Delta has increased representation of women, Black talent and Latin and Hispanic talent in roles across the company, as outlined in the Q2 2023 Close the Gap update. Delta’s Close the Gap strategy tracks the gap between the diversity of hourly wage earners, or frontline talent, and leadership within the company, a prescriptive approach to increase equitable access to career growth at every level of Delta’s workforce.  

“We continue to hold ourselves accountable and to be transparent as we work toward the commitments we made in 2020 to accelerate the closure of diversity representation gaps between our frontline employees and leadership,” said Joanne Smith, EVP and Chief People Officer. “We’re making this progress with intentional efforts to widen internal and external career pathways and reflect greater diversity of thought, generation, race and gender on our hiring panels as we seek top talent.” 

The most current “gaps” –women, Black talent and Latin and Hispanic talent – are defined as the groups of employees where the largest gaps exist when comparing leadership in those groups to representation on the frontline, or the groups where those gaps are tracking to grow the most.  

“This doesn’t mean we won’t focus on other areas of diversity,” notes Keyra Lynn Johnson, VP – Chief Diversity, Equity and Inclusion Officer. “As our talent pipeline evolves, so does the makeup of our frontline so we know that the people who are reflected in these gaps will also change. We actively evaluate the data to navigate our progress, always in pursuit of equitable outcomes for all Delta people.” 

Looking at the gaps as of Q2 2023, 12.2% of hourly wage/frontline employees identify as Latin or Hispanic, 27.8% identify as Black and, 42.3% identify as women. 

As of Q2 2023, 4.6% of senior-most leaders, officers and directors, identify as Latin or Hispanic – a decrease of 0.4 points since Q2 2022.   

As of Q2 2023, 8.8% of officers and directors identify as Black – an increase of 0.1 points since Q2 2022.  

As of Q2 2023, 35.2% of officers and directors identify as women -- an increase of 0.5 points since Q2 2022.  

BY THE NUMBERS 

The graph below outlines the talent representation changes from Q2 2022 to Q2 2023 across all grade groups: