Harvard Case - OneTen at Delta Air Lines: Catalyzing Family-Sustaining Careers for Black Talent (A)
"OneTen at Delta Air Lines: Catalyzing Family-Sustaining Careers for Black Talent (A)" Harvard business case study is written by Linda A. Hill, Lydia Begag. It deals with the challenges in the field of Organizational Behavior. The case study is 42 page(s) long and it was first published on : Mar 21, 2023
At Fern Fort University, we recommend that Delta Air Lines continue to invest in and expand the OneTen program, leveraging its success to date and addressing key challenges to ensure its long-term impact. This includes refining the program's structure, fostering a more inclusive organizational culture, and building stronger partnerships with external organizations.
2. Background
This case study examines Delta Air Lines' OneTen initiative, a commitment to create 10,000 family-sustaining careers for Black talent by 2030. The program aims to address the persistent racial disparities in employment and career advancement, particularly in the aviation industry. OneTen focuses on providing training, mentorship, and job placement opportunities for Black talent, collaborating with various partners including corporations, non-profits, and educational institutions.
The main protagonists of the case are:
- Delta Air Lines: The company spearheading the OneTen initiative, demonstrating a commitment to social responsibility and diversity.
- Ed Bastian: Delta's CEO, a strong advocate for the program and its potential to create a more equitable workforce.
- OneTen Partners: Various organizations collaborating with Delta, including corporations, non-profits, and educational institutions, each contributing expertise and resources.
- Black Talent: The target beneficiaries of the program, seeking opportunities for career advancement and economic mobility.
3. Analysis of the Case Study
The case study presents a compelling narrative of Delta's OneTen initiative, highlighting its potential to address systemic racial disparities in the workplace. However, several key challenges require attention:
Organizational Culture: While Delta has made strides in promoting diversity, a deeper cultural shift is needed to ensure inclusivity and belonging for Black talent. This requires addressing unconscious bias, fostering open communication, and creating a psychologically safe environment where all employees feel valued and respected.
Leadership Development: The program's success hinges on effective leadership at all levels. Leaders need to be equipped with the skills and knowledge to champion diversity, inclusion, and equity, creating a supportive environment for Black talent to thrive.
Program Structure and Implementation: The program's structure and implementation require careful consideration. Optimizing the training curriculum, ensuring seamless job placement, and providing ongoing support are crucial for program effectiveness.
Collaboration and Partnerships: Building strong and mutually beneficial partnerships with external organizations is essential to expanding the program's reach and impact. This requires clear communication, shared goals, and a commitment to collaboration.
Metrics and Evaluation: The program's impact needs to be measured and evaluated regularly to identify areas for improvement and demonstrate its effectiveness. This requires establishing clear metrics and using data to inform decision-making.
Framework: The case study can be analyzed using the Diversity and Inclusion Framework, which emphasizes the importance of creating a workplace where all employees feel valued and respected, regardless of their race, ethnicity, gender, or other characteristics. This framework highlights the need for:
- Leadership Commitment: Strong leadership commitment is essential for driving change and creating a culture of inclusion.
- Diversity and Inclusion Policies: Clear policies and procedures are needed to ensure fair treatment and equal opportunities for all employees.
- Employee Engagement: Employees need to be actively engaged in diversity and inclusion initiatives, fostering a sense of belonging and shared responsibility.
- Training and Development: Ongoing training and development programs are essential to equip employees with the skills and knowledge to work effectively in a diverse environment.
4. Recommendations
Refine the Program Structure: Delta should invest in a comprehensive review of the OneTen program structure, focusing on optimizing the training curriculum, streamlining the job placement process, and providing ongoing support to participants. This includes:
- Tailored Training: Develop customized training programs that address the specific needs and skills gaps of Black talent in the aviation industry.
- Mentorship and Networking: Implement a robust mentorship program that connects participants with experienced professionals in the field, providing guidance and support.
- Career Advancement Opportunities: Create clear pathways for career advancement within Delta and its partner organizations, ensuring that participants have opportunities to progress in their careers.
Foster a More Inclusive Organizational Culture: Delta should prioritize creating a more inclusive organizational culture where Black talent feels welcomed, valued, and respected. This requires:
- Unconscious Bias Training: Implement mandatory unconscious bias training for all employees, raising awareness and promoting understanding of systemic racism and its impact on the workplace.
- Diversity and Inclusion Champions: Identify and empower diversity and inclusion champions within the organization, fostering a culture of accountability and support.
- Open Communication and Feedback Mechanisms: Create safe spaces for open communication and feedback, encouraging dialogue and addressing concerns related to diversity and inclusion.
Build Stronger Partnerships: Delta should strengthen its partnerships with external organizations, leveraging their expertise and resources to expand the reach and impact of the OneTen program. This includes:
- Strategic Partnerships: Develop strategic partnerships with organizations that share Delta's commitment to diversity and inclusion, focusing on collaboration and shared goals.
- Resource Sharing: Establish mechanisms for sharing resources and best practices with partner organizations, fostering a collaborative ecosystem for supporting Black talent.
- Joint Initiatives: Develop joint initiatives with partner organizations, leveraging each other's strengths to create a greater impact on the community.
Develop a Comprehensive Evaluation Framework: Delta should develop a comprehensive evaluation framework to measure the program's effectiveness and identify areas for improvement. This includes:
- Clear Metrics: Establish clear metrics for measuring the program's impact, including job placement rates, career advancement, and employee satisfaction.
- Data Collection and Analysis: Implement robust data collection and analysis systems to track the program's progress and identify areas for improvement.
- Regular Evaluation and Reporting: Conduct regular evaluations of the program and report findings to stakeholders, ensuring transparency and accountability.
5. Basis of Recommendations
These recommendations are based on a thorough analysis of the case study, considering the following:
- Core Competencies and Consistency with Mission: The recommendations align with Delta's core competencies in aviation and its mission to be a socially responsible company.
- External Customers and Internal Clients: The recommendations address the needs of both external customers, who benefit from a diverse and inclusive workforce, and internal clients, who are empowered to contribute to a more equitable workplace.
- Competitors: The recommendations consider industry best practices and the competitive landscape, ensuring that Delta remains a leader in diversity and inclusion.
- Attractiveness ' Quantitative Measures: The recommendations are expected to have a positive impact on Delta's bottom line, attracting and retaining top talent, and enhancing its brand reputation.
6. Conclusion
Delta's OneTen initiative is a commendable effort to address the persistent racial disparities in employment and career advancement. By investing in and expanding the program, Delta can create a more equitable and inclusive workplace, contributing to a more just and prosperous society. The recommendations outlined above provide a roadmap for Delta to build upon its success, ensuring that the OneTen program continues to make a meaningful difference in the lives of Black talent.
7. Discussion
Other alternatives not selected include:
- Focusing solely on internal efforts: While Delta's commitment to internal change is crucial, focusing solely on internal efforts may limit the program's reach and impact.
- Partnering with a limited number of organizations: While strategic partnerships are essential, partnering with a limited number of organizations may not be sufficient to address the scale of the challenge.
- Abandoning the program: This option is not recommended, as it would send a negative message about Delta's commitment to diversity and inclusion.
Risks and Key Assumptions:
- Resistance to change: Some employees may resist change, particularly those who are not accustomed to working in a diverse and inclusive environment.
- Lack of resources: Implementing the recommendations requires significant resources, including funding, staff, and time.
- Limited impact: The program may not have the desired impact if it is not implemented effectively or if there is insufficient commitment from stakeholders.
8. Next Steps
- Develop a detailed implementation plan: Outline the specific steps required to implement each recommendation, including timelines, responsibilities, and resources.
- Secure funding and resources: Identify the necessary funding and resources to support the program's expansion and implementation.
- Build a strong coalition of stakeholders: Engage key stakeholders, including senior leadership, employees, and partner organizations, to ensure buy-in and support.
- Monitor progress and evaluate outcomes: Track the program's progress and evaluate its effectiveness through regular data collection and analysis.
By taking these next steps, Delta can ensure that the OneTen program continues to make a positive impact on the lives of Black talent, creating a more equitable and inclusive workplace for all.
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Case Description
It was December 10, 2020, and Ed Bastian, the Chief Executive Officer (CEO) of Delta Air Lines (Delta), had just finished a meeting with Joanne Smith, Executive Vice President and Chief People Officer, and Keyra Lynn Johnson, the Chief Diversity and Inclusion Officer. The objective of this meeting was to review Delta's first public communication about Bastian's decision to join the OneTen coalition, where he and 36 other CEOs committed to recruiting, hiring, training, and advancing 1 million Black Americans over the next ten years into family-sustaining jobs. For months, Bastian had been in continual dialogue with his colleagues about how to respond to the disproportionate impact of the COVID-19 pandemic on Black and Brown people and an increase in racially motivated violence, including the murder of George Floyd. Bastian had committed Delta to being the Atlanta City Lead of OneTen. Although Delta had been bulldozed by the pandemic, he had signed onto OneTen with no hesitation. Smith and Johnson had raised many questions when first learning of OneTen, but they too had agreed that the initiative was consistent with Delta's own anti-discriminatory action plan. He agreed with his colleagues that Delta's approach to OneTen be strategic and sustainable. He recalled his response at the time: I [don't] know what this will turn into, but we have got to start somewhere.
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