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.
In April 2015, the ANA Group CEO announced the Diversity & Inclusion Declaration. A dedicated organization was also established to promote women, people with disabilities, older employees and people of other nationalities, and we are working towards improving and enhancing work styles and workplace environment.
For ANA Group to become a truly diverse organization, we are committed to creating an environment where there is open dialogue across race, age, gender, affiliation, role and value systems, where being mutually supportive can strengthen the entire Group.
Each Group company develops its own HR strategies that reflect the characteristics of its operations and areas of specialization to boost its employees' capabilities. In addition, the Group companies strategically link their hiring, assignment, education, training, and compensation to maximize personnel development. In 2007, ANA JINZAI (Human Assets) University was established to provide educational opportunities based on ANA's Way across the Group.
In addition to group training for different levels in the organization, the ANA Group offers ANA Group Business School for nurturing future leaders. The Business School focuses not only on the development of business skills, but also helps participants develop their strengths and sensibilities through liberal arts education and offsite fieldwork so they can expand their views and enhance their capabilities as next-generation leaders.
Focus is also placed on managing talent across the group through a Group Advanced Career System that enables employees to expand their field to the entire Group so that highly specialized personnel can contribute to developing a solid group structure through mutual encouragement and working together towards a common goal.
There are a variety of other Group-wide activities and systems such as open seminars that employees can freely select based on their interests and roles, correspondence courses, inter-company transfers of employees, and internal job postings.
The ANA Group is standardizing the qualifications of all levels of management internationally through the Global Job Band system. By developing a standard HR Platform, we are promoting cross-border job mobility, assigning the best talent for each job, and offer international training and assignments to support the rapid global expansion of our business. We have also expanded joint training programs for employees hired in Japan and abroad, increased liberal arts education necessary for global competency, and education of human rights issues. In order to respond to our customers' diverse requirements, we have increased recruitment of non-Japanese flight attendants and established a Global Promotion Division within the In-flight Center to strengthen our response capabilities.
Global competency is a key element of career development in ANA's HR development strategy. We are boosting efforts to build a talent base that can support ANA's ongoing globalization through a system for all general managerial employees to develop their global competency by experiencing working abroad within the first ten years of their careers. Our partnership with the online language training company, EF Education First Ltd. furthers our goals for achieving language skills for everyone across the Group.
The ANA Group has created ANA-WINDS (ANA-Women's Innovative Network for Diversity) to support networking among management-level women 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.
◇ Work-Life Balance Support
|Childcare||Elderly / Sick Care|
|Reduction of work hours during pregnancy||Elderly/sick care leave|
|Time off for doctor's appointments during pregnancy||Reduction of work hours|
|Time off for childcare and sick care||Reduction of work days|
|Time off for birth and childcare for moms and dads||Elderly/sick care days|
|Reduction of work hours||Overtime exemptions / limits|
|Reduction of work days||Exemptions from late-night shifts|
|Overtime exemptions / limits|
|Work Style Reforms|
|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|
|Recognition of same-sex partners|
◇ Work-Life Balance Support
|Childcare||Elderly / Sick Care|
|Distribution of ANA's guidebook for returning to work||Distribution of handbook for working while caring for a sick or elderly family member|
|Interviews before and after maternity leave||Consulting services (in-house and external)|
|Consulting services||Elderly/sick care seminars and sessions|
|Seminars for working mothers||Referrals to elderly/sick care services|
|Seminars for employees returning from maternity leave||Subsidies for elderly/sick care costs|
|Subsidies for babysitters and day care||Subsidies for in-home elderly/sick care|
|eLearning educational courses during leave||Multilevel training for elderly/sick care|
|Exchange through in-house Google+ community|
|Distribution of ANA Ikuboss & Ikumen handbooks|
|Hello Baby Card|
|Work Style Reforms|
|Participation in Ikuboss Alliance|
|Participation in Dad's (Papa's) Day Off|
|Distribution of ANA Ikuboss & Ikumen Handbook|
|ANA Kids' Day - take your child to work day|
|Collaborative events with other companies (such as Telecommuting Day)|
|No overtime days|
|Establishment of PTO goals|
|Career Development Programs|
|ANA Virtual Hollywood Program|
|Educational programs for employees|
|Women in the Workplace||2016 Nadeshiko Brand by the Ministry of Economy, Trade and Industry|
|D&I||2015 New Diversity Management 100 Companies by the Ministry of Economy, Trade and Industry|
|LGBT||Highest Gold Status in work with Pride's (wwP) 2016 Pride Index|
|Work Style Reforms||Award of Excellence in Japan Telework Association's 16th Teleworking Promotion Awards
2016 TW100 Telework Pioneers by the Ministry of Internal Affairs and Communications
|Women in the Workplace||Declared support for 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|
In 2012, the ANA Group embarked on a Group-wide initiative to increase the number of disabled employees by establishing a Disabled Hiring Promotion Office. We drew on the expertise of each member company to launch a website with employment opportunities for people with disabilities and to hold Group-wide interviews to increase our competitive position in hiring and systematically increase employment.
Together with these Group-Wide Initiatives, each member company proactively engaged in hiring, resulting in all 37 group companies having achieved the 2.0% disabled employee quota mandated by the government.
◇ Change in Employees with Disabilities in the ANA Group
◇ Change in number of companies attaining the mandated disabled employee quota (all 37 group companies)
There are currently more than 550 ANA Group employees with disabilities who are working diligently in a variety of roles such as ensuring safe operation of aircraft, providing services to customers, and supporting staff at their work sites. Each one of these employees is an indispensable asset of the Group.
Although HR managers of the ANA Group have taken the initiative to promote understanding and awareness of hiring people with disabilities, the understanding has not been sufficient, especially as some departments do not have disabled employees. So the ANA Group created the 36K-Employee Kickoff, a code of conduct for the employment of people with disabilities in the ANA Group. The code was developed after holding several meetings and overnight sessions at the ANA Training & Education Center. More than fifty employees, including HR managers from Group companies and people with disabilities, took part in the meetings and sessions.
Now that all Group companies have met the legally mandated employment quota, the 36K-Employee Kickoff will be a basis to promote awareness and understanding related to hiring people with disabilities among all employees. The ANA Group is committed to becoming a strong organization where all employees, regardless of their challenges, can play an active role.
All of us ANA Group companies hire people with disabilities not because it is mandated by law, but because it is the natural responsibility of a socially-conscious public enterprise and because they 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 points, 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.
There are various changes that employees with disabilities may experience in the course of their careers. Some may seek new challenges to advance their careers, while others may find it difficult to continue working in their current capacity due to changes in the work environment or their situation.
On June 1, 2015, the ANA Group implemented the Smart Challenge system to help employees with disabilities continue drawing on their strengths by seeking challenges beyond the confines of their Group company.
◇ Group Meetings
◇ ANA Group Job Fair for People with Disabilities