We care about our people and value their contributions to our business. Creating a diverse and inclusive workplace contributes to a sense of wellbeing and belonging, enabling people to thrive. This philosophy is embraced by our leaders, championed by our employee network groups and supported by our relationships with external partners, including Stonewall and the National Forum for Health and WellBeing at Work.
We celebrate different perspectives, backgrounds and experiences and recognise that diversity is a powerful force for change. We want our workforce to be more reflective of the world we live in and the global communities we serve.
Inclusion and Diversity
We believe that our leaders should represent the diverse populations in the UK and are committed to addressing the underrepresentation of women and minority ethnic groups across the company, particularly in management roles.
Championing equitable pay and race equality, we support colleagues from different backgrounds to progress in their careers and acknowledge the challenges we face as a global community. Our apprenticeship and work experience programmes are designed to encourage a diverse mix of new recruits that reflect our evolving population. We’re also a member of Business in the Community (BITC) and a signatory of the Race at Work charter, which aims to ensure that ethnic minority employees are represented at all levels.
Caring for the wellbeing of our people means offering support for their mental, physical and emotional health, helping our colleagues to feel their best at work and at home. Our dedicated wellbeing team works closely with health services to provide support for everyone in our business who needs it through a range of services, including a mindfulness app and a 24-hour helpline where colleagues can speak to trained counsellors and advisors. Establishing a network of 150 well-being and inclusion champions and sponsors throughout the business ensures that support is provided where it’s needed most. We've also launched the Peppy app for our colleagues going through the menopause, to connect them to menopause nurses for free.
To improve gender representation at senior management levels with a target to achieve 40% representation of woman by 2025 and equal representation by 2030. We currently have 39% of women at this senior level and we have made progress but we need to accelerate change to achieve our 2030 goal. Our focus is on recruitment and diversifying our talent pipelines for senior roles and working hard to increase gender diversity in areas where it is more challenging to attract women, for example, in Flight Operations and Engineering. We also use technology to audit job adverts for inclusive language and use diversity data in a more targeted way to drive awareness. We recognise there are barriers to entry and progression into senior roles and are working to increase flexibility and enhance our policies to support parents. For example, we updated our family leave policy in 2022.
Gender Pay Gap Reports
Due to the impact of the Coronavirus pandemic, the Government decided to not obligate companies to publish a Gender Pay Gap Report covering the financial year 2019-2020.
BA Better World
Find out how we’re putting sustainability at the heart of our business – reducing our emissions and waste, contributing to the communities we serve and creating a great place to work for our people.
As industry leaders in tackling climate change, we’re driving urgent action towards net zero emissions and respectful use of resources with a clear roadmap of initiatives and goals.
Learn more about the actions we’re taking as a global business to engage, support and grow with local communities across the UK and around the world. We’re proud of the leadership and innovation of our colleagues.