Diversity, Equity and Inclusion

We’re Committed to Fostering an Inclusive Workforce

Norwegian Cruise Line Holdings is committed to fostering an inclusive workforce, where diverse backgrounds are represented, engaged and empowered to generate and execute on innovative ideas. Our commitment to diversity and inclusion is demonstrated by our Board of Directors, which is currently ~29% female and ~14% under-represented minorities, with two female directors serving in Board leadership positions. Our commitment to seeking female and minority candidates, as well as candidates with diverse backgrounds is formalized in our Corporate Governance Guidelines.

NCLH Workforce Composition

As of December 31, 2020, the composition of our workforce was as follows:

Gender Diversity¹

All shoreside team members (including international)

Female: 59% Male: 41%

All Shoreside Managers/above (including international)

Female: 49% Male: 51%

All shipboard team members

Female: 23% Male: 77%

3-Stripe above (Manager level equivalent)

Female: 15% Male: 85%

Ethnic Diversity²

U.S. Shoreside Ethnic Diversity Breakdown³

1 While we present male and female, we acknowledge this is not fully encompassing of all gender identities.

2 Under-represented minority ("URM") is used to describe diverse populations, including Native American, Asian, Black, Hispanic/Latino and Native Hawaiian team members in the U.S. Except for Pride of America, we do not track ethnicity/race for our shipboard team members as the majority are URMs from a U.S. perspective.

3 Based on those who have self-identified.

Talent Acquisition

We are increasingly focused on presenting a diverse slate of candidates to all hiring managers. We use various forms of outreach to target prospective diverse candidates including posting job openings on diversity organization websites and participating in diverse career fairs. We have also previously participated in the Year Up internship program which provides internships for students in underrepresented and underprivileged communities. Looking forward, we have partnered with local universities and continue to seek opportunities to enhance our diversity hiring.

Training

In 2020, we launched online training as one of our essential steps to increase awareness and to foster a workplace that is aligned with our core values of Family and Community. All shoreside team members were required to complete training regarding 1) Diversity, Inclusion and Sensitivity in the Workplace, 2) Unconscious Bias and 3) Micro-Aggressions in the Workplace. Going forward, all new hires will also be required to complete this training. In addition, shipboard team members receive Cultural Awareness training with an emphasis on learning, appreciating, and celebrating differences.

Employee Resource Groups

Our Employee Resource Groups (ERGs) are another way for employees to connect, share, discuss important issues and give back to the community. We currently offer two ERGs and are in the process of exploring the addition of more groups to provide our team members more opportunities to connect and further their development.

Elevate

Elevate is comprised of our Senior Directors and above women leaders based out of the corporate headquarters. The Elevate group meets at least quarterly, for support, engagement and personal development. Sessions will vary from networking within this group to self-development sessions focused on topics such as negotiation, personal brand and self-care.

Veteran’s Task Force

The Veteran’s Task Force is an ERG comprised of our military veterans. The Task Force has previously been committed to community outreach, support for fellow members and awareness of veteran community needs.

Partnerships & Commitments

We have long-term partnerships with the National Diversity Council, sponsoring the Florida Diversity Council and its South Florida local chapter. We have partnered with the prestigious International Women’s Forum Fellows Program. We continually seek additional organizations and partnerships to further expand our DE&I efforts.

Sixthman, our subsidiary company based in Atlanta, Georgia specializing in developing and delivering music-oriented charters, recently joined the ATL Action for Racial Equity. This new initiative seeks to accelerate racial equity by leveraging the size and scale of the business community, and the power of collective impact. Businesses who sign on to the initiative will focus on measurable actions across corporate policies, inclusive economic development, education and workforce development to help in addressing the region’s immobility and inequity challenges.

Engagement

We also recognize, celebrate and share the stories of our diverse and dynamic team members throughout the year corresponding with national and global observance holidays. In 2021 we introduced a spotlight series for Black History Month to showcase dynamic and diverse leaders who have made significant contributions to our Company and our communities. For Women’s History Month, we also introduced a feature campaign focused on women who have broken stereotypical barriers to hold positions that have traditionally been held by men.

View Regent Seven Seas Cruises International Women’s Day 2021 Women Who L.E.A.D

Team Member Spotlights

Bernadine Vallejos-Gonzaga, Fire‘woman’, Norwegian Escape

Brian Walters, General Manager, Norwegian Sun

Shiau Chein ‘Jenny’ Lim, Regional Vice President, Norwegian Cruise Line Fleet Operations

Captain Serena Melani

Generous | Hard-Working | Trailblazer

Captain Serena Melani likes to say that she’s a girl with a dream. She joined Regent in 2010 as a Bridge Officer, then served as Navigation Officer, Safety Officer and Staff Captain on Seven Seas Voyager®. She became the company’s first female Master Captain in 2016 and has led Seven Seas Explorer®, Seven Seas Mariner® and Seven Seas Navigator® during her tenure. In 2020, she became the first woman in cruise industry history to captain a new ocean cruise ship at launch with the arrival of Seven Seas Splendor™.

What advice would you give a young woman following in your footsteps?

There are billions of women in the world, but none of them are you. You are unique. You also don’t have to be the first or second woman to accomplish something to be valuable. You just need to be proud of what it is you do.

How about advice for other women in leadership?

As the Master, I am in charge. Full stop. But there is art to leading a team. There is compassion and empathy that one must have. You must also motivate and communicate well, so that when you make decisions, you have the support of your team.

Bernadine Vallejos-Gonzaga, Fire‘woman’, Norwegian Escape

Bernadine holds the position of Fire‘woman’ onboard Norwegian Escape, where she’s worked since she joining the company in 2017. Prior to NCLH, Bernadine worked in the Fire Service in Cebu City, Philippines, where she was born and raised. Bernadine credits her father and his 29 years with the Fire Service for her lifetime passion for firefighting. She credits her mother, a Teacher and Architect, for instilling the importance of education, hard work and kindness.

In her daily work, Bernadine is tasked with checking fire equipment, training new hires, preparing for safety inspections and ensuring that all areas of the ship are free of fire hazards. The intense training includes advanced firefighting, medical first aid, crisis management, human behavior, hazmat, first responder training, psychosocial care in disasters and much more.

As a woman breaking barriers in her field of work, Bernadine says; “It’s important for me as a woman to set a goal, to set high standards and to stay focused. I know that I’m paving the way for other women by succeeding in my career.” She adds; “Firefighting is dangerous, and I am fully aware that I put my life on the line whenever an emergency happens. That is why learning, training and preparation of mind and body never ends. My advice for others is to be brave, to be fierce and to be real. Know what you want, study, train, and go for it!”

Brian Walters, General Manager, Norwegian Sun

Native to the beautiful island of Jamaica, 50-year Company veteran Brian Walters joined Norwegian in 1969 as a Lounge Steward, just three years after the company was founded as Norwegian Caribbean Line. He worked his way through the ranks of crew and onto leadership positions where he currently holds the position of General Manager today. Brian calls Norwegian Sun his home away from home when he’s not spending time at his land-based home in Ft. Lauderdale, Florida.

Through the years, crew members have been guided and mentored under Brian’s watchful eye and he’s consistently regarded as a calm, steady leader. During his time at sea, Brian has witnessed the evolution of the cruise industry firsthand and experienced nearly all of Norwegian’s ground-breaking cruise innovations. But if you ask him when he plans to retire his sea-legs, he’ll laugh and tell you he’s ready to get back on board.

Shiau Chein ‘Jenny’ Lim, Regional Vice President, Norwegian Cruise Line Fleet Operations

Jenny Lim joined Norwegian Cruise Line as a Guest Service Manager in 2001. In her 20 years of service with the Company, she’s held a number of roles onboard, including Food & Beverage Director, Assistant Hotel Director and Hotel Director before she was promoted into her current role as Regional Vice President of Fleet Hotel Operations.

Jenny is currently responsible for ships located on the West Coast of the United States, including Hawaii, as well as Australia, New Zealand and Asia regions.

Jenny played a key role in the Norwegian Joy’s re-deployment to the Chinese market. Prior to Norwegian Joy, Jenny also served on the opening teams of Norwegian Pearl, Norwegian Gem and the re-flagging of Norwegian Sky.

Many guests and team members know Jenny from her many years working on board our ships, and others have recently come to know her from her recent feature on EMBARK - The Series: “Great Cruise Comeback”, which can be viewed here.

Jenny’s passion and dedication to her team shines in everything she does and she enjoys building strong, cohesive relationships with her management teams and crew. She commits herself to always serving as a role model, as she believes actions speak louder than words. She enjoys mentoring others and shares; “I’m fulfilled by lending a helping hand and instilling confidence in others to believe in themselves and follow their own path, cultivated by the values and qualities within themselves.”

Jenny graduated at Sepang Institute of Technology College in Malaysia in Business Administration and hails from Kuala Lumpur, Malaysia.

Supplier Diversity

Supplier diversity is important to us and our supplier diversity efforts are directly linked to our corporate mission statement and align with our dedication to family and community. We recognize the value and importance of a diverse supplier base and are committed to facilitate, promote and encourage the growth of small businesses and businesses owned by diverse and/or economically disadvantaged populations. Our supply chain team includes a Certified Professional in Supplier Diversity (CPSD) to help us take advantage of the many opportunities of a diverse supply chain.

Global voyage suspensions significantly impacted our 2020 spending. Despite this, approximately 45%, $329 million, of our total US supply chain spending was with small businesses or businesses with minority, veteran or economically disadvantaged qualifications.

2020 EEO-1 Report

View Report