, seamen work at sea for three to four years and then cycle between shore and sea work in intervals of roughly three to five years. Through these transfers, they gather experience as seamen and of shore-based management, developing as independent officers with broad perspectives. For non-Japanese seamen, we have a promotion support system and skill improvement training programs that include pre-boarding seminars both in the country of recruitment and in Tokyo, classroom training, assistance in obtaining advanced marine certifications, and OJT.

Our personnel system was introduced in fiscal year 2001 to accurately reflect the assessment results of the employees' abilities, motivation, and performance toward their promotions and advancement, and we have been striving to gain an understanding of the employees' current situation and working to develop their abilities toward their future, while providing fair compensations for their performance. Now that more than 20 years have passed, changes in our business environment, such as advances in environmental and DX technologies and the heightened awareness toward sustainability, have made it imperative that we implement strategic investments in areas that have high sustainability and growth opportunities, and to establish a human resources management system that will enable us to execute such activities. Accordingly, our personnel system is currently being reviewed. Our aim is to create a workplace environment where employees feel psychologically safe enough to respond to change in a positive frame of mind, are encouraged to take on challenges, and are able to work for a long period of time with a sense of reassurance.