In February 2021, we announced our 2025 diversity, equity and inclusion (DEI) goals and commitment to a more inclusive workforce (read the February 2022 update here).
We’re just shy of the halfway point, and while we’re making progress, it’s a bit slower than we’d like it to be. Let’s recap where we are today and what we’re doing to accelerate progress.
Representation
As you’ll see above, our frontline workgroup has seen an increase of 3.7% in racial diversity over 10 months. Leadership representation has increased by 0.5%, putting us at risk of not meeting our goal of 30% racial diversity at all levels by the end of 2025. Our focus areas to get on track include process improvement, education, leader engagement, reassessing the promotion process and diverse bench building.
To continue building a diverse talent pipeline and promoting great talent, we are:
- Expanding our sourcing partnerships and how/where we promote our jobs.
- Building and investing in development programs, including Leader Academy (an initiative to support our 2023 strategic priority to ‘Invest in our people and culture’), education assistance and mentorship opportunities like WeFly.
- Creating a BRG Development Program to grow our BRG leaders.
- Improving succession planning and assessing our internal promotions process.
Progress so far:
- Horizon increased its leadership representation and the newly implemented pilot mentoring program boasts 45% diversity!
- Of our new hires in 2022, 56% identify as Black, Indigenous or People of Color (BIPOC), and 61% identify as women.
- Implemented changes to hiring events and flight attendant job descriptions to remove bias, supporting increases in the diversity of our flight attendant classes.
- Diversified our intern program pool of applicants, with 54% of college interns and 41% of high school interns identifying as BIPOC.
- Launched a Supplier…
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