People

Inclusion and Diversity

Diverse representation

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.

Inclusive workplace

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.

Wellbeing

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.

Gender equality

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.

We are committed to upholding local and international laws on antidiscrimination and expect both colleagues and customers to behave in accordance with these requirements.

Gender Pay Gap Reports

Discover more