DEI

We continue to evolve into a highly diverse company that brings together talent with various attributes, experiences, sensibilities, values, and expertise, aiming for the medium- to long-term development of our business and the enhancement of corporate value. 

By leveraging diversity through initiatives such as cross-group appointments, proactive hiring of foreign nationals in Japan, and expanding opportunities for employees with disabilities, we promote the creation of an environment where everyone can work with a sense of purpose, thereby driving the creation of new value.

In promoting DEI, we have established a dedicated organization within the Human Resources Headquarters and have worked on both fostering awareness where each individual can express their uniqueness and respect one another, and creating an environment that enhances productivity through initiatives such as workstyle transformation and wellness activities.

Particularly in fostering awareness, we consider it important to deepen mutual understanding and have held seminars and internal events for this purpose.

Moreover, in addition to DEI promotion activities across our group companies, we continue the activities of the "JAL DEI Lab," a platform where members from different job types and departments gather to autonomously engage with DEI. Since 2015, the Lab has evolved its format in response to changing needs, advancing initiatives from an employee’s perspective that encourage all group employees to take DEI as their own responsibility.

The JAL Group has set a management target of achieving a 30% female manager ratio across the Group by the end of fiscal 2025, and has been actively promoting the empowerment of female employees, who account for approximately half of its workforce.  As of the end of March 2026, the ratio of female managers in the JAL Group is 31.9% (*). We will continue to promote the active participation of diverse 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, internships at overseas companies and participation in the Global Leadership Development Training. For employees in overseas regions, we will improve systems to promote transfers and expand education and training programs. As of December 31, 2025, the number of employees hired from overseas regions working in Japan has reached 60. In an effort to continue expanding opportunities for broadening their work experience, we are also taking steps to develop a Group shared foundation to more firmly instill cross-border personnel transfers and exchanges.

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.

At the JAL Group, we have more than 900 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.
Japan Airlines Co., Ltd. provides the 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.).
In addition to the previously established cafes, massage rooms, nail rooms, and shoe shine services for employees, from January 2024, shoe shine and hand-dripped coffee services are also provided to customers in the international first class lounge. We will continue to challenge to expand the areas in which employees can activate by utilizing their skills and abilities.

The JAL Group has a program for employees to continue working even after retirement if they wish. At JAL, roughly 90% of retirees continue to play an active role in various workplaces (as of December 31, 2025). 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.