Commitment Statement
JSM & Associates / JSM Airport Services
Leadership Statement – Commitment to Diversity
JSM is committed to building and supporting a diverse community of individuals dedicated to providing the highest quality of service to the aviation support industry through work ethic, tenacity, honesty, and respect.
Our unique perspectives, talents, experiences, and contributions as JSM employees, vendor partners, subcontractors and senior leaders are the foundation and drivers of our excellence.
We acknowledge the strengths and weaknesses of our collective history and actively promote civil justice, challenge discrimination and address disparities and inequities.
We recognize the multiple dimensions of diversity that each member of our community offers, including, but not limited to, race, ethnicity, sex, gender identity, sexual orientation, socioeconomic circumstance, national origin, geographic background, immigration status, ability and disability, physical characteristics, veteran status, political ideology, religious belief, and age.
We provide a safe environment where all members of our community can engage in dialogue, question, learn and contribute to their fullest potential.
We respect the dignity of all members of our community and aspire to ensure that all feel valued and supported.
We provide education and training that emphasize respect for differences in culture, language, and life experience and that address the role that implicit and explicit bias can play in decision making.
We advance diversity and inclusion in recruitment, hiring, training, retention, and promotion.
We prioritize diversity and inclusion as we develop JSM policies, practices, and procedures.
We support community engagement and partner with our local, national, and global communities to advance the diversity pipeline.
We continuously monitor our diversity and inclusion efforts to ensure that the outcomes bring JSM closer to reflecting the diversity found in our customers, community, and nation.
We each belong to the JSM community.
Inclusion Advisory Board
The mission of the Advisory Board is to create a more inclusive, engaged and productive JSM by:
Driving D&I initiatives that lead to positive change in gender and race & ethnicity diversity and inclusion and geographic representation in our employee base.
Helping JSM Senior Leadership set standards and best practices that drive unbiased, robust decisions incorporating D&I principles in our employee life cycle as well as our partnering with other organizations.
Influencing and improving gender and racial & ethnic diversity and inclusion throughout our industry; collaborating and cooperating with customers and competitors alike.
Board Members
Internal External
John Majewski
Fany Perez
Mike Conner
DEI Program Overview
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Annual Audit Results
With our commitment to continuously improve and enhance JSM's stance on diversity and inclusion comes the requirement to take, track and report on relevant measurements along our DEI journey.
JSM will be transparent with all parties in its tracking and reporting of the companies' efforts on diversity throughout the life cycle of our employee base. Reporting will include measuring recruitment & hiring, training & development, compensation and benefits, and terminations, voluntary and involuntary. Comparisons, both historical and with industry; our industry and in general, will be offered when available.
Our initial reporting is targeted on the limited data sources available, currently focused on recruitment.
The charts below provide insight into our recruitment results in comparison to the overall US workforce.
Base data for ethnicity and gender were provided by candidates as part of the job application process
For 2022, JSM reports on the diversity within its recruitment efforts over a span over nearly four (4) full years – July 2017 – November 2022.
Summarized Findings:
While JSM’s recruitment efforts (applications and hirings) over the four-year period reflects a more ethnically diverse population than the overall work force in the U.S., some significant disparities exist in the relative percentages between ethnicity and gender when comparing applications to hirings.
