Respect for Human Rights

Based on the view that respect for human rights is a universal value and is consistent with the realization of the Corporate Policy, the JAL Group has stipulated “JAL Group Human Rights Policy”PDF in order to fulfill its responsibility to respect human rights of all stakeholders.
We have also stipulated "JAL Group Supplier Code of Conduct"PDF as a content specific to the supply chain.

Our Human Rights Policy and Supplier Code of Conduct is company wide and covers all of our company's operations. It includes commitment to prevent/respect the following elements: discrimination, forced labor, child labor, work environment, fair work conditions, human trafficking, freedom of association (including collective bargaining), long work hours, wages (including equal remuneration), inhumane treatment, involvement (participation) of human rights violations, lives of indigenous people and local communities, foreign and immigrant workers.

The JAL Group is taking steps to prevent forced labor and human trafficking in the Group and its supply chains, in accordance with Section 54, Paragraph 1 of the U.K. Modern Slavery Act. Click here to learn more.

In order to promote respect for human rights, the JAL Group has established an internal regulations for human rights due diligence and management and complaint handling mechanisms as follows.
Based on this regulations, we conduct a human rights risk survey for all Group companies every year, identify issues that are particularly important for each fiscal year through risk assessments related to human rights, extraction of issues, and dialogue with outside experts. We are working specifically to eliminate the negative impact on human rights.

The JAL Group is working on initiatives of respecting human rights as per the flow of 1～10 below every fiscal year.

*Grievance Handling Mechanism

Important Communication for Stakeholders (Suppliers (JAL Supplier Hotline））, customers, and employees) to Express Their Direct Concerns Concerning Human Rights functionality (Employee consultation desks (group hotline) separated by Procurement Division and various service desks) is positioned as a "Grievance handling mechanism" and is operated in an integrated manner with Human Rights DD in order to enable necessary corrections to be made promptly and directly.
We have established a system that facilitates reporting by ensuring confidentiality and prohibiting disadvantageous treatment of whistleblowers, and by allowing anonymous reporting.

The JAL Group identified issues at each stage of the value chain by business. Further, while referring to issues raised by NGOs and civil society, and reflecting the opinions of specialists, we assessed the impact of issues identified using a plot graph with (1) severity of potential human rights impact on one axis; and (2) likelihood of human rights impact on the other axis. We then clarified high-priority human rights issues and countermeasures.

This risk assessment covers all stakeholders, including customers, business partners, own employees, women, children, indigenous people, migrant workers, third-party employees and local communities.
As a result of the risk assessment, we found that our company did not violate any human rights, so we have not taken any mitigation and remediation actions. However, we take initiatives written below to create a society in which all human rights are respected and which we can operate with peace of mind.

Through our business activities, the JAL Group aims to create a society in which all human rights are respected and which we can operate with peace of mind. To this end, we will strive to respect the human rights of all stakeholders, including suppliers, customers, and employees, in accordance with our human rights policy.
In fiscal 2022, in line with the flow of human rights due diligence, we set 10 priority issues to respect human rights. Based on reviews of these efforts and dialogues with experts, in 2023 we will replace 1 of the 10 priority issues and work on total of 10 priority issues to respect human rights through our business activities.

We will work together with our business partners to build a sustainable supply chain that includes respect for human rights and appropriate labor practices. We also conduct risk assessment and monitoring to confirm the soundness of our supply chain. In addition, we will continue to procure products and meals that take human rights into consideration, such as service supplies and meals provided on flights and in lounges.

[Initiatives up to now]
In preparation for the replacement of uniforms in April 2020, we visited overseas suppliers in China and Vietnam to conduct SMETA audits. We held briefings with suppliers to raise their awareness of the SDGs.
In fiscal 2022, we completed the survey using the Sedex* Self-Assessment Questionnaire and JAL Questionnaire for all approximately 470 critical suppliers. We are also conducting same surveys of about 10 domestic catering companies, which are our secondary contractors. Furthermore, we have started operating a reporting channel that is widely open to domestic and overseas suppliers, and we are also informing our suppliers about the reporting channel.

*The Supplier Ethical Data Exchange is a non-profit organization founded in the United Kingdom in 2004 that provides a platform for managing and sharing corporate ethical information in order to achieve responsible business practices in the supply chain.

[Future action plans]
In fiscal 2023, we will explain the results to suppliers who have identified risks, request corrections, and complete the soundness confirmation of all critical suppliers. In addition, we will identify and conduct on-site audits etc, to suppliers that are closely tied to our company and highly important from an ESG perspective.

[Initiatives up to now]
For service supplies and meals served to guests in cabin and in lounges, we began adopting certified products that take into consideration the human rights of workers in forestry, farms, and fishing grounds in September 2018*. We have begun offering coffee certified with RAINFOREST ALLIANCE certification, paper products (paper cups, paper straws, menu cards, etc.) with international certified paper with consideration for forest resources, marine products with MSC/ASC certification, and vegetables and other agricultural products with ASIAGAP certification, respectively. We completed replacing all coffee with RAINFOREST ALLIANCE certification in 2019, and in FY2022, we replaced 87.8% of paper products and 8 to 10 types of marine and agricultural products. In addition, our subsidiary JAL Agriport has obtained ASIAGAP certification for its own farms and uses produce from these farms in in-flight meals and other products.

*Child labour, forced labour, poor working conditions, low wages, gender inequality and violations of indigenous land rights.

[Future action plans]
In fiscal 2023, we aim to increase the rate of use of international certified paper products with consideration of forest resources to 95% for inflight service items. We will continue to actively adopt certified products that take into account the human rights of workers in the supply chain, and replace service supplies and meals provided to customers with certified products.

International certification paper used menu cards and tray mats, inflight meals using food harvested in ASIAGAP certificated farms

Each division is working to provide products and services that give consideration to diversity so that all customers can feel comfortable and secure. We will focus our efforts on improving accessibility and preventing human trafficking.

[Initiatives up to now]
Based on the JAL Group Accessibility Service PolicyThis page will open in a new window, we are working to create fun and affluence through travel by providing all customers with stress-free travel options. In fiscal 2022, we made the following efforts.

[Future action plans]
By fiscal 2025, we aim to increase the number of passengers who feel barriers to travel to 2.5 times the number of passengers in fiscal 2019.
In fiscal 2023, we will continually promote 4 initiatives: employee education, enviromental improvement, information dissemination, and accessible tourism.

[Initiatives up to now]
In fiscal 2022, we worked to prevent the expansion of COVID-19 by promoting 3 initiatives, strengthening hygiene/cleanliness, promoting touchless, automation and self-portrait using digital technology and travel support.

[Future action plans]
All of our employees will continue to work together to ensure that all passengers will be able to fly safely and securely.

[Initiatives up to now]
For the purpose of preventing complicity in human trafficking by air transportation, in fiscal 2019 we provided education on the prevention of human trafficking for employees of Cabin Attendants Division Airport division who are in charge of airplanes and airports that can be frontline of human trafficking. In addition, in fiscal 2020 we established guidelines for reporting suspected cases of human trafficking, referring to measures being considered by international organizations.
In fiscal 2022, as part of our efforts with external stakeholders, we invited police officers and held a panel discussion aimed at raising awareness of human rights within the company. We discussed ideas that will lead to future prevention of human trafficking and what the public and private sectors can do.
In addition, we implemented training programs for all employees on respect for human rights, including the prevention of human trafficking, and promoted initiatives to prevent human trafficking as the JAL Group.

[Future action plans]
In fiscal 2023, we will continue to educate all employees on the prevention of human trafficking, and work with external stakeholders to promote efforts to prevent human trafficking.

[Initiatives up to now]
As the environment surrounding the company becomes more complicated, we developed a check system to ensure that we do not unintentionally violate on human rights through external dissemination.

[Future action plans]
In fiscal 2023, we will strengthen the check system so that the supervising department can check more effectively. In addition, for the purpose of raising the awareness of employees, we will include this content in training programs related to respect for human rights, and strive to prevent violations of human rights through external dissemination.

In addition to improving the working environment by preventing harassment and curbing long working hours, we are promoting measures to respect diversity through DEI promotion.

[Initiatives up to now]
We established workplace Harassment Prevention regulations *, which provides detailed explanations of the definitions of various forms of harassment (harassment related to pregnancy, childbirth, childcare leave, nursing care leave etc, sexual harassment, non-sexual harassment and power harassment), clearly prohibits them, and clearly states that violations will be subject to disciplinary action.
In addition to the consultation desk for harassment, we have set up a 24-hour consultation desk (group hotline) for general compliance and a sexual harassment consultation desk exclusively for cabin attendants. We strive to maintain a healthy work environment without harassment.
In fiscal 2022, we provided various types of education and awareness on the prevention of harassment through training for managers in each region (area), including overseas bases, and for District Manager, regional headquarters, airports, and other areas, as well as training for employees who will become leaders in manager in Japan and overseas.
We also expanded the content of harassment in compliance education (e-Learning) for all JAL Group employees and educated employees to prevent harassment. Furthermore, as an initiative that focuses on when harassment occurs, we conducted training for some managers on psychological care for employees who have been subjected to customer harassment.

*The guidelines are in accordance with the Harassment Prevention Law (Labor Policy Promotion Law), which came into effect in 2020.

[Future action plans]
In fiscal 2023, we will continuously prevent harassment by educating managers and leaders, and all JAL Group employees and also, by visiting workplaces for the purpose of ensuring compliance. In addition, we will develop internal rules in a timely manner in response to changes in the times (harassment related to sexual orientation and gender identity, etc.), and thoroughly work to create an environment in which harassment does not occur at all times even when the environment changes, and to create a mechanism that does not cause harassment.
In addition, in fiscal 2023, we will further deepen initiatives for customer harassment.

[Initiatives up to now]
We created a system that supports workstyle's flexible work schedule by introducing a system that allows employees to change working hours, the Super Flex system, and a system that allows employees to take paid leave on an hourly basis. In this way, we are working to reduce overtime and holiday work. In addition, we created an environment that makes it easier for employees to take time off by establishing a workation system that allows employees to work by telework during vacations, and a system that allows employees to take time off while on business trips.
In fiscal 2022, we continued a follow-up to solve problems in departments with problems regarding working hours management, and held seminars about working hours management for managers. In addition, as a new work style after COVID-19, we promoted “hybrid work,” which combines going to the office and telework, so that employees can choose where to work while being conscious of productivity and communication.

[Future action plans]
In fiscal 2023, we will continue to conduct follow-ups to solve problems in departments with problems regarding working hours management, and hold seminars on working hours management for managers. We will also work to reduce working hours by streamlining business processes and changing decision-making processes.
In addition, we will continue to support employees in creating an environment that makes it easier for them to take time off, such as by promoting the use of workation and bleisures.

• Optimizing Work Hours
• Teleworking, Workation, Bleisure

[Initiatives up to now]
In 2014, we issued our "Declaration of Diversity" as our top commitment, aiming to be a company where anyone can actively participate in activities regardless of attributes such as gender, age, nationality, race, ethnicity, religion, social status, disability, sexual orientation, gender identity, or company of origin. Within our Medium Term Management Plan, we committed to achieve a 30% female manager ratio by fiscal 2025 as one of our important management goals of DEI promotion, and we will continue to promote initiatives to respect diversity.
As a result of formulating specific measures to achieve the ratio of female managers of 30%, in fiscal 2022, the ratio of female managers increased to 22.8%.
Also, in order to promote diversity initiatives, we held events for employees to promote understanding of people with disabilities, and promoted the employment of people with disabilities throughout the Group. Furthermore, in order to encourage male employees to take childcare leave, we have improved the environment by disseminating childcare-related systems and holding seminars for male employees who are about to have a child.

[Future action plans]
In fiscal 2023, we will continue to increase the ratio of female managers and implement measures to achieve the ratio of female managers of 30%. In addition, In order to achieve the target number of persons with disabilities employed in the JAL Group Medium-Term Management Plan Rolling Plan 2023, we will promote efforts to create and secure job opportunities for people with disabilities.

[Initiatives up to now]
As the number of foreign employees increases in the global environment, we are working to develop human resources who can create new value while respecting diverse cultures. To promote understanding of LGBTQ, we operated "LGBT ALLY charter" flights in fiscal 2019, and changed announcement of "Ladies and gentlemen" to gender-neutral expressions in 2020. We are implementing initiatives to promote understanding not only within the company but also in the society. In fiscal 2022, we upgraded the private toilets in the building where the head office is located to "easy-to-use toilets for everyone" from the perspective of consideration for gender diversity. In addition, we have developed and started to operate procedures for the use of nicknames within the company based on self-identified gender.

[Future action plans]
In fiscal 2023, we will formulate regulations regarding employment support for foreign employees, which is expected to increase in the future, and strive to prevent incidents involving human rights from occurring. We will also hold internal events to promote understanding of unconscious bias and work to prevent discrimination.

[Initiatives up to now]
For the purpose of raising employee awareness of information security, we are conducting information security education for all employees and conducting targeted email attack training.

[Future action plans]
In fiscal 2023, we will continue to make similar efforts to raise employees' awareness of information security, strengthen information security through inventory of unnecessary IDs, and prevent leakage of personal information of customers and employees.

See below for independent assurance for social reporting.

Please see our integrated report "JAL REPORT" for past actions of human rights due diligence.