Our Community Council, which is composed of executives from different industries, also helps us deepen and expand our commitment to diverse and global markets. Council members have advised American on ways to improve the travel experience for all our customers and provided candid insight on our talent development, supplier diversity and other efforts. Driving accountability and recruiting diverse talent In 2022, we deepened our DEI commitment by introducing a DEI metric into our short-term incentive plan, weighted at 10%. We designed this new metric to drive accountability in the specific aspects of our DEI program that we believe are critical to our company’s financial and operational success. They include the following: • Increasing diverse representation among leaders • Retaining diverse leaders • Encouraging engagement by all leaders to increase awareness of the value diversity can bring to our business • Providing team members with training to help them recognize and address bias effectively in their day-to-day work at American We are also expanding our recruitment efforts to attract the best diverse talent to our organization. For example, we joined the HBCU Partnership Challenge to promote greater engage - ment and support between private companies and historically Black colleges and universities. American also regularly participates in recruiting events organized by and for diverse populations to ensure that we are their employer of choice. 2021 Recruitment Partners: Receiving recognition for inclusion Our DEI efforts have received high scores from leading benchmarks such as the Disability Equality Index, Seramount Inclusion Index and Human Rights Campaign (HRC) Corporate Equality Index (CEI). The latter rates companies on their policies and practices with regard to lesbian, gay, bisexual, transgender and queer (LGBTQ) employees. In receiving the CEI’s highest-possible rating, American was also designated as an HRC 2022 Best Place to Work for LGBTQ+ Equality. American shares are also held by the NAACP Minority Empowerment ETF, an exchange-traded fund that tracks the Morningstar Minority Empowerment Index. According to Morningstar, this index is “designed to provide exposure to U.S. companies that have embedded strong racial and ethnic diversification policies into their corporate culture and that ensure equal opportunities to employees irrespective of their race or nationality.” To that end, American started using HiredScore in 2021. This hiring technology platform uses artificial intelligence-driven solutions to ensure accountability and mitigate potential hiring bias. Diversifying the flight deck American was the first U.S. commercial carrier to hire both a Black pilot (in 1964) and a female pilot (in 1973). However, our company and the aviation industry in general still need to do better in the pilot’s seat to mirror the DEI progress we’ve made elsewhere. We did make substantial progress during the past year in hiring pilots that self-reported as people of color, Black and women. See the chart on the next page for a breakdown of overall pilot diversity at American as well as the gains we made in 2021. Our DEI commitment extends to our supply chain. In 2021, we spent $291 million with approximately 215 certified diverse suppliers (Tiers 1 and 2) and $318 million with 1,500+ small business suppliers. AMERICAN AIRLINES ESG REPORT 2021 39 \\ Indexes & Data \\ Customers \\ Climate Change \\ Safety \\ ESG Strategy CEO Message SUPPORTING OUR TEAM MEMBERS \\ Team Members