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Respect for Human Rights

JAL Group Human Rights Policy

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" as a content specific to the supply chain.

Modern Slavery Act

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.

Overview of Human Rights Due Diligence

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.

Details established in internal regulations

  • Structure and operation of the "Human Rights Due Diligence (hereinafter HRDD)" as a means of respecting human rights in accordance with the JAL Group Human Rights Policy
  • Establishment of "Grievance Handling Mechanism" for stakeholders who are negatively or likely to be negatively affected by the JAL Group's business to directly express their concerns

Structure of Human Rights Due Diligence (HRDD) and Grievance Handling Mechanism*

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) open in windows separated by Procurement Division and various service desks) is positioned as a "complaint 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.

Identifying and Assessing Human Rights Impact

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.

Initiatives on Key Themes of Human Rights

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 fisical 2021, in line with the flow of human rights due diligence, we set 10 priority issues for each of our 3 business activities : Supply Chain Management, Products and Services, and improvement of the Internal Environment, to respect human rights through our business activities. Based on reviews of these efforts and dialogues with experts, in 2022 we will replace 2 of the 10 priority issues and work on total of 10 priority issues to respect human rights through our business activities.

Supply Chain Management

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.

Confirmation of respect for human rights in the supply chain

[Initiatives up to now]
In preparation for the replacement of uniforms in April 2020, SMETA 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 2021, we identified approximately 470 companies as critical supplier and used the Sedex * Self-Assessment Questionnaire and JAL Questionnaire to confirm the soundness of human rights in the supply chain and request improvements. 62% of the critical suppliers confirmed the soundness and made corrections. In addition, we have received action plans for correction from all suppliers who received correction requests from us. Also, in 2021, we have established a reporting channel that is open to suppliers in Japan and overseas and a process for dealing with reports, and started operation in 2022.

*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 fisical 2022, we will send and collect Sedex Self-Assessment Questionnaire to the remaining 38% of critical suppliers, explain the results to the target suppliers and request corrections, and complete the confirmation of soundness of all critical suppliers by 2023.

Sewing factory in Vietnam

Procurement of products with consideration for human rights

[Initiatives up to now]
Since September 2018, we have been using certified products that respect the human rights of workers in forestry, farms, and fishing grounds for the service supplies and meals we provide to customers at cabin Lounge. We offer international certified paper products with consideration for forest resources (paper cups, paper straws, menu cards), MSC/ASC certified seafood products, RAINFOREST ALLIANCE certified coffee products, and ASIAGAP certified vegetables and other agricultural products. As of the end of 2021, 10.3% of marine products and agricultural products have been replaced, and 66% of paper products have been replaced. Also, JAL Agriport in Group companies has obtained ASIAGAP certification for its farm, which is also used in inflight meal.

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

[Future action plans]
Going forward, we will continue to actively adopt certified products that take into account the human rights of workers in the supply chain, such as 100% use of international certified paper with consideration for forest resources for in-flight service items until fisical 2025, and replace service supplies and meals provided to customers with certified products.

FSC® certified menu card inflight meal uses ASIAGAP certified ingredients

Products and Services

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, preventing the expansion of infectious disease, and preventing trafficking in persons.

Improvement of Accessibility

[Initiatives up to now]
Based on the JAL Group Accessibility Service Policy Window, we are working to create fun and affluence through travel by providing all customers with stress-free travel options. In fisical 2021, we made the following efforts.

  • Realization of stress-free
    Implementation of an airport experience program for customers who request special assistance with WheeLog.
    Regarding the appropriate treatment method during COVID-19, we held lectures on hospitality guidelines, demonstrations of guidance for people with disabilities, and discussion meetings in collaboration with other airlines and airport operating companies.
    Received the 15th "Ministry of Land, Infrastructure, Transport and Tourism Barrier-Free Promotion Minister's Commendation" jointly by JAL and ANA for promoting barrier-free access beyond the boundaries of the company. Click here to learn more.
  • Providing Various Travel Options
    Conducted personnal accessible tours for the first time(Wheelchair accessible tour at Okinawa)

[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 fisical 2022, we will promote 4 initiatives : employee education, environmental improvement, information dissemination, and accessible tourism. In addition, we will strengthen external cooperation.

Initiatives towards Safety and Comfort (Prevent the Spread of Infectious Diseases)

[Initiatives up to now]
In fiscal 2021, we worked to prevent the expansion of COVID-19 by promoting 3 initiatives, strengthening hygiene/cleanliness, promoting touchless and automation using digital technology and travel support.

  • Enhancing hygiene and cleanliness
    Implementation of antiviral and antibacterial coatings in airports and aircraft
    Introduced and implemented a cleaning manual supervised by the Kao Group, which has specialized knowledge of hygiene.
  • Promotion of touchless/automation
    Touchless touch panel in self-service check-in kiosk and Self Baggage Drop (SBD) for domestic flights
    Introduction of Face Express
    Implementation of in-flight announcements to ensure social distancing when disembarking
  • Travel Support Services for Greater Peace of Mind
    Providing JAL Safety PCR Support (domestic flights)

[Future action plans]
In fiscal 2022, in addition to last year's efforts, we will promote efforts for smooth overseas travel, such as promoting the use of the application "VeriFLY" that allows you to register documents to be confirmed at the airport in advance, such as vaccination certificates and negative certificates. All of our employees will continue to work together to ensure that all passengers will be able to fly safely and securely.

Touchless self-service check-in kiosk touch panels
Touchless sensors are installed and can be operated without touching the screen directly

Prevention of Human Trafficking

[Initiatives up to now]
For the purpose of preventing complicity in human trafficking by air transportation, in fisical 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 fisical 2020 we established guidelines for reporting suspected cases of human trafficking, referring to measures being considered by international organizations.
Also on fisical 2020, Japan Airlines supported the implementation of seminars on the prevention of human trafficking in aviation industry (Airports, government agencies, IATA and other domestic airlines).
In fiscal 2021, in cooperation with "It's a Penalty Tokyo promotion," which is hosted by the British nonprofit organization It's a Penalty and co-hosted by the general incorporated association Sport For Smile, JAL Group broadcasted educational videos on the prevention of human trafficking on domestic and international flights in order to prevent human trafficking as an airline company.
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 2022, 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.

Training regarding prevention of human trafficking

Improvement of the internal environment

In addition to improving the working environment by preventing harassment and curbing long working hours, we are promoting measures to prevent employee infection and maintain employment at COVID-19 pandemic, and to respect diversity through D&I promotion.

Prevention of Harassment

[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 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 fisical 2021, 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.
In addition, we expanded the content of harassment in compliance education (e-Learning) for all JAL Group employees and educated employees to prevent 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 fisical 2022, we will continuously educate managers and leaders, and all JAL Group employees to prevent harassment. 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 fisical 2022, we will promote initiatives for customer harassment.

Prevention of long working hours

[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 fisical 2021, we held regular meetings to report on the work performance of the Group, and made working hours visible, and conducted a follow-up to solve the problems of departments with problems regarding working hours management.

[Future action plans]
In fiscal 2022, we will continue to hold regular meetings to report on the work performance of the Group and take more detailed measures according to the environment of departments. We will also provide employee education for the purpose of raising awareness of working hour management. Furthermore, we will review the internal rules regarding telework so that working hours can be managed appropriately even in a telework environment.
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.

Employee teleworking during workcation

Employment maintenance

[Initiatives up to now]
Regional Vitalization Division was newly established in 2020, and with the keywords of "All employees working together", "Originality" and "Continuity", we began activities of "JAL FURUSATO PROJECT ", which addresses resolution of various regional issues by utilizing the knowledge, experience and technology of the JAL Group and collaborating with other industries. As part of these efforts, cabin attendant, which was selected through an internal call, is working as JAL Furusato Ambassadors and JAL Furusato Cheering Teams to communicate the charms of the region and resolve issues.
Also, from fiscal 2020, we are making the best use of our human resources, and in 2021, we dispatched 1,600 employees (monthly average) to other companies.
Furthermore, we created and expanded opportunities for regions outside Japan employees to play an active role using telework.
We regard the expansion of these fields of activity outside the company as a valuable opportunity for the growth of our employees, and at the same time we are working to maintain employment.

[Future action plans]
We will continue to expand the opportunities for employees in Japan and overseas, and utilize the knowledge of the JAL Group beyond the conventional fields to actively contribute to regional revitalization, while fostering employees and maintaining employment.

JAL Furusato Ambassadors introduces and sells Hakodate goods through live commerce

Prevention of COVID-19 spread for employees

[Initiatives up to now]
In addition to encouraging employees to work remotely and reducing the percentage of employees that come in to work, primarily in support departments, we have also worked continuously to prevent new coronavirus infection by establishing detailed policies and disseminating them to employees in a timely manner, based on the guidelines of Ministry of Health, Labour and Welfare and related organizations, as well as rules for employees to and from work and social distancing rules at workplaces.
In fiscal 2021, we proceeded with similar efforts, and made occupational vaccination three times in total to further prevent infection.

[Future action plans]
We will continue to formulate timely internal rules and implement thorough infection control measures to prevent the spread of COVID-19, taking into account the situation of society.

Fair and impartial hiring and promotion

[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 D&I 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 fisical 2021, the ratio of female managers increased to 21.9%.
Also, in order to promote diversity initiatives, we further accelerated the activities of JAL D&I Lab. Employees nominated by the public and by Group companies formed teams based on themes such as globalization, the Active Role of Persons with Disabilities, Women's Active Role, and Life Career Development. We formulated specific measures to promote each theme and implemented measures within the fiscal year. For some of the measures, we are considering sublimating into the system.

[Future action plans]
In fiscal 2022, we will continue to increase the ratio of female managers and implement measures to achieve the ratio of female managers of 30%. In addition, we will promote efforts to create and secure job opportunities for people with disabilities and to promote the taking of childcare leave for male employees.

Employees announcing the promotion of the activities of employees with disabilities (JAL D&I Lab)

Prevention of discrimination against race and culture

[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. In addition, we held education and online events to promote understanding of LGBTQ, operated "LGBT ALLY charter" flights in fisical 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.

[Future action plans]
In fisical 2022, we will investigate and improve human rights issues due to the increase of foreign employees, such as religious issues, through surveys of group companies with many foreign employees and dialogues with employees in overseas regions.
In addition, from the perspective of guaranteeing human rights for sexual minority employees, we will improve the working environment by developing "multipurpose toilet (gender-neutral and accesibility)"

Prevention of personal information leakage

[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 fisical 2022, 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.

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