Representation: By 2025, the racial diversity of our leadership will reflect the diversity of our frontline employees. Today we have 30%+ racial diversity within our frontline and manager levels compared to 16% racial diversity within our leadership levels. Our greatest opportunity is to increase the diversity of our leadership levels to reflect the diversity of our broader employee population.

We will increase racial diversity at all levels to at least 30% by:

• Updating our recruiting strategies to diversify our talent pool.
• Supporting the education pipeline that enables career pathways for diverse talent within aviation.
• Creating leadership development and sponsorship programs that help us attract and retain more diverse talent.

Culture: By 2025, we will increase our company’s “Inclusion Index Score” in our employee engagement survey by 10 points, reflecting our commitment to cultivate a truly inclusive culture where everyone feels like they belong. Our work will involve our Business Resource Groups, who play a critical role in helping our leaders to better support our people. Through DEI training, we will create awareness, educate and reinforce policies that support equity and inclusion.

Public Leadership: By 2025, we will help create career pathways for at least 175,000 young people. We will do this by continuing to support programs like the United Negro College Fund (UNCF), which empower and enable opportunity through a lens of racial equity. We will use our voice and platforms humbly, knowing that we continue to learn and grow in partnership with community-based organizations dedicated to education and racial equity.