No. 24-41.
December 18, 2024.

All Nippon Airways Co., Ltd. (hereinafter referred to as "ANA") has been recognized as a "BEST workplace*1" for four consecutive years in the "D&I AWARD 2024" held by JobRainbow Co., Ltd.

The D&I AWARD is the largest certification system in Japan that evaluates corporate diversity and inclusion (D&I), which began in 2021.
A hundred items assessing the D&I initiatives of participating companies in Japan are evaluated, with particular focus on five perspectives: "LGBTQ+", "Gender", "Disabilities", "Multicultural coexistence", and "Childcare/Caregiving". Recently, many of ANA's unique initiatives have been evaluated, resulting in the company receiving the 'BEST Inc Workplace' certification for four consecutive years since the award's inception.

The ANA Group is accelerating the promotion of 'Diversity, Equity, and Inclusion (DEI)' to support sustainable growth by developing human resources and addressing customer diversity, allowing diverse employees to lead enriched lives and growth in the workplace.

This year marks the 10th edition of the central event for promoting DEI, the 'ANA Group DEI Forum 2024', held on December 9 with the theme 'Let's Update!'. The event was streamed online for both domestic and international audiences, and public viewings were held at approximately 30 business locations with around 1,400 group employees attending.

The main topics of the program and the day's events are as follows.

■ 'Can DEI be a catalyst for the next business?'
A discussion between Daisuke Oto from Ku Marketing Company, the representative director (right in the photo), and Shinichi Inoue, the representative director and president of ANA (left in the photo). This dialogue covered topics such as 'Is DEI necessary for business?', 'Creating systems to continue winning', and 'How to leverage individuality for the organization to keep winning', where insights on DEI from a business perspective and actions taken so far were discussed.

"Work Styles of the Reiwa Era vs. Showa Era, and the Concerns of Heisei Era"
Based on a survey conducted among ANA Group employees regarding generational differences in values, representatives from each generation took the stage. They exchanged opinions on generational differences in work styles and communication, and considered hints for harnessing the strengths of each generation.

"Viewing the ANA Group Through the DEI Survey"
The trends and issues observed from the 2024 DEI survey*, as well as the good practices from each workplace, served as a trigger for updating the values and actions of each employee.

*1 Best Workplace: It is the recognition evaluation for companies that are awarded a certification score of 81-100 points, and the evaluation criteria are as follows.
Companies that are advanced in D&I not only in Japan but also globally, actively work on promoting D&I, fostering a corporate culture of D&I, and every single employee is engaged in promoting D&I as an individual. The philosophy of D&I is reflected in all aspects of services, business, and organizational structures, and it has also spread externally.

The ANA Group is promoting DEI by adding "Equity" to "Diversity" and "Inclusion," deepening activities related to these themes.

Since 2021, the ANA Group has been conducting employee awareness surveys specifically focused on promoting DEI.

■Gender equality – Diversifying decision-making layers –
The ANA Group has set a goal of having women occupy 30% or more of executive and managerial positions as early as possible in the 2020s.
Regarding initiatives for gender equality:

■Diverse working styles
・Initiatives to improve the rate of male parental leave and vacation usage.
A childcare leave system that lasts for three days will be implemented across the entire group, with a goal of 100% uptake by eligible individuals set for the fiscal year 2024.
In addition to establishing systems to support employees' fulfilling lives, understanding among themselves, their supervisors, and within the workplace is being promoted, leading to an increase in the rate of men taking childcare leave.
Regarding initiatives for diverse ways of working (support for balancing work and family):

・Initiatives to expand the areas of activity for young and specialist employees (This initiative is based on ANA's practices).
In human resources systems such as the promotion of management positions and job changes, efforts are being accelerated to expand the areas of activity for young and specialist employees, including the expansion of eligibility criteria for application.
At the same time, as a support measure for employee growth, sponsorship systems targeted at female leaders (section chiefs) and growth support platforms (training, introduction of role models, and cross-industry exchanges) have been established to provide support for career challenges based on individual backgrounds.

■Employment of Persons with Disabilities
At the ANA Group, the 'Group Employment Promotion Office for Persons with Disabilities' established in 2012 leads efforts to strengthen collaboration throughout the group by conducting regular meetings and seminars, promoting the employment of persons with disabilities. The code of conduct related to the employment of persons with disabilities, 'Start of 0.036 million people,' formulated in 2015, serves as a common commitment among all group employees, promoting a correct understanding of reasonable accommodations from both hard and soft aspects, and striving to create a workplace where everyone can leverage their strengths and thrive, contributing to the realization of a better society.
Regarding the initiatives for promoting the employment of people with disabilities:

■ Understanding and respecting diverse genders (LGBTQ+)
・Response to the basic policy regarding the respect for LGBTQ+
In 2022, the "ANA Group basic policy on the respect for diverse genders (LGBTQ+)" was established, working on creating a better workplace environment and promoting understanding through the enhancement of the partner system and responses to discrimination. In the evaluation indicators for corporate actions related to LGBTQ+, "PRIDE Indicators 2024," ANA Group received "Gold" awards across 36 companies (ANA for 9 consecutive years).
Press release:

・LGBTQ+ ally activities
Starting from April 2023, activities as LGBTQ+ allies have begun, including participation in pride events, conducting study sessions and exchange meetings with other companies, and creating goods to visualize allyship, all aimed at furthering understanding and supporting those involved both inside and outside the company.
Regarding initiatives related to LGBTQ+:

■Promoting Understanding of DEI ・Providing learning opportunities for all group employees: E-learning has been implemented for all group employees, focusing on "Basic Knowledge for Promoting Understanding of DEI," "Unconscious Bias, Psychological Safety, and Microaggressions," and "Basic Knowledge for Promoting Understanding of LGBTQ+." Currently, approximately 33,000 employees have taken the course.
■Promoting Understanding of DEI
・Providing learning opportunities for all group employees: E-learning has been implemented for all group employees, focusing on "Basic Knowledge for Promoting Understanding of DEI," "Unconscious Bias, Psychological Safety, and Microaggressions," and "Basic Knowledge for Promoting Understanding of LGBTQ+." Currently, approximately 33,000 employees have taken the course.

That's all.

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