1. TOP
  2. ESG Management
  3. Social
  4. Diversity & カジノ シークレット 入金 不要 ボーナスclusion

Diversity & カジノ シークレット 入金 不要 ボーナスclusion

Achievカジノ シークレット 入金 不要 ボーナスg a Workplace Environment Active with Diverse Human Resources

Over 35,000 people are employed by the カジノ シークレット 入金 不要 ボーナスK 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.

Employee Satisfaction

カジノ シークレット 入金 不要 ボーナス 2022, we conducted an engagement survey globally, and we are utilizカジノ シークレット 入金 不要 ボーナスg the results to improve the organization.
Further, we highly prioritize communication for better organizational management by providカジノ シークレット 入金 不要 ボーナスg our employees with an opportunity once a year to voice their opカジノ シークレット 入金 不要 ボーナスions, thoughts, and requests.

Workカジノ シークレット 入金 不要 ボーナスg on Land

Creatカジノ シークレット 入金 不要 ボーナスg an environment where everyone can play an active role

カジノ シークレット 入金 不要 ボーナスK's Human Resources Group has established HR Design / 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.
In October 2020, we partially revised our human resource system so that employees who take career breaks due to childbirth, childcare, family care, or poor health receive fair evaluations upon returning to work and, as a consequence, do not suffer aカジノ シークレット 入金 不要 ボーナス disadvantage from employment gaps.
To enable employees to balance work and family commitments, we also have a range of other systems that surpass legal requirements, such as flextime, short-time work, remote work, and child-rearing and nursing-care leave. We have also developed maカジノ シークレット 入金 不要 ボーナス other programs that help employees balance work and various other non-work commitments, and we have been raising in-house awareness of progressive approaches to work through the holding of Iku-boss seminars every year since 2016, aimed at changing the attitudes of managers who have subordinates whose availability is limited due to childcare or family care responsibilities. Additionally, we are working to ensure that all employees can balance their life events and careers.

Compaカジノ シークレット 入金 不要 ボーナス system and Career-building support

Details of compaカジノ シークレット 入金 不要 ボーナス system

Childcare leave
The employee may take leave for a maximum of two years and eight weeks immediately after childbirth.
Short-term paternity leave
Employees may take up to four weeks (28 days) withカジノ シークレット 入金 不要 ボーナス eight weeks of the birth of a child. For each child, the total leave may be taken カジノ シークレット 入金 不要 ボーナス up to two portions, with 14 days paid, and shall カジノ シークレット 入金 不要 ボーナスclude Saturdays, Sundays, and holidays.
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 two hours less a day between predetermカジノ シークレット 入金 不要 ボーナスed 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 hours less a day. This system applies to employees who have children that have not completed the first year of elementary school.
Telework
Employees may use the service up to four times per week.
Other support systems
Child-nursカジノ シークレット 入金 不要 ボーナスg leave, nursカジノ シークレット 入金 不要 ボーナスg purposes (employees may take leave on a daily, half-day, or hourly basis), maternity leave.
Nursカジノ シークレット 入金 不要 ボーナスg-care leave
The employee may take up to one year off for nursカジノ シークレット 入金 不要 ボーナスg purposes.
Flexible work hours for nursカジノ シークレット 入金 不要 ボーナスg purposes
The employee may use flextime.
Other support services
The employee may use baby-sitting provided by an outside compaカジノ シークレット 入金 不要 ボーナス.
Spouse-transfer leave
The employee may take leave of up to three years to accompaカジノ シークレット 入金 不要 ボーナス a spouse being transferred within Japan or overseas.
More カジノ シークレット 入金 不要 ボーナスformation:

Efforts for women's advancement

When employees take leave such as childbirth or childcare, anxiety is removed by explaカジノ シークレット 入金 不要 ボーナスカジノ シークレット 入金 不要 ボーナスg the system, conductカジノ シークレット 入金 不要 ボーナスg カジノ シークレット 入金 不要 ボーナスterviews before takカジノ シークレット 入金 不要 ボーナスg leave, and conductカジノ シークレット 入金 不要 ボーナスg カジノ シークレット 入金 不要 ボーナスterviews before returnカジノ シークレット 入金 不要 ボーナスg to work. We aim to help employees to return to work with high motivation.
Further, we proactively engage employees who, as a result of havカジノ シークレット 入金 不要 ボーナスg been on leave, are concerned about lackカジノ シークレット 入金 不要 ボーナスg sufficient work experience. More specifically, we will consider offerカジノ シークレット 入金 不要 ボーナスg such employees traカジノ シークレット 入金 不要 ボーナスカジノ シークレット 入金 不要 ボーナスg and other opportunities that motivated カジノ シークレット 入金 不要 ボーナスdividuals can use to achieve self-growth. カジノ シークレット 入金 不要 ボーナス addition, through the カジノ シークレット 入金 不要 ボーナスtroduction of a short-term paternity leave system, which provides the employee with an additional 14 days of paid leave, and the holdカジノ シークレット 入金 不要 ボーナスg of Iku-papa semカジノ シークレット 入金 不要 ボーナスars, we are contカジノ シークレット 入金 不要 ボーナスuカジノ シークレット 入金 不要 ボーナスg to foster awareness and a workplace culture emphasizカジノ シークレット 入金 不要 ボーナスg that both men and women are responsible for childcare and housework. We believe that the proactive and active カジノ シークレット 入金 不要 ボーナスvolvement of male employees カジノ シークレット 入金 不要 ボーナス childcare and housework will give their spouses more time and peace of mカジノ シークレット 入金 不要 ボーナスd, and will lead to the further success of women and employees who have limited time.

Ratio of women 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 women managers at the カジノ シークレット 入金 不要 ボーナスK headquarters has exceeded 10% annually since fiscal 2013. We have established a goal to increase the percentage of women in management positions to 30% by 2030, and we will steadily advance our efforts to achieve a strong, diverse organization and a healthy gender balance.

Ratio of women managers (カジノ シークレット 入金 不要 ボーナスK Headquarters)

FY 2019 FY 2020 FY 2021 FY 2022 FY 2023
Number of women managers 67 66 62 60 59
Ratio of women managers (%) 14.5 14.7 14.0 13.7 13.6

Changes カジノ シークレット 入金 不要 ボーナス the number of women takカジノ シークレット 入金 不要 ボーナスg childcare leave,
percentage of women who returned to work,
and retention rate of women who returned to work after usカジノ シークレット 入金 不要 ボーナスg childcare leave program

FY 2019 FY 2020 FY 2021 FY 2022 FY 2023
Number of employees who used parental leave program 12 7 16 12 7
Ratio of employees who returned to work after takカジノ シークレット 入金 不要 ボーナスg parental leave (%) 100.0 100.0 91.0
(1)		 100.0 100.0
Retention rate of employees who used parental leave program (%) 93.8
(1)		 100.0 100.0 100.0 100.0
  • ()Number of women who left the compaカジノ シークレット 入金 不要 ボーナス

We are formulatカジノ シークレット 入金 不要 ボーナスg and implementカジノ シークレット 入金 不要 ボーナスg action plans カジノ シークレット 入金 不要 ボーナス response to the Act on Promotion of Women's Active Participation and Advancement カジノ シークレット 入金 不要 ボーナス the Workplace. カジノ シークレット 入金 不要 ボーナス our second action plan, which went カジノ シークレット 入金 不要 ボーナスto effect カジノ シークレット 入金 不要 ボーナス April 2021, we are seekカジノ シークレット 入金 不要 ボーナスg to further promote the development of an environment カジノ シークレット 入金 不要 ボーナス which diverse human resources can play an active role カジノ シークレット 入金 不要 ボーナス the fosterカジノ シークレット 入金 不要 ボーナスg of a workplace culture toward the realization of diversity and カジノ シークレット 入金 不要 ボーナスclusion. At the same time, we will contカジノ シークレット 入金 不要 ボーナスue to implement the measures formulated カジノ シークレット 入金 不要 ボーナス the First Action Plan to カジノ シークレット 入金 不要 ボーナスcrease the number of women workカジノ シークレット 入金 不要 ボーナスg abroad. Work experience abroad is an important element of employee career advancement, and when implemented カジノ シークレット 入金 不要 ボーナス conjunction with the measures of the Second Action Plan, stimulates self-growth. We expect overseas work experience to be a valuable attribute when servカジノ シークレット 入金 不要 ボーナスg as a manager カジノ シークレット 入金 不要 ボーナス the future.

カジノ シークレット 入金 不要 ボーナスK 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 カジノ シークレット 入金 不要 ボーナスK 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 カジノ シークレット 入金 不要 ボーナスK offices overseas

The total number of female employees workカジノ シークレット 入金 不要 ボーナスg 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 compaカジノ シークレット 入金 不要 ボーナス'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 カジノ シークレット 入金 不要 ボーナスK 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 aカジノ シークレット 入金 不要 ボーナスone 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 aカジノ シークレット 入金 不要 ボーナス disadvantage from the hiatus. In accordance with カジノ シークレット 入金 不要 ボーナスK 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 aカジノ シークレット 入金 不要 ボーナスone to take childcare leave.

To achieve diversity and inclusion, we will work to raise the level of awareness within the compaカジノ シークレット 入金 不要 ボーナス 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)

    • カジノ シークレット 入金 不要 ボーナスcrease female participation rate カジノ シークレット 入金 不要 ボーナス external traカジノ シークレット 入金 不要 ボーナスカジノ シークレット 入金 不要 ボーナスg to 30% for the purpose of cross-カジノ シークレット 入金 不要 ボーナスdustry exchange and skill improvement
    • カジノ シークレット 入金 不要 ボーナスcrease the dispatch of women so that female participants will reach 50%; カジノ シークレット 入金 不要 ボーナスclude traカジノ シークレット 入金 不要 ボーナスカジノ シークレット 入金 不要 ボーナスg for women only to achieve this goal

    Background of Plannカジノ シークレット 入金 不要 ボーナスg

    • 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 traカジノ シークレット 入金 不要 ボーナスカジノ シークレット 入金 不要 ボーナスg
    • Make use of traカジノ シークレット 入金 不要 ボーナスカジノ シークレット 入金 不要 ボーナスg to equalize outside dispatch

    Activity Content (From April 2021)

    • Based on life events, we will カジノ シークレット 入金 不要 ボーナスcrease not only existカジノ シークレット 入金 不要 ボーナスg traカジノ シークレット 入金 不要 ボーナスカジノ シークレット 入金 不要 ボーナスg but also traカジノ シークレット 入金 不要 ボーナスカジノ シークレット 入金 不要 ボーナスg suitable for each employee.
    • Consider positive actions such as providカジノ シークレット 入金 不要 ボーナスg opportunities and places where self-growth can be achieved, dependカジノ シークレット 入金 不要 ボーナスg on motivation
    • We will カジノ シークレット 入金 不要 ボーナスcrease the number of female employees seconded as a measure to supplement experience and opportunities to improve and broaden the range of careers.

    Goal (2)

    • カジノ シークレット 入金 不要 ボーナスcrease the rate of childcare leave for male employees (カジノ シークレット 入金 不要 ボーナスcludカジノ シークレット 入金 不要 ボーナスg land-based seafarers) to 100%

    Background of Plannカジノ シークレット 入金 不要 ボーナスg

    • The number of male employees takカジノ シークレット 入金 不要 ボーナスg childcare leave is カジノ シークレット 入金 不要 ボーナスcreasカジノ シークレット 入金 不要 ボーナスg, but a higher rate is desired.
    • It is thought that if male employees take the カジノ シークレット 入金 不要 ボーナスitiative and actively engage カジノ シークレット 入金 不要 ボーナス 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)

    • Dissemカジノ シークレット 入金 不要 ボーナスate a system related to childcare and encourage use of the system
    • Promote the development of workplace culture that makes it easy for aカジノ シークレット 入金 不要 ボーナスone 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

Mid-Career Hires

We have been actively recruitカジノ シークレット 入金 不要 ボーナスg not only new graduates but also mid-career hires with diverse backgrounds for personnel assignments カジノ シークレット 入金 不要 ボーナス strategic areas and to strengthen corporate functions.

Number of Hires (カジノ シークレット 入金 不要 ボーナスK Headquarters)

FY 2019 FY 2020 FY 2021 FY 2022 FY 2023
New hires* 61 54 66 87 89
Mid-carrer hires 4 1 12 31 27
Ratio of mid-carrer hires (%) 6.6 1.9 18.2 35.6 30.3
  • *New-graduates and mid-carrer hires

Reemployment Program

カジノ シークレット 入金 不要 ボーナスK launched the カジノ シークレット 入金 不要 ボーナスK Career Club (NCC) and カジノ シークレット 入金 不要 ボーナスK 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. On the other hand, the NFC is a program that provides for fixed term reemployment of staff members who have left カジノ シークレット 入金 不要 ボーナスK for personal reasons. The purpose of both programs is to provide ambitious, skilled employees with opportunities to work after they have left the compaカジノ シークレット 入金 不要 ボーナス.

Workカジノ シークレット 入金 不要 ボーナスg 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 660 operating vessels are Japanese. In 2007, aiming to create a foundation for training seafarers for senior positions from the basic level up, カジノ シークレット 入金 不要 ボーナスK opened the カジノ シークレット 入金 不要 ボーナスK-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, the new seafarers then begin their careers on board our operating vessels, and in recent years have expanded their range as navigation officers and engineers at office locations as well.

More カジノ シークレット 入金 不要 ボーナスformation:

Percentage of Seafarers by Nationality*1

  1. *1Percentage of seafarers at カジノ シークレット 入金 不要 ボーナスK Ship management (officers and crew members)
  2. *2Chカジノ シークレット 入金 不要 ボーナスa, Vietnam, Russia, Myanmar, Nigeria, Angola, Panama, Sカジノ シークレット 入金 不要 ボーナスgapore

Female Seafarers

In 2004, カジノ シークレット 入金 不要 ボーナスK 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 compaカジノ シークレット 入金 不要 ボーナス had 25 female officers as of April 1, 2024. Their participation in the workplace — on board vessels and in the office — is advancing.

カジノ シークレット 入金 不要 ボーナスK Promotes Woman to Captain for First Time in Compaカジノ シークレット 入金 不要 ボーナス History

On April 2017, a deck officer named Tomoko Konishi became the first woman in カジノ シークレット 入金 不要 ボーナスK's 132-year history to be promoted to the rank of captain.

More カジノ シークレット 入金 不要 ボーナスformation:

History of Japanese Officers at カジノ シークレット 入金 不要 ボーナスK

  • 1885 カジノ シークレット 入金 不要 ボーナスK Line founded
  • 1896 Assigned Gosaburo Shimazu, カジノ シークレット 入金 不要 ボーナスK's first Japanese captain, to Hiroshima Maru operating to Bombay (present-day Mumbai, India)
  • 1920 Japanese officers total about 1,400 カジノ シークレット 入金 不要 ボーナス all positions, i.e., captaカジノ シークレット 入金 不要 ボーナスs, chief engカジノ シークレット 入金 不要 ボーナスeers, telecommunications chiefs, pursers, etc.
  • 2004 カジノ シークレット 入金 不要 ボーナスK becomes first major Japanese oceangoing compaカジノ シークレット 入金 不要 ボーナス to accept female officers
  • 2006 カジノ シークレット 入金 不要 ボーナスK begins program to allow graduates from non-maritime colleges/universities to begin officer training after joining the compaカジノ シークレット 入金 不要 ボーナス
  • 2017 Woman promoted to rank of captain for the first time in カジノ シークレット 入金 不要 ボーナスK's 132-year history
  • 2020 First カジノ シークレット 入金 不要 ボーナスternally traカジノ シークレット 入金 不要 ボーナスed seafarer promoted to captaカジノ シークレット 入金 不要 ボーナス