JAL has been recognized and awarded as the "BEST Workplace" for four consecutive years since 2021 in Japan's largest award for companies working on Diversity & Inclusion (D & I) called "D & I AWARD 2024," organized by JobRainbow Inc. Furthermore, it received the "D & I AWARD Prize" in the category for companies with more than 3,001 employees. This marks the second time it has received this award since first winning it in 2021, making it the first airlines to achieve this distinction.
"D & I AWARD 2024" is categorized into four ranks (Beginner, Standard, Advance, BEST Workplace) based on the "Diversity Score" calculated from five items: "Gender Gap," "LGBTQ+," "Disabilities," "Multicultural Coexistence," and "Childcare and Nursing Care." Among the recognized companies, those with high Diversity Scores that have outstanding initiatives serving as role models for other companies are further classified and selected into five departments, receiving the D & I AWARD Grand Prize and the D & I AWARD Prize.
The JAL Group will continue to promote DEI, aiming to be a company where diverse talents can fully express their individuality and capabilities. It will create an environment where diverse talents can thrive in various fields, maintaining high resilience and continuously challenge the creation of new value, contributing to the establishment of a society where everyone can shine vibrantly through its business.

[Reason for receiving the D & I AWARD Prize (for companies with more than 3,001 employees)]
1. Positioning DEI as an important pillar of the management strategy, including the acceptance of diversity beyond just gender, and continuously working on that.
・Positioning DEI as an important pillar of the management strategy, establishing a system for promoting DEI, and actively working on it.
・DEI is a means and a process, with the ultimate goal aimed for at the end of that DEI process being that each employee is happy and able to thrive.
The realization of the corporate vision.
Setting challenging KPIs to promote DEI; numerical goals are not the destination, but the process, based on the awareness of issues both internally and externally.
It should be a KPI based on the awareness of issues.

2. Recent concrete initiatives that were evaluated.

■Initiatives to eliminate the gender gap in job categories.
Concrete initiatives are being undertaken to improve the gender gap in job categories, which is also a challenge in the airline industry.
Changed the in-flight and airport English announcements to neutral expressions.

■ Efforts for the inclusion of employees with disabilities
・ The gradual expansion of the employment areas for employees with disabilities.
・ Support for the retention of employees with disabilities and promoting understanding of disabilities among surrounding employees.

That's all.