DEI (Developing Human Resources to Support Sustainable Growth)

In a rapidly changing global environment, the ANA Group promotes diversity, equity and inclusion in the workplace, in order to achieve sustainable growth, new value creation, and to contribute to a better society and life.

About DEI

ANA Group respects diversity in terms of age, nationality, gender, values, disabilities, etc.; aims to improve the engagement of each employee and to create an inclusive workplace where employees can work with enthusiasm.

ANA Group promotes DEI as one of the pillars of its management strategy, which led to the announcement of the "Diversity & Inclusion Promise" by our top management. In addition, for better understanding of the importance of DEI and to increase awareness which will lead to concrete actions among all Group employees, we presented ANA Group DEI Slogan.

3 elements of DEI:

  • Diversity (nationality, religion, cultural background, generation, disability, gender, sexual orientation, gender identity, values, experience, working style etc.)
  • Equity (support based on one's diversity/ fair challenge opportunities)
  • Inclusion (understanding of individual differences, awareness of the importance of each other's support as a team)

We respect the diversity of our employees and strive to contribute to a better society by creating a workplace where everyone can play an active role.

ANA Group DEI Slogan

"Wings" expresses each person's individuality and differences. The idea is to create the future of the ANA Group by allowing each employee to spread their wings and take off.

ANA Group's DEI Journey

In April 2015, the ANA Group CEO announced the Diversity & Inclusion Promise.

We will:

  • Consider Diversity & Inclusion as the source of innovation and value the diversity of our employees.
  • Endeavor to create a workplace where each person can fully demonstrate his or her strengths.
  • Create an ANA Group where each person can work with spirit and purpose, to generate unwavering trust and constant innovation.

Promotion System
In conjunction with our D&I Promise in April 2015, we established a dedicated organization within the Human Resources Department to promote the active participation of diverse human resources. This organization promotes environmental improvement, fosters culture, and encourages changes in paradigms.
In April 2020, we established the new Group D&I Promotion Department, aiming to strengthen our D&I promotion function.
D&I Promotion Officers have been assigned in each Group company to further accelerate the promotion of D&I initiatives throughout the Group.

Actions to Promote DEI Awareness

ANA Group D&I Forum

Since 2015, the ANA Group has been holding an annual forum to promote understanding of DEI and lead to concrete action throughout the Group. The 7th "ANA Group Diversity & Inclusion Forum 2021" held on November 4-5th, 2021 under the theme "Stand Together, Grow Together". The key topics of the discussions at the Forum were about DEI in the workplace from a management perspective, the importance of improvement of engagement and productivity for strengthening the organization. Nearly 2,000 employees participated in the event online from all over the world.

About discussions

Panel Discussion with ANA Group Executive Officers
"The Importance of D&I as one of the Corporate Core Values"

A panel discussion was held from the perspectives of ESG and business strategy on the role of the promotion of D&I as one of the corporate values of the ANA Group.

Interviews of Overseas Employees from Hong Kong, Belgium and the US
"ANA around the World"

We conducted series of interviews and introduced them at the Forum to deepen the connection between overseas offices and domestic offices. In interviews we discussed the differences between Japanese and local corporate cultures, the points that foreigners find difficult when work at a Japanese company, the local ANA brand image, and the expectations of local customers and employees.

About ANA Group D&I Forum 2021Opens in a new window. External sites may not meet accessibility guidelines.

Gender Equality Promotion

In June 2021, the ANA Group and ANA set new goals for promoting women's advancement.
To achieve a female executives / female managers ratio of 30% or more as early as possible in the 2020s, we will develop personnel support systems according to the specifics of various group companies, departments and each workplace. We will also foster awareness, and make progress based on KPIs.

Major Initiatives

"Career Formation Support Seminar"

In order to support the career development and challenges for growth of young employees we hold panel discussions with employees who have rich experience in various fields. This event is an opportunity to think about one's own career by listening to the career stories and views on work of experienced employees.

"Work-Life Balance Seminar"

To support work-life balance, we hold seminars not only for employees who are on parental leave but also employees who have already returned to work and for their partners as well. Through the life stories of those who had already experienced parental leave, employees can learn more about parental leave in general and how to deal with stress and anxiety one's can experience when balance work and parenting. This event also helps employees to prepare for a smooth return to work.

D&I Awareness Seminar for the Management

In order to transform the abilities of diverse employees into the power of the team and organization, we conducted training for managers to learn about inclusive communication, subordinate, team building and other tips for creating an inclusive working environment.

Women's Empowerment Principles (WEPs)

In 2017 the ANA Group has endorsed the Women's Empowerment Principles (WEPs) developed by the UN Global Compact and UN Women to promote gender equality and women's empowerment.

At the 2021 United Nations Global Compact Leaders Summit, ANA Group presented its efforts towards creation of inclusive environment as one of the Japanese companies that are actively promoting gender equality. (youtube URLOpens in a new window. External sites may not meet accessibility guidelines.)

30% Club Japan

In order to promote a sustainable growth of the company, we joined "30% Club Japan", the purpose of which is to increase the proportion of women in important decision-making bodies.

IATA's 25by2025 Campaign

ANA indicated its commitment to diversity and inclusion by signing on the 25by2025 Campaign organized by the International Air Transport Association (IATA).
The goal is to increase the representation of female employees in senior positions and the representation of female employees in under-represented areas.

Click here for the press releaseOpens in a new window. External sites may not meet accessibility guidelines.

Initiatives to Create Inclusive Working Environment

We strive to create a working environment where everyone can fully demonstrate their strength.

LGBTQ+ Awareness

ANA Group established a common group policy which aims to create a work environment where diverse genders are respected and all employees can work without discrimination based on sexual orientation and gender identity.


  • Consulting services
  • Awareness programs for employees


  • Same-sex partner spouse recognition

Cross Cultural Initiatives

We have various initiatives with our foreign employees in Japan and in overseas stations.


  • Cross-cultural discussions with overseas employees
  • Panel discussions about cross-cultural understanding
  • Global standardization of personnel system
  • Overseas employment of cabin attendants
  • Promoting the flow of domestic/overseas human resources, such as through early overseas dispatches of young Japanese employees
  • Global skills improvement training


  • Internal job postings for overseas on-the-job training

Diverse Work Styles
(support for work-life balance)

We are promoting the creation of a workplace that supports the diverse work styles of each individual.


  • Childcare / elderly care seminars
  • Distribution of a handbook for Work-Life Balance Support
  • Trainings for managers
  • ANA Group in-house nursery school
  • Hello Baby Card



  • Reduction of work hours during pregnancy
  • Time off for doctor's appointments during pregnancy
  • Time off for childcare and sick care
  • Time off for birth and childcare for moms and dads
  • Reduction of work hours
  • Reduction of work days
  • Childcare days
  • Overtime exemptions / limits

Elderly / Sick care

  • Elderly/sick care leave
  • Reduction of work hours
  • Reduction of work days
  • Elderly/sick care days
  • Overtime exemptions / limits
  • Exemptions from late-night shifts

Promoting Employment of People with Disabilities

In 2012, the ANA Group established the "the team for specially promoting employment of people with disabilities" in the ANA Human Resources Department, and has been promoting group-wide efforts to employ persons with disabilities via the dissemination of information through the 'Company websites Opens in a new window. External sites may not meet accessibility guidelines.' and the implementation of the 'ANA Group joint interview for people with disabilities'.
In addition, we have assigned employment promoters for disabled individuals to each Group company, while also holding regular meetings and seminars to ensure stable employment.
As of June 1st 2021, the combined employment rate of the 40 Group companies was 2.64% due to the efforts of each company.

Change in Employees with Disabilities in the ANA Group

2012 2013 2014 2015 2016 2017 2018 2019 2020 2021
The statutory employment numbers of people with disabilities 588 653 678 694 695 788 896 973 1028 998
The actual employment numbers of people with disabilities 555.0 620.5 709.5 743.5 824.0 897.5 969.0 1087.5 1182.5 1161.5
Average of employment ratio of people with disabilities in Japanese companies 1.69% 1.76% 1.82% 1.88% 1.92% 1.97% 2.05% 2.11% 2.15%
The employment ratio of people with disabilities in ANA Group 1.66% 1.84% 2.05% 2.10% 2.25% 2.25% 2.30% 2.43% 2.50% 2.64%

ANA Group Code of Conduct for the Employment of People with Disabilities

In order to promote understanding and the employment of persons with disabilities throughout the Group, in 2015 more than 50 human resources staff from Group companies gathered to discuss 'the 36K-Employee Kickoff ', the ANA Group's Code of Conduct for the Employment of Persons with Disabilities.

Based on this ' the 36K-Employee Kickoff ' we aim to provide all employees with a correct understanding of our policies regarding the employment of persons with disabilities and how all employees can play an active role in improving the work environment.

the 36K-Employee Kickoff

All ANA Group companies hire people with disabilities not because of legal requirements, but because it is the natural responsibility of a socially-conscious public enterprise and because these employees are valuable assets to the Group.

Therefore it is important that all Group employees possess a correct understanding of disabilities and the diversity of people with disabilities. By implementing the following policies, our goal is to create a vibrant, dynamic organization where each employee can work with confidence and pride, and reach his or her full potential.

  • All employees will make our best effort to alleviate inconveniences in the workplace for those with disabilities.
  • We will fully appreciate one another and respect each person's individuality. Employees with disabilities will be free to communicate their needs to their colleagues, and will help those they work with to gain a better understanding from those around them.
  • We will focus on what our employees can do, rather than what they cannot do.
  • The ANA Group believes that each employee, regardless of his or her disability, is indispensable to the success of the business. Therefore we will provide opportunities to all employees to be successful.

Powered by Employees with Disabilities

At present, more than 910 employees of the ANA Group with disabilities are playing various roles in the business, helping to make navigation safer, providing services to customers, and supporting staff on the ground. Each of them is dedicated to their work as a valuable part of the Group.
For example, the ANA Mileage Club Service Center of ANA Wing Fellows Vie Oji Co., Ltd., which is a special subsidiary of ANA, is staffed mainly by employees with disabilities. This organization handles various card enrollment procedures and registration operations. In our offices, we use large digital signage to provide information to employees with hearing impairments, and have widened hallways to facilitate movement for those using wheelchairs.
In addition, we opened a cafe "ANA WOnderful Day" for ANA employees. The open cafe is built to allow for full accessibility and use by employees with disabilities.
At Group companies - other than special subsidiaries - employees with disabilities are active in a wide variety of workplaces.

Activities to Promote the Employment of People with Disabilities

ANA Group Conference for Promoting the Employment of Persons with Disabilities and Education Seminars

The ANA Group Conference for the Promotion of the Employment of Persons with Disabilities meets several times a year to confirm progress and to share knowledge. The conference helps lay the foundation for the employment of persons with disabilities at Group companies. In addition, at the annual ANA Group Employment Awareness Seminar for Persons with Disabilities, outside lecturers are invited to promote the employment of persons with disabilities at each company. In this way, efforts are being made to promote understanding of "The 36K-Employee Kickoff", the Code of Conduct for the Employment of Persons with Disabilities, and to foster a more diverse corporate culture.

ANA Group joint interview for people with disabilities

The ANA Group holds a joint interview for people with disabilities in the ANA Group so that the public can learn about our Group companies and apply. In fiscal 2020, we held a series of seminars in Tokyo and Osaka with a total of 140 entries.


"Best Workplace Award" at the "D&I Award 2021" sponsored by JobRainbow Inc.

"IATA Diversity & Inclusion Team Award" The award was established to promote diversity and inclusion in the aviation industry

Press releaseOpens in a new window. External sites may not meet accessibility guidelines.

Highest rating "Gold" in the work with Pride "PRIDE Index 2021" (for 6 consecutive years since 2016)

"Platinum Kurumin" Certification from the Minister of Health, Labour and Welfare as a Company Supporting Childrearing

"J-Win Diversity Award" sponsored by NPO corporation J-Win, the grand prize of the corporate award "Advanced Category" for the second consecutive year (2019/2020)

"Special Encouragement Award in the Work-Life Balance Support Division" at the "Ikumen Company Award 2019" sponsored by the Ministry of Health, Labor and Welfare

"Nadeshiko Brand 2018" as a company that excels in promoting women's advancement (4th time for 3 consecutive years)

Selected as one of "100 New Diversity Management Companies" in 2016, as a company that has improved its corporate value through diversity management, sponsored by the Ministry of Economy, Trade and Industry