Delta is committed to providing safe and clean transport for customers and a safe workplace for employees.
At Delta, we realize the opportunity to leverage our brand’s trust to drive good vendor practices, touching every aspect of our business.
Delta’s mission to connect the world includes our commitment to being a strong partner to the communities where our employees live, work and serve
Delta has remained steadfast in our commitment to address climate change
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Our people are our strongest competitive advantage, and the high-quality service they provide sets us apart.
Delta has implemented a robust governance framework over ESG matters at the board and management levels.
Travel Can Change the World. For Good.
PEOPLE
04
Diversity, Equity and Inclusion
Delta is committed to actively seeking diversity, boldly pursuing equity, consciously promoting inclusion and fostering a sense of belonging among employees.
In 2021, we strengthened our commitment to being an anti-racist, anti-discrimination organization and have transparently shared our results through equity action plans. As part of our commitment to transparency, and based on feedback from internal and external stakeholders, we have begun publishing on our website our latest EEO-1 Report as submitted to the U.S. Equal Employment Opportunity Commission.
Workforce Diversity*
Gender
Age
Race
Delta’s ‘Close the Gap’ Strategy
As part of our Close the Gap strategy, Delta is focused on measuring tangible progress that drives meaningful results—not just percentages. Delta’s Close the Gap strategy translates our human capital commitments and goals into action for diversity, equity and inclusion.
Our focus is on the three areas where the gaps between frontline/scale representation and leadership are the largest: women, Black talent and other underrepresented racial and ethnic groups. 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.
2021 Close the Gap**
*Reflects diversity characteristics of our active, domestic employees, expats, employees in U.S. territories and employees on Voluntary Unpaid Leave of Absence as of December 31, 2021.
**As of 12/31/2021 based on self-identification.
Delta’s Commitment to Racial Equity
Reimagine Our Talent Strategy
Increase the number of qualified candidates who are part of underrepresented racial and ethnic groups
The percentage of diverse hires should mirror the diversity of the qualified candidate pool
33%
Black external candidates now represent 33% of our new hires for General Manager, Director and Managing Director roles, up from 20% in 2020
94%
non-executive positions filled by external hires in 2021 did not require a college degree
Engaged historically Black colleges and universities (HBCUs) in our recruitment efforts through the development of partnerships with organizations like United Negro College Fund
Rebuild Delta to Reflect the World We Serve
Closing diversity gaps in senior leadership positions by increasing the representation of women, Black and other underrepresented racial and ethnic groups in those roles, including doubling the number of Black officers and director-level employees by 2025 as compared to 2020
Although Black officer representation remains below 2020 levels, the percentage of officers from underrepresented racial and ethnic groups has increased over 2020
Boldly Pursue Equity
Ongoing internal and public engagement in issues that promote justice, equality and equity
Converted part-time reserve employees, 70% of whom belong to underrepresented racial and ethnic groups, to full-time employees by sunsetting the Ready Reserve Program to provide more equitable access to health care benefits
Introduced a new health care plan option designed to increase predictability and lower unplanned, out-of-pocket expenses—promoting health equity
Create More Equitable Opportunities
Introduction of new equity-focused component of community engagement activities
Allocate annual charitable contributions and giving toward equity-focused organizations/initiatives
We have forged and expanded partnerships with equity-focused partners including:
- OneTen
- Operation Hope’s One Million Black Business and Entrepreneur Initiative
- 100 Black Men of America
- Flikshop
- Goalsetter
- Next Gen Men & Women
- The National Center for Civil and Human Rights
- NAACP
- UNCF
- Emerging 100
- Atlanta Global Research & Education
- Collaborative (AGREC)
Step Up Inclusion Training
At least one of four enhanced inclusion training courses completed by all employees by 2022
Launched our enhanced inclusion training experience, which explores conscious and unconscious bias, learning how these biases impact behaviors and understanding the way our actions impact others:
62,000+
employees completed at least one of four DEI trainings
Nearly 30%
of our officers participated in a two-day Racial Equity Leadership Workshop led by the Groundwater Institute in 2021 with the remaining officers slated to participate by the end of 2022
We build accountability through transparency in an effort to ensure our actions don't simply reflect activity, but real progress.
Keyra Lynn Johnson
Delta Vice President and Chief Diversity, Equity and Inclusion Officer
Advocating for Equality
Participated in the International Air Transport Association’s (IATA) 25by2025initiative as the global airline alliance advocates for greater gender diversity in the industry.
This voluntary initiative launched in 2019 to increase the number of women in senior positions and underrepresented areas by 25% or up to a minimum of 25% by 2025.
Promoting Equity
Delta’s employee resource group, EQUAL, consistently works to promote equity for the LGBTQ+ population.
In 2021, the group helped introduce the display of preferred pronouns on internal employee profiles and amplified the LGBTQ+ Institute Southern survey among Delta employees to increase the amount of research gathered on LGBTQ+ Southerners and to highlight issues and determine state and local needs for the LGBTQ+ community.