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As a leading international airline, American plays an important role in connecting the people and places of the world. We feel it is equally important for our own people to reflect the diversity of our global operations and the customers and communities we serve.
American Airlines received a 100 percent Corporate Equality Index (CEI) rating from the Human Rights Campaign (HRC) Foundation, marking its 11th consecutive year of achieving a perfect score. American is honored to be one of only nine companies to achieve a perfect score on the CEI since the inception of the index in 2002. Employers with a rating of 100 percent are further recognized as "Best Places to Work for LGBT Equality."
American's inclusive work environment begins with board- and executive-level commitments to continually enhance the diversity of our workforce. We were especially cognizant of maintaining strong diversity representation at all levels of the company during our organizational redesign.
Specific diversity and inclusion initiatives are managed within our Diversity Advisory Council, a body composed of representatives from 17 ERGs that draw upon diverse perspectives to help inform business decisions, policies and education initiatives at American. ERGs are employee-led, grassroots organizations that foster interaction and engagement on a number of social and cultural issues.
In 2012, American's Diversity Advisory Council was recognized as one of the Top 25 Diversity Councils in the nation for the fourth consecutive year. The Diversity Council Honors Award recognizes the outstanding contributions and achievements of employee Diversity Advisory Councils that actively promote diversity and inclusion within their companies.
A major focus of American's 2012 diversity and inclusion efforts was identification of the business value derived from diversity. We are pleased to have held our fourth annual Business of Diversity conference with the theme "Creating Our Future through Inclusion." The conference drew 125 attendees and explored strategies for leveraging diversity, both at the individual and company-wide level, to support business objectives and performance.
Diversity training was also expanded in 2012 with the rollout of Value Respect (Version 3) to most domestic employees (the balance of our domestic and international team is receiving Value Respect training in 2013). Value Respect offers interactive, collaborative training modules designed to illustrate the ways in which American's business success can be influenced by the many forms of diversity that exist among our people and customers.
|Gender composition within our global workforce (80,987 total employees)||2012|
|Employee age groups within our global workforce (80,987 total employees)||2012|
|Less than 30 years old||7 percent|
|From 30 to 50 years old||46 percent|
|More than 50 years old||47 percent|
|Ethnic composition of our domestic workforce* (74,583 total domestic employees)||2012|
|Ethnic minority||34 percent|
|American Indian/Alaskan Native||1 percent|
|All other (two or more races, Native Hawaiian/Pacific Islander)||1 percent|
*Ethnicity is tracked in the United States only because the collection of diversity information is often prohibited by law in other countries.