Supporting our team members

The airline business is labor intensive. At American Airlines, the 127,000 team members who support our customers and business are the single most important reason for our company’s success. We devote significant resources to recruiting and retaining our team members by providing competitive pay and benefits, top-tier training programs and a supportive work environment. Across all these areas, American has made diversity, equity and inclusion (DEI) a priority. We have accomplished much and continue to invest in initiatives that build upon our progress.

Representation goals

As the global leader in commercial aviation, we strive to lead the industry by hiring, engaging and retaining the best and brightest people. One of the ways we can accomplish this is by reaching the broadest pool of talent available. We recently set goals to address our largest gaps in leadership representation, and we found that our biggest opportunity for driving change required a focus on our Black team members.

Following this initial focus, we will apply what we have learned to broaden our approach to other populations. American has also started using HiredScore, a hiring technology platform that uses artificial intelligence-driven solutions to ensure accountability and mitigate potential hiring bias.

Team member diversity

American is implementing a multi-year strategy focused on embedding DEI throughout our organization. We have been intentional, innovative and timely in our efforts, making measurable progress quarter by quarter to building a diverse workforce and an inclusive workplace.

For more detailed data on the composition of our team, see our 2021 ESG Report.

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Data is as of Dec. 31, 2021. Ethnic diversity data are for U.S. workforce only since diversity tracking is prohibited by law in some other countries.

A few of our 2021 accomplishments

~80% increase in black representation at the director and above levels 20% increase in Black representation among senior managers 90% of Black leaders retained at the the director and above levels 75% of Black management and support staff retained

Our commitment to pay equity

American has long championed pay equity, and we were proud to sign the White House Equal Pay Pledge in 2016. Since then, we have continued to refine our efforts to identify and close pay gaps based on gender, race and ethnicity. In 2021, American also became the first airline — and one of only a handful of large U.S. companies — to receive Fair Pay Workplace’s inaugural pay equity certification. This Seattle-based nonprofit is working to dismantle pay disparities to create sustained fair pay. Our certification means that American has committed to apply valid methods for identifying any pay equity issues and for implementing a remediation plan. American will need to be reviewed and recertified each year.

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DEI training

American has invested in DEI education, starting with the launch of mandatory implicit bias training in 2018. Among our other programs, we recently introduced a web-based Inclusion Education Series designed to help each team member become an upstander.

~90,000

Team members completed our diversity training in 2021

Employee business resource groups

American’s team members represent a range of diverse communities with different beliefs, genders, ethnicities and life experiences. That’s why we offer 20 Employee Business Resource Groups — or EBRGs —that currently provide support for more than 28,000 team members.

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ESG Resource Center

Visit our ESG Resource Center for links to numerous American Airlines documents, policies, webpages and other sources of information about our company’s approach on various ESG topics.

Environment, Social and Governance at American Airlines

Our annual ESG report details American’s approach to managing our priority ESG issues, along with highlights of our progress and performance during the year.
American Airlines