Delta Airlines has released it’s second annual Close the Gap report, which focuses on diversity.
Delta Air Lines recently provided an update on its diversity progress in its second annual Close the Gap Report. The report is a pivotal step for the airline in fulfilling its goal of increasing diversity in leadership.
Delta Air Lines
The report can track the gaps between the diversity of most customer-facing roles and leadership within the airline. Delta Air Lines (Delta) can keep track of the commitments it made in 2020, to close the gap between frontline staff and leadership in the three most underrepresented places.
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Over the past year, Delta Air Lines has made significant Close the Gap progress, working hard to make sure that its senior leadership team accurately reflects the diversity of the frontline employees.
Delta Air Lines shared:
- As of Q2 2022, about 27% of hourly-wage employees identify as Black, 22% as another underrepresented racial and ethnic group, and 42% as ladies.
- From frontline hourly workers to director-level roles, the airline has generally seen growth in representation from Q2 2021 to Q2 2022.
- The most acceleration is in the category of vice president and above for female talent, rising from 29% to 34%. The gain was largely fed by the managing director-level talent pipeline, which saw a decrease from 31% to 30%. Still, there stays a strong pipeline that will help achieve the Close the Gap Goals.
- For Black staff and other underrepresented racial and ethnic groups, the mid-year snapshot shows decreases at the senior levels: For Black talent, Delta saw a decrease at the managing director level from 7% to 6%, and at the vice president level, it shifted from 7% to 5%.
- For other underrepresented racial and ethnic groups, the managing director level saw a 2% decrease, from 18% to 16%. The vice president level had a smaller decrease, from 16% to 15%.
Keyra Lynn Johnson, Delta’s V.P. and Chief Diversity, Equity, and Inclusion Officer said:
“Our concentrated efforts are building a strong pipeline as we work toward our long-term goals. The deliberate steps we’ve taken, like introducing a skills-first hiring approach, reinforcing the importance of diverse hiring panels, and creating apprenticeship opportunities, are components that continue delivering results. We know that the path to a more equitable business is a journey, but years later, these results are showing us that we are moving in the right direction.”
This year’s Close the Gap report reveals the hiring progress that Delta Air Lines has made among females, Black, and other underrepresented racial and ethnic groups. It also shows that there is a lot of work still to be done to reach the goals that have been set, and Delta will continue to be transparent about the progress being made. Johnson said,
“As we’ve grown our diverse talent pipeline over the past year, we know our diversity, equity, and inclusion opportunities stay at the most senior levels of our company.
Providing internal and external career pathways to senior leadership roles is top of mind. We are strengthening our strategies, partnerships, and actions in this area to bridge these gaps.”
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