Team members in a call center smiling at each other

Supporting our team members

The airline business is labor intensive. At American Airlines, the more than 130,000 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.

Diversity, Equity and Inclusion

Embedding diversity, equity and inclusion (DEI) in all we do gives American’s culture a competitive advantage, and it underpins our quest to be the best airline for our customers. As part of this strategy, we are striving to cultivate a diverse workforce where all team members can feel included and perform at the highest levels. That is why we have integrated DEI into our talent recruitment and development efforts. We continue to advance American’s DEI commitment through increased leadership accountability and include DEI goals in our annual incentive compensation plan for company leaders.

Team member diversity

American is implementing a multiyear 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 2022 Sustainability Report.

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Data is as of Dec. 31, 2022. Percentages may not add up to 100% due to rounding. Ethnic diversity data are for U.S. workforce only since diversity tracking is prohibited by law in some other countries.

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 organization is working to dismantle pay disparities to create sustained fair pay. American was recertified in 2022, maintaining our commitment to apply valid methods for identifying pay equity issues and implement an ongoing remediation plan.

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A group of people participating in the American Airlines Cadet Academy program

Developing a pipeline to the flight deck

American will need to replace a large number of pilots over the next several years due largely to a wave of impending retirements, and doing so requires a long-term outlook and commitment. The American Airlines Cadet Academy is one of the initiatives that will help us achieve this goal. Cadet Academy strives to address the financial obstacles associated with traditional flight training by providing students with affordable financing opportunities and a predictable path to completion. This lowers barriers for those who want to enter the profession.

More on Cadet Academy (opens in new tab)

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 nearly 14,000 team members.

Fair pay Workplace
Cloudy skies on a sunny day

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

Sustainability at American Airlines

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