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. Diversity, Equity and Inclusion American is implementing a multiyear strategy focused on embedding DEI throughout our organization. As the global leader in commercial aviation, we strive to lead the industry in DEI by: • Hiring, engaging and retaining the best and brightest talent for growth • Delivering excellence in our operations to serve and expand our global markets • Ensuring our teams reflect the diversity of our global customer base • Driving innovation to build competitive advantages 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. We have invested in education, starting with the launch of mandatory implicit bias training in 2018. In 2021, approxi - mately 90,000 team members completed diversity training. Additionally, in September 2021, we introduced a web-based Inclusion Education Series. It Is designed to help each team member become an upstander, with the first course focusing on how team members can recognize when something is wrong, act to make it right and better understand microag- gressions. Retaining the best and brightest talent for growth In 2021, American set representation goals to address our largest gaps in leadership representation. We found that our biggest opportunity for driving change required an initial focus on our Black team members. We met or exceeded our goals and accomplished the following: • Increased Black representation at the director and above levels by approximately 80%, exceeding our goal of a 50% increase set at the beginning of 2021 • Retained at least 90% of Black leaders at the director and above levels and at least 75% of Black management and support staff • Increased Black representation among senior managers by 20% Following our initial focus on increasing Black representation, we will apply what we have learned to broaden our approach to other populations. AMERICAN AIRLINES ESG REPORT 2021 37 \\ Indexes & Data \\ Customers \\ Climate Change \\ Safety \\ ESG Strategy CEO Message SUPPORTING OUR TEAM MEMBERS \\ Team Members