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We remain steadfast in our commitment to recruit, retain, and promote the best talent. Different perspectives fuel innovation, spark creativity, and cultivate an atmosphere of continuous learning and improvement. Alaska and Horizon foster environments that recognize, respect, and appreciate the different backgrounds and cultures of their employees.

Employee Business Resource Groups

Business Resource Groups are a core component of belonging at Alaska and Horizon. These 13 employee-led communities foster connections, support career development, advocate for mental health and wellness, and build meaningful bridges to the communities we serve. Members also bring forward insights that help shape key business decisions, from expanding Spanish-language content on AlaskaAir.com and co-creating the Fly for All app to advancing onboard sustainability.

ABEA: Airgroup Black Employees, Advocates & Allies

ACCESS: Accessibility-focused group providing Awareness to Conquer Challenges while Ensuring Safety and Support.

AGPA: Airgroup Pan Asians

AMG: AAG Military, Veterans & Allies

PRIDE CREW: Alaska's LGBTQ+ business resource group.

GREEN TEAM: Environmental stewardship and sustainability

LCRG: Latin Culture Resource Group

NEN: Native Employee Network

PIA: Pacific Islander Alliance

THRIVE: Promoting mental health and wellness

WING: Women's Interactive Networking Group

WIT: Women In Tech

YAP: Young Air Group Professionals'

Advocating for Accessibility

Meet the employees who make flying and working at Alaska and Horizon better for everyone.

Read More About Accessibility

Boundless pride

When hundreds of Alaska Airlines and Horizon Air employees efforts come together at marches and festivities across the country, the Pride itself is unquantifiable.

Read more about how employees celebrate Pride

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Equal Employment Opportunity Policy Statement
It is the policy of Alaska Airlines and Horizon Air to comply with all applicable federal, state and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms, conditions, and benefits of employment or potential employment.

We also prohibit discrimination and harassment against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories. We evaluate applicants without regard to race, color, religion, sex, age, national origin, disability, veteran status, genetic information and other legally protected characteristics. Learn more about the "Know Your Rights: Workplace Discrimination is Illegal” Poster | U.S. Equal Employment Opportunity Commission.

Federal, state, and local labor law posters are available here: Labor Poster Downloads.

We have established an EEO Compliance Program under Section 503 of the Rehabilitation Act of 1973 ("Section 503") and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 ("VEVRAA"). All applicants and employees are treated without regard to their race, color, religion, sex, national origin, disability or protected veteran status. In addition, we have established an audit and reporting system to allow for effective measurement of its equal employment opportunity activities.

To implement this policy, we will:

(1) Recruit, hire, train and promote qualified persons in all job titles, without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and any other legally protected categories;

(2) Ensure that employment decisions are based only on valid job requirements; and

(3) Ensure that all personnel actions and employment activities such as compensation, benefits, promotions, layoffs, return from layoff, Alaska Airlines and Horizon Air sponsored programs, and tuition assistance will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.

Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in (1) filing a complaint, (2) opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA, or (3) assisting or participating in any investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA.

Accessibility Accommodations
We are committed to working with and providing reasonable accommodations to individuals with disabilities. If you need a reasonable accommodation because of a disability for any part of the employment process, please contact peopleresourceline@alaskaair.com and let us know the nature of your request and your contact information.

Transparency in Coverage
The Transparency in Coverage Final Rules require certain group health plans to disclose on a public website information regarding in-network provider rates and historical out-of-network allowed amounts and billed charges for covered items and services in two separate machine-readable files (MRFs). The MRFs for the benefit package options under the Alaska Airlines, Inc. Welfare Benefit Plan can be found at https://premera.sapphiremrfhub.com . Note that these files are not intended to be user-friendly; this is raw data presented in a specific machine-readable format per the requirements outlined by the Department of Health and Human Services.

Notices to Applicants and Employees
We are an E-Verify employer, where required by law. Information about this can be found here: Home | E-Verify

If you’re applying for a position in San Francisco, review the healthcare benefit guidelines here: Health Care Accountability Ordinance | SF.gov

Individuals with Disabilities and Veterans AAP inspections may be requested here: Affirmative Action Plan Inspection Request (Page 1 of 2)

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