ATLANTA- Delta Air Lines (DL) has actively improved the representation of women, Black individuals, and Latin and Hispanic individuals in various positions throughout the company, as detailed in the Q2 2023 Close the Gap report.
Delta’s Close the Gap initiative monitors and addresses the disparities in diversity between hourly wage earners, also known as frontline talent, and leadership roles within the organization. This strategy systematically fosters equal opportunities for career advancement at all levels of Delta’s workforce.
Delta Hires More Black
Joanne Smith, EVP, and Chief People Officer, affirmed, “We are steadfast in our commitment to accountability and transparency as we strive to fulfill the pledges we made in 2020 to expedite the reduction of diversity representation disparities between our frontline workforce and leadership. We are making significant strides by implementing deliberate measures to expand both internal and external career pathways and by promoting greater diversity in terms of perspectives, generations, races, and genders within our hiring panels as we seek out top talent.”
The most recent ‘gaps,’ which pertain to women, Black talent, and Latin and Hispanic talent, refer to specific employee groups where the most significant disparities are observed when comparing the representation of these groups in leadership positions to their representation among frontline employees.
These groups are also the ones where these disparities are projected to increase the most in the future.
Keyra Lynn Johnson, VP and Chief Diversity, Equity, and Inclusion Officer, emphasizes, “This doesn’t mean we won’t address other aspects of diversity. As our talent pool evolves, the composition of our frontline staff changes as well, and we acknowledge that the individuals encompassed by these disparities will also evolve. We proactively assess the data to guide our progress, always striving for fair and equitable outcomes for all Delta employees.”
Minimal Changes
As of Q2 2023, the diversity statistics are as follows: 12.2% of hourly wage and frontline employees identify as Latin or Hispanic, 27.8% identify as Black, and 42.3% identify as women.
In the same quarter of 2023, 4.6% of senior leaders, officers, and directors identified as Latin or Hispanic, representing a decrease of 0.4 percentage points compared to Q2 2022.
Additionally, 8.8% of officers and directors identify as Black as of Q2 2023, which marks an increase of 0.1 percentage points since Q2 2022.
Furthermore, as of Q2 2023, 35.2% of officers and directors identify as women, demonstrating an increase of 0.5 percentage points compared to Q2 2022.
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