Source: Delta Air Lines
- In the midst of a global reckoning over racial inequity and injustice that began in 2020, we began an honest, open conversation about where we are as a company and where we need to be to fulfill our commitment to be an anti-racist, anti-discrimination organization.
Our commitment to Diversity, Equity & Inclusion is in pursuit of our goal to connect and reflect the world—bringing people together and representing the communities that Delta serves. It is why we have committed to building a better future, rooted in DEI. This goes beyond doing the right thing. It is imperative to our success.
In the midst of a global reckoning over racial inequity and injustice that began in 2020, we began an honest, open conversation about where we are as a company and where we need to be to fulfill our commitment to be an anti-racist, anti-discrimination organization.
When our high-level diversity metrics at the end of 2020 were disaggregated, a significant gap between the diversity reflected in our frontline talent and the diversity of their leaders emerged. Our goal is to change that with our Close the Gap Strategy. Our focus is on the three areas where the gaps are the largest: women, Black talent and other ethnic minority* groups as a whole. We intend to direct our efforts in other diversity areas as well, though we have found that these three are the most underrepresented and contain the largest gaps between frontline employees and our leadership.
The data in the following slides compares self-reported metrics from Q1 as of March 31, 2021, and Q2 June 30, 2021. It is inclusive of: all Delta Employees based in the United States, U.S. Virgin Islands, and Puerto Rico; Expats; and Employees on Voluntary Unpaid Leave.
