JALSKY
Human Capital Management
JAL SKY’s Basic DEI Policy
In order to improve corporate value over the medium to long term and to enhance the sustainability of our business, we will transform from a company with highly homogeneous human resources to a highly diverse company with human resources with diverse knowledge and experience such as experience, sensitivity, values, and expertise. We will deepen diversity and create new values by groupwide transfers, the active recruitment of foreign employees in Japan, and by expanding the employment of people with disabilities, through the creation of an environment where everyone can work with satisfaction.
Promotion of women’s empowerment
Ratio of women in full-time positions
Ratio of women in managerial positions
Example career path for a female manager
Shoda
Haneda Office
Airport Operations
Director
CAREER PATH
- 1992 Passenger services, international flights, Narita Airport
- 2005 Passenger services, domestic flights, Haneda Airport
-
2010
Passenger services, domestic flights, Haneda Airport
Manager - 2012 Group Leader, Passenger services, international flights, Haneda Airport
- 2020 Assistant Director of domestic flights, Haneda Airport
- 2021 Airport Director, Yamaguchi Ube Airport
- 2023 Director of domestic flights, Haneda Airport
- Q1What do you do in your current job?
-
- Organizational management of employees
- DSC (handling duty stations)
*DSC: Managing customer guidance at the airport and overseeing arrival and departure processes to ensure the safe operation of aircraft
- Q2What experiences during your career have left an impression on you?
- Working as the director of Yamaguchi Ube Airport. The relationships I created with everyone at the airport, local residents, prefectural officials, and local businesses were valuable and meaningful experiences for me.
I will never forget how we all came together to support and bring life to Yamaguchi Ube Airport.
- Q3What are your goals for the future of your career?
- If given the opportunity, I will eagerly take on any challenge.
I hope to make those under me shine and focus on developing talent for the future.
Together with other employees, I also hope to make JAL SKY into an even greater company from my position close to management.
Diversity
Employing people with disabilities
At JAL SKY, we strive to create an environment where everyone can work sustainably, realizing emotional safety and security for all employees. We also strive to create a more diverse workplace where each employee’s individuality is respected, and a warm, supportive culture is fostered.
| FY2021 | FY2022 | FY2023 | |
|---|---|---|---|
| New employees | 13 | 2 | 24 |
| Ratio | 2.48% | 2.67% | 2.45% |
*As of June 1, 2024
*Number of new employees includes full-time, contract, and part-time employees
Employment of non-Japanese nationals
95 non-Japanese employees out of 3,339 total (as of December 2024)
D&I Award Best Workplace Certification
In 2024, JAL SKY was recognized with the highest honor, the Best Workplace award, in Japan’s largest awards program for companies promoting diversity and inclusion, hosted by JobRainbow Co., Ltd.
We will continue our efforts in promoting DEI by working to eliminate the gender gap and employ those with disabilities as we aim to be a place where diverse talent can thrive.
Workstyles
Support system for childcare and caregiving
We are working to create an environment where employees can work for many years with fulfillment, allowing employees to choose a workstyle that fits their stage of life.
- Maternity leave system
- After pregnancy has been confirmed, women may choose to take a leave of absence from work.
- Prenatal and Postnatal Leave
- Expecting mothers may take maternity leave from 10 weeks before birth to 10 weeks post-birth.
- Childcare leave system
- Employees can take leave up until the end of the month of their child’s third birthday.
- Parental leave after birth
- Employees can take up to four weeks off during the first eight weeks after the birth of a child.
This can be split into two separate periods.
- Nursing care leave
- Employees can take up to five days a year for vaccinations, health check-ups, school closures due to infectious diseases, and ceremonies for children who have completed up to the third grade of elementary school.
- Overtime exemptions/restrictions and
late night work exemptions - Employees who are pregnant, have children who have not yet begun elementary school, or are caring for a family member can be exempted from overtime and limited or exempted from late night work.
- Reduced working hours
- Employees can choose a four-hour or six-hour work day according to the age of children.
- Single-day shifts
- Employees with children in elementary school (up to fourth year) and employees taking care of family members can choose to take off one day in a four-day work pattern.
- Fixed shifts
- Employees with children in elementary school (up to sixth year) and employees taking care of family members can choose a fixed shift of early morning only or late night only.
- Workplace transfer system
- Employees who must move outside the normal commuting range of their workplace due to marriage or spousal work transfers can transfer their employment between Narita and Haneda.
- Caregiving leave
- Employees can take up to five days a year to care for a family member in need of care.
- Caregiving leave of absence
- Employees may take up to three leaves of absence,up to one year and six months in total, to care for a family member in need of care.
Platinum Kurumin Certification
In 2022, JAL SKY was recognized with Platinum Kurumin Certification, the highest level of Kurumin-certified companies, for its efforts to support employee work-life balance. Many employees utilize JAL SKY’s various support systems to balance work with childcare or caregiving responsibilities.
Eruboshi certification
In December 2023, the Ministry of Health, Labour and Welfare recognized JAL SKY with Eruboshi (2nd level) certification as a company with outstanding efforts in empowering women. We have introduced initiatives to enable a diverse workforce to thrive, including measures to support career development and a mentoring system.
Overtime efforts
We are working to reduce overtime through system utilization, efficient personnel allocation, and strict time management, aiming to provide better workstyles for our employees.
Internal recruitment system
Recruitment system for airports in and outside Japan
Employees can take on the challenge of working at a foreign airport or at another JAL Group company through internal recruitment. Our employees work at airports and in other departments around the world.
Career challenge system
An internal talent recruiting system to allow everyone to achieve what they want to do. Employees can apply of their own volition if they meet requirements for publicly advertised postings.
Results of JAL SKY internal recruitment
(airports outside Japan)
Dallas, New York, Honolulu, Paris, Helsinki, Melbourne, Doha, Hong Kong, Guangzhou, Shanghai (Pudong), Taipei, and Bangkok
(domestic airports)
Fukuoka (passenger services/station operations), Ishigaki, and Sapporo (New Chitose)
Results of the career challenge system
Japan Airlines Co., Ltd. Global Sales Department, Operations Group
Japan Airlines Co., Ltd. Solution Sales Promotion Department, Tourism Planning Group
Japan Airlines Co., Ltd. Business Creation Strategy Department, MaaS Group
Senior life support system
When employees reach compulsory retirement age, they may continue working at JAL SKY as Senior Specialists up until age 65 if they desire to do so.
Job return system
This system offers former JAL SKY employees the chance to work here again after resigning due to spousal work transfers, childcare, or caregiving.
