Go to the text of this page

Promote D&I

Basic Stance

In 2014, JAL Group top management declared their commitment to diversity. Since then, we have aspired to be a company where everyone can work in a positive atmosphere regardless of gender, age, nationality, race, ethnicity, religion, social class, disability, sexual orientation, gender identity, career or other personal attributes.
Leveraging diverse ideas generated by diverse individuality, we will promote value creation, provide unparalleled service to our customers, and contribute to the betterment of society.

Foundation for Welcoming Diverse Human Resources

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 Diversity and Inclusion, 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

The JAL Group have been increasing career opportunities for female employees and has set the target of 20% female managers in the JAL Group and at least 15% female organizational managers in JAL by the end of fiscal year 2023.
Our efforts have primarily focused on improving work environments, strengthening human resources development and nurturing the corporate culture. In fiscal year 2018, we abolished core time from our flextime system, introduced annual paid leave on an hourly basis, and eliminated impression-based evaluation in the new personnel evaluation system.

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.

Promoting Understanding for LGBTQ

The JAL Group has established a system that applies the same benefits for employees married to same-sex partners under law to employees (and their partner and families) registered as opposite-sex partners as defined by the company.
We also participate in LGBT-related events and seminars to contribute to promoting understanding of LGBTQ in and outside the company. In fiscal year 2019, we have operated the Japan’s first “LGBT charter flight”.

Opportunities for People with Disabilities

At the JAL Group, we have more than 600 employees with disabilities actively involved in various workplaces. We promote their employment, develop worker-friendly environment such as 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, together with JAL Sunlight Co., we are expanding our range of activities other than office work, such as opening a new coffee shop “SKY CAFÉ Kilatto” run by staff with mild intellectual disabilities and massage room “Largo” run by visually impaired employees.

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, 2019). 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.

In order to view PDF documents, you will need to have the free Adobe ReaderOpen link in a new window software installed on your computer.

To Page top