2020 Goal & Update

Diversity & Ethics

Continue to build a diverse and inclusive workforce and provide all employees with a positive work environment and opportunities to build a rewarding career to further drive employee engagement.

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As part of our initiatives to build a diverse and inclusive workforce and drive employee engagement, we:

  • Developed, published and implemented a slavery and human trafficking statement to further support human rights and the global communities in which our employees and their families live.
  • Revised our corporate Health, Environmental, Security and Security (HESS) and Sustainability policy.
  • Initiated the implementation of a diversity council.

FY2016 Human Capital Performance

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Recognition of our efforts

As we continue to build a diverse and inclusive workforce, we were recognized for the third consecutive year to be among the top companies as a best place to work for LGBTQ equality, by the Human Rights Campaign. We were also recognized by Black Enterprise Magazine as one of the 50 best companies for diversity.

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Workforce

We employed an average of 84,600 crew members on board our 102 ships at any given time, which excludes employees who are on a leave and almost 13,000 shoreside employees. This includes seasonal employees of Holland America Princess Alaska Tours, which significantly increases its work force during the late spring and summer months in connection with the Alaskan cruise season.

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Labor Union Relationships

We consider our employee and union relationships to be strong. The percentages of our shipboard and shoreside employees that are represented by collective bargaining agreements are 54.6% and 19.8%, respectively.

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HESS Policy

We revised our corporate Health, Environmental, Safety, Security (HESS) and Sustainability policy to further detail our commitment to risk mitigation, business partner compliance, prohibition of retaliation and require employees to report any inability to comply with requirements (company, legal or statutory).

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Arison Maritime Center

We opened the Arison Maritime Center, the new home of the Center for Simulator Maritime Training Academy, also known as the CSMART Academy. CSMART’s mission is to be a leader in developing and delivering the best professional training in the maritime industry. This world-class facility, equipped with the latest technology and equipment, provides rigorous safety training for bridge and engineering officers responsible for the navigation and operation of the world’s largest fleet of cruise ships. CSMART participants receive a maritime training experience that fosters critical thinking, problem solving, ethical decision making and skill development. We expect to train over 6,500 deck and engineering officers at CSMART every year.

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Leadership Development and Engagement

We conducted a 3-day leadership summit in Orlando U.S., bringing together approximately 300 leaders from across our shore side and shipboard teams to drive engagement and alignment around our companies strategies and vision.

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Diversity and Inclusion

We continued our multicultural, diversity and inclusion campaign focused on selected communities. Specific advertisements were circulated on selected publications showcasing some of our diverse leadership.

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Fleet Captain and fleet engineer program

We continue our Fleet Captain and Fleet Chief Engineer program, which provides regular training and mentoring for our shipboard staff, provided by our top shipboard officer performers who rotate through the program.

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Guest and Crew CareTeam

Our CareTeam continues to provide compassionate care in the event of an emergency while on board. CareTeam employees have received specialized training on how to sensitively and appropriately support guests, crew and their families during an emergency. They are available 24 hours a day, seven days a week and respond to a variety of guest and crew emergencies, primarily medical related situations, and are dispatched to locations throughout our cruising regions to provide personalized support and assistance as needed to all of our brands.

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Disaster Relief

We continue to support our communities through our brands, foundations as well as through the extraordinary efforts of our employees worldwide, by providing emergency aid and relief through financial donations, as well as by using our ships to deliver emergency supplies. During 2016, we supported communities affected by cyclones, earthquakes, fires and floods.

Our Commitment

We are a diverse organization and value and support our talented and diverse employee base. We are committed to being an equal opportunity employer, employing people from around the world and hiring people based on the quality of their experience, skills, education, and character, without regard for their identification with any group or classification of people.

We use various staffing agencies in many countries and regions to source our shipboard employees. We hire both men and women for every department on board our ships and in our shoreside offices. We have female captains and officers at various ranks; however, the majority of our shipboard employees are men, which reflect a gender imbalance in the applicant pool for officer and crew positions.

Celebrating Diversity & Inclusion

Our Strategy

We recognize that maintaining a diverse workforce promotes an open, tolerant and positive work environment where everyone’s talents and strengths can be utilized. We work to recruit, motivate, develop and retain the best talent. We are committed to offering opportunities for career development, rewarding performance, and providing a safe and healthy work environment. We provide ongoing in-person and computer-based professional and leadership development programs for our employees. Our ships have on board trainers and computer training centers for our employees to use for career development purposes. We conduct performance reviews of all employees using both informal and formal processes. Performance reviews help us to determine how effectively we monitor, maintain and improve employee competencies. We have entered into agreements with unions covering certain employees on our ships and in certain of our shoreside operations. We monitor and measure employee turnover rates to assess the levels of job satisfaction among our employees. One of our strategies to raise satisfaction rates among our employees is by promoting from within.

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Reorganizations are carried with low displacement rates. It is our practice to ensure timely discussion of such changes and to engage with our employees to implement these changes. This engagement helps to minimize any adverse impacts of the changes on employees and helps to maintain employee satisfaction and motivation during the change process.

Minimum notice periods regarding operational changes are set according to local rules and regulations and according to standard Collective Bargaining Agreements (CBA) for seafarers, where applicable.

To support the integrity of our work environment, we have established ethics and compliance policies and systems to facilitate conduct that conforms with our expectations that apply equally to all employees, irrespective of geographic locations and boundaries. Our Code of Business Conduct and Ethics provides us with the tools to navigate challenging situations and respond with integrity when dealing with fellow employees, guests, global communities, government agencies, consultants, vendors, distributors and other business partners.

To help our business partners within our supply chain more fully understand and comply with our expectations for legal compliance and ethical behavior, we developed our Business Partner Code of Conduct and Ethics, which goes a step above and beyond our Business Code of Conduct and Ethics, by formally integrating ethics into our supply chain. As described in our Business Partner Code of Conduct and Ethics, our suppliers are required to know and comply with applicable employment laws and support human rights for all people. They must comply with the legal employment age in each country where they operate and abstain from using any form of forced, bonded, indentured or prison labor.

We work to ensure that our workplace is free from harassment, which would include any form of unwelcome conduct by one person toward another that has the purpose or effect of creating an intimidating, hostile or offensive work environment.

As part of our ethics policy program, we established an infrastructure for employees to feel comfortable and safe to report any non-compliance matters to their direct supervisor or upper management without fear or concern of retaliation for making a report in good faith. We investigate these reports and take appropriate corrective actions.

We are active members of the Maritime Anti-Corruption Network (MACN). MACN members promote good corporate practice in the maritime industry for tackling bribes, facilitation payments, and other forms of corruption by adopting the MACN Anti-Corruption Principles, communicating progress on implementation, sharing best practices, and creating awareness of industry challenges. We abide by the Cruise Lines International Association’s (CLIA) anti-corruption principles.

Maritime Anti-Corruption Network (MACN)