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How Delta Is Using Innovative Programs to Drive Equity and Internal Mobility

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Summary

This article discusses how Delta is using innovative programs to promote equity and internal mobility. Delta has launched two programs - an "earn while you learn" apprenticeship program for frontline workers to transition into corporate support roles, and a Delta Analytics Academy for employees to learn data analytics to improve Delta's operations. Through these programs, Delta is focusing on job candidates' skills rather than educational pedigree, and has become a founding member of OneTen, a coalition of companies aiming to hire 1 million Black Americans by 2030. Delta is providing resources including on-the-job training, mentors, and executive coaches to help participants transition into new roles. Delta's commitment to internal mobility has resulted in 34% of its corporate and management roles now staffed with employees who used to work on the frontline.

Q&As

What programs has Delta launched to provide upskilling and internal mobility opportunities for frontline workers?
Delta has launched two programs: an “earn while you learn” apprenticeship program and the Delta Analytics Academy.

How is Delta's skills-first approach to hiring and managing talent helping to advance equity in the workforce?
By removing degree requirements and upskilling workers, Delta is closing the wealth and opportunity gap for underrepresented groups.

What resources are being provided to Delta employees to help them advance in their careers?
Delta is providing participants with coursework, mentors, on-the job training, and more.

What have been the key takeaways that Delta has learned from their upskilling and internal mobility programs?
Delta has learned that it is important to regularly gather feedback from participants and make changes along the way, to clearly communicate to employees what will be expected of them, and to think carefully about what types of roles within the organization would make a good fit for an apprenticeship.

What role have Delta's CEO and Chief Diversity, Equity, and Inclusion Officer played in supporting skills-first and internal mobility programs?
Delta's CEO Ed Bastian and Delta’s chief diversity, equity, and inclusion officer Keyra Lynn Johnson are vocal supporters of skills-first and internal mobility programs and have been advocates for the work.

AI Comments

👍 This article is a great example of how companies are focusing more on skills and less on educational pedigree when measuring potential success. Delta's commitment to upskilling and internal mobility is inspiring and helps create opportunities for underrepresented groups.

👎 Delta's new upskilling programs may not be comprehensive enough to address the wealth and opportunity gap for underrepresented groups. It is also unclear how successful the programs have been in retaining talent in the long run.

AI Discussion

Me: It's about how Delta is using innovative programs to drive equity and internal mobility. The article talks about two programs Delta launched in April of 2022 that provide accelerated opportunities for Delta’s frontline workers to transition into corporate support careers. They have also removed degree requirements and upskilling workers to close the wealth and opportunity gap for underrepresented groups.

Friend: Wow, that's really great. It sounds like Delta is doing a lot to ensure that everyone has an equal chance of achieving success.

Me: Yes, absolutely. It's also a smart move for Delta since it helps them keep their employees longer and to capitalize on the skills and experience workers gathered on the frontline as they move into new roles. It's a win-win situation for both employees and the company.

Action items

Research other companies that are using innovative programs to drive equity and internal mobility.
Develop a skills-first approach to hiring and managing talent.
Create an apprenticeship program that provides accelerated opportunities for frontline workers to transition into corporate roles.

Technical terms

Glass Ceiling: A metaphor used to describe the invisible barrier that prevents certain groups from advancing in their careers.
Upskilling: The process of teaching employees new skills to help them advance in their careers.
Internal Mobility: The ability of employees to move between different roles within the same organization.
Equity Strategies: Strategies designed to promote fairness and equality in the workplace.
Diversity, Equity, and Inclusion (DE&I): A set of practices and policies designed to create a workplace that is inclusive and equitable for all employees.
OneTen: A coalition of companies that have a common goal of hiring, training, and advancing 1 million Black Americans into family-sustaining jobs with opportunities for advancement by 2030.
Skills-First Approach: An approach to hiring and managing talent that focuses more on job candidates’ skills and less on educational pedigree when measuring potential success.
Cobranded Certificate: A certificate issued jointly by two organizations.
Real-Life Scenarios: Situations that are based on actual events.
Mentor: A person who provides guidance and advice to another person.
Executive Coaches: Professionals who advise people on making transitions in their careers.
Change Management: The process of managing and implementing changes in an organization.