We promote diversity and inclusion throughout the ANA Group. We value the diversity of age, nationality, gender, values, and disabilities and draw on them as a strength to promote a variety of activities that engender further initiatives.

ANA Group Diversity & Inclusion Promise

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.

Major Initiatives for D&I Promotion

In addition to the diversity of attributes such as age, nationality, gender, and disability, we respect diversity of viewpoints and beliefs arising from values and experiences not physically observable. We continue to strengthen our mechanism for promoting D&I throughout the Group and in our culture to leverage diversity as a strength that drives greater reform.
We will accelerate new value creation by helping employees work with greater enthusiasm and fulfillment, generating innovation and improving productivity.

Globalization

  • 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
  • Internal Job Postings for Overseas On-the-Job Training
  • Global Skills Improvement Training

Support for active seniors

  • Messages from leaders incorporating their expectations for active employment of people 60 and over
  • Expanding fields that leverage abundant experience and expertise, utilizing true capabilities
  • Enhancing career training for experienced people and seniors

Support for the success of women

  • Advancement measures, such as systems and training, through collaboration among people who are supporting D&I at each Group company
  • Expanding network of female managers among the Group
  • Support for both work and child-rearing/nursing care, support for the participation of men in child-rearing

Employment of people with disabilities

  • Further adoption of the 36K-Employee Kickoff Group code of conduct
  • Conducting educational activities in rank-based training, meetings of people in charge of human resources, etc.
  • Establishing workplaces in which all employees, regardless of their challenges, can play an active role

Working towards the promotion of understanding and advancing D&I goals

We held the 6th "ANA Group Diversity & Inclusion Forum" for two days on December 9 and 10, 2020.

This was the first time that the event was held online, and a total of 1000 employees and board members in Japan and globally participated. This year's theme was "Diversity is a Fact, Inclusion is an Act. ~Let's think and act for ourselves~"

After listening to the stories of prominent outside speakers, we also provided opportunities for exchange of opinions with the president and offices at each group company, which provided an opportunity to further promote understanding and D&I action.

Opening Message
(Mr. Katanozaka President & CEO of ANA HOLDINGS INC.)

Since the first D&I Forum was held in 2015, the President has sent a message every year.
Mr. Katanozaka told the audience that, "D&I is a very important theme for companies, and it has come to play a very crucial role. In order to value the diversity of employees and to create a workplace that maximizes each individual's strengths, I would like each person to think about D&I and take action while also considering what we have implemented so far and what remains to be done."

Message movies from the presidents of each group company, "What is D&I for you?"

A message movie on the subject "What is D&I for you?" was created by the presidents of ANA Group companies. Each president was given the opportunity to think about D&I and communicates it in his or her own words, leading to further acceleration of D&I initiatives throughout the ANA Group.

Promoting Women in the Workplace

The ANA Group has created ANA-WINDS (ANA-Women's Innovative Network for Diversity) to support networking among Women in management positions across companies and divisions. We also announced our support for Positive Action Promotion established by the Ministry of Health, Labor and Welfare, and set our own targets -- to increase the ratio of women in management to 15% by the end of March 2020 -- for enhancing the status of women across the Group.

Numerical targets for enhancing the status of women across the Group (through the end of FY 2020)

Target1 At least two female officers(excluding outside directors) Achieved Female officers as of April 2020: 6

Target2 Ratio of female managers:15% Achieved Ratio as of April 2020: 15.2%

Target3 Ratio of female managers in general office work / cabin attendant positions: 30% Ratio as of April 2020: 28.8%

Major Initiatives

Women's Empowerment Principles (WEPs)

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.

Click here for details of WEPs Opens in a new window. External sites may not meet accessibility guidelines.

ANA-WINDS

ANA-WINDS (ANA-Women's Innovative Network for Diversity) started in fiscal year 2014 as a forum for women in management positions across the ANA Group for learning and networking.

Click here for details of ANA-WINDS Opens Opens in a new window. External sites may not meet accessibility guidelines.

Various Seminars

Various seminars related to issues such as childcare and elderly care that many women are faced with are held by third party speakers and role models within the Group, and information is provided in various ways.

Click here for details of Various Seminars Opens in a new window. External sites may not meet accessibility guidelines.

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 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 2020, the combined employment rate of the 39 Group companies was 2.50% 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
The statutory employment numbers of people with disabilities 588 653 678 694 695 788 896 973 1028
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
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%
  • Data for June 1 of each year based on the Employment Status Report for Persons with Disabilities.
  • The above employment rate is calculated by adding results from the Group, so it differs from the figures reported by the government in the "Personnel data (ANA) Ratio of employees with disabilities" column.

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

Smart Challenge Job Transfer System within the ANA Group

The ANA Group has established the "Smart Challenge" system to enable employees with disabilities to take on new tasks beyond the framework of ANA Group companies, so that they can continue to work while making the most of their strengths. We provide support so that employees can continue working with peace of mind regarding career advancement, changes in the workplace environment, and long-term health.

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 Action Guidelines for the Employment of Persons with Disabilities through the "The 36K-Employee Kickoff" program and to foster a more diverse corporate culture.

ANA Group Job Fair for People with Disabilities

The ANA Group holds a joint interview for the employment of 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.

Programs and Initiatives to Support Employees

Programs

Work-Life Balance Support
Childcare
  • 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
Other Support
Work Style Reforms
  • Flextime
  • Remote work
  • Half-day PTOs
  • Reduction of work days
  • Reduction of work hours
Personal & Career Development Support
  • Transfer to career-track positions
  • Waku-waku time off
  • Time off for spouse's relocation
  • Re-hiring of alumni
    (for flight attendants)
  • Overseas on-the-job training
  • Open job postings across the ANA Group
  • ANA Group Smart Challenge
  • Global Challenge Study Abroad
  • Open seminars for employees
  • Subsidies for online education
LGBT
  • Recognition of same-sex partners

Initiatives

Work-Life Balance Support
Childcare
  • Distribution of ANA's handbook for Work-Life Balance Support
  • Interviews before and after maternity leave
  • Consulting services
  • Seminars for working mothers
  • Seminars for employees returning from maternity leave
  • Subsidies for babysitters and day care
  • eLearning educational courses during leave
  • Exchange through in-house “Currents” community
  • Distribution of ANA Ikuboss handbook & Ikumen handbook
  • Hello Baby Card
Elderly / Sick Care
  • Distribution of handbook for working while caring for a sick or elderly family member
  • Consulting services (in-house and external)
  • Elderly/sick care seminars and sessions
  • Referrals to elderly/sick care services
  • Subsidies for elderly/sick care costs
  • Subsidies for in-home elderly/sick care
  • Multilevel training for elderly/sick care
Other
Work Style Reforms
  • Participation in Ikuboss Alliance
  • Participation in Dad's (Papa's) Day Off
  • Distribution of ANA Ikuboss handbook & Ikumen handbook
  • Ikuboss seminars
  • ANA Kids' Day - take your child to work day
  • Collaborative events with other companies
    (such as Remote work Day)
  • No overtime days
  • Establishment of PTO goals
Career Development Programs
  • ANA Virtual Hollywood Program
LGBT
  • Consulting services
  • Educational programs for employees

Awards and Declarations

Awards and Declarations
Women in the Workplace 2018 Nadeshiko Brand by the Ministry of Economy, Trade and Industry
2020 CONSTITUENT MSCI Japan Empowering Women Index
D&I Ministry of Health, Labour and Welfare Next-generation support
certification Company Platinum Kurumin Certified
J-Win Diversity Award 2020 Advanced Achievement Award
Ministry of Health, Labour and Welfare
IKUMEN AWARD 2019
Balance Support Category Special Encouragement Award
Ministry of Economy, Trade and Industry New Diversity Management Selection 100
LGBT Highest Gold Status in work with Pride's (wwP) 2020 Pride Index
Declaration
Women in the Workplace Declared support by the Male Leaders' Group to Accelerate Women's Roles in the Workplace
Endorsed the Women's Empowerment Principles
Work Style Reforms Declaration by ANA Holdings CEO, Shinya Katanozaka, is featured in the Ministry of Health, Labor and Welfare's Ikuboss Declaration
pagetop