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Basic Concept

In order to improve corporate value over the medium to long term and to enhance the sustainability of our business, we will transform from a company with highly homogeneous human resources to a highly diverse company with human resources with diverse knowledge and experience such as experience, sensitivity, values, and expertise.
We will deepen diversity and create new values by intergroup secondments, the active recruitment of foreign employees in Japan, and by expanding the employment of people with disabilities, through the creation of an environment where everyone can work with satisfaction.

Overview of actions

In initiatives to date, we have established an organization for the promotion of diversity in the Human Resources Division to create a foundation for welcoming diverse human resources. To enable all employees to be motivated at work and actively participate in the workplace, we continue to move forward with awareness reform and workstyle innovation.
Especially to promoting understanding toward DEI, since 2015, the JAL D&I Lab (former JAL Nadeshiko Lab), a cross-departmental project, including Group companies in its remit, conduct independent research in addition to seminars and workshops.

Career Opportunities for Female Employees

To achieve JAL Vision 2030, the JAL Group has set a target of 30% female managers in the group by the end of fisical year 2025, and is promoting the active participation of female employees, who account for about half of all employees. As of the end of March 2023, the ratio of female managers in the JAL Group is 22.8%, and the ratio of women in organizational management positions based on the provisions of the Act on the Promotion of Women's Participation and Advancement in the Workplace is 28.4 percen. We will continue to promote the active participation of diverse human resources through efforts to achieve our target.

Cultivating Global Human Resources

In fiscal year 2018 we established the new Global Promotion Office in the Human Resources Strategy Department, responsible for reviewing the organizational operating system, and recruitment, development and assignment of human resources necessary for globalization. Employees in the Japan region centered on young mid-management staff will be provided more work experience and interactions in different cultures through overseas postings and internships at overseas companies. Employees in overseas regions will have more opportunities to learn about the company through training and work experience in regions other than their place of employment. We are also taking steps to develop a Group shared foundation to more firmly instill cross-boarder personnel transfers and exchanges.

Breakdown based on nationality of FY2022
*Japan Airlines Co., Ltd. only

Share in total workforce: Japan (89.1%), China (3.9%), Thai (3.0%), America (1.3%), Korea (0.6%), Others (2.1%)
Share in management positions: Japan (92.5%), China (1.4%), Thai (0.1%), America (3.4%), Korea (0.9%), Others (1.7%)

Employment and promotion of employees with experience outside the company

Many experienced employees are active in fields that require a high level of knowledge, such as business creation and digital promotion, and are working to create new value by leveraging diverse knowledge from outside the company. Many of these employees are promoted to the management level, and the number of employees involved in important decision-making in the company is increasing year by year, and the promotion to senior management level continues. In order to promote value creation that utilizes knowledge from both inside and outside the company, we will further promote fair and impartial promotion based on character and promote the active participation of experienced employees. In the recruitment activities that resumed in February 2022, we are also recruiting so-called second new graduates with work experience, and are striving to hire employees with diverse knowledge and experience. We are also hiring alumni* for people with experience outside the company.

*Recruitment method for rehiring retired employees of the company.

Promoting Understanding for LGBTQ

The JAL Group has established a system that applies the same benefits for employees (and their partners and families) married to same-sex partners who have registered as specified by the company. Also, JAL has begun using nicknames* based on the gender they identify with. In addition, in order to contribute to the promotion of understanding in the company and society, we continue to implement in-house training and participate in understanding promotion events in various regions. In fiscal year 2019, we have operated the Japan's first "LGBT charter flight".
Effective October 1, 2020, we have changed the "ladies and gentlemen" announcements used on board and at airports to gender-neutral language. We will continue to address LGBTQ issues both internally and externally in order to promote understanding not only within the company but also in society.

*Excluding cases where it is necessary to match the name notation on an official certificate (passport, etc.) due to the characteristics of the work

Opportunities for People with Disabilities

At the JAL Group, we have more than 720 employees with disabilities actively involved in various workplaces. We promote their employment, develop worker-friendly environment such as securing placements and providing training opportunities with consideration to characteristics of each disability, and hold seminars to increase understanding of disabilities.
As for Japan Airlines Co., Ltd., provide same opportunity for people with disabilities under recruitment. Also, JAL Sunlight Co., a special subsidiary established in 1995, focuses on general administration service operations (payroll-related services, welfare and benefit procedures, business trip arrangements, business card printing, mailing, etc.).
Furthermore, in addition to the cafes and massage rooms for employees that have been developed to date, the company continues to take on the challenge of expanding areas of activity that make use of the talents and abilities of its employees, including the opening of a nail salon in FY2020 and a shoeshine service in FY2021.

JAL has also been a member of ACE since September 2016 and is participating in industry, academia and government partnerships.

*ACE is short for Accessibility Consortium of Enterprises, which aims to develop a new employment model for people with disabilities that contributes to corporate growth. Activities including seminars for human resources management and employees with disabilities and publication of educational booklets to increase awareness, develop role models and provide recommendations to management and society.

Reemployment of Senior Employees

The JAL Group has a program for employees to continue working even after retirement if they wish. At JAL, roughly 80% of retirees continue to play an active role in various workplaces (as of March 31, 2023). By improving opportunities and working terms for continued employment, we will pass on now-how to the younger generation using the experience and knowledge of senior employees accumulated over many years of service.

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