We believe in treating all of our people fairly, which is reflected in the fact that our analysis showed we do not have an equal pay issue. Like the rest of our industry, they key driver behind our pay gap is the demographics of certain workgroups in our business, particularly pilots, engineers and cabin crew – and it means that our gender pay gap is higher than we’d like it to be. There are a number of steps we’re taking to improve our gender balance, that we expect to positively impact our pay gap. You can read more about that in our latest gender pay report.
Our people
At Virgin Atlantic, we don't just accept difference - we celebrate, support and thrive on it. We know difference is a strength, enabling us to be a force for good for our employees, customers and communities
We aim to be an employer of choice, and our purpose, the belief that drives us, is that everyone can take on the world. We're committed to bringing together a workforce that reflects the society we live in, creating an environment that supports diversity, equity and inclusion, and allowing all our people to bring their whole selves to work. That’s why in 2018, we set a clear ambition to have a 50:50 gender balance in leadership roles and 12% Black Asian and Minority Ethnic (BAME) representation across our business by 2022. There are a number of key steps we’re taking to improve our diversity, based on three key pillars outlined below.
Be Yourself
Our inclusion strategy and 'Be Yourself' pillars aim to create a sense of belonging for all of our people. Belonging is the ultimate sentiment people feel when conscious inclusion is at the heart of a company.
Create an inclusive culture
Develop and recruit a diverse workforce
Unite our customers, people, partners and communities
Belonging fosters a deeper connection and appreciation of the diverse and increasing differences within the world we serve, supporting our vision to be the most loved travel company.
When we have a deeper appreciation of differences and cultural nuances, we strengthen our connections with partners, our people and the communities we fly to. One of the best ways to do this is to ensure we have strong diversity in our teams, and in achieving this we all benefit from diversity of thought which broadens our perspectives and helps us to make better connections outside too.
Our networks
Supported by their own Executive Ally, our employee networks are employee led communities where our people can connect, celebrate and support each other. The networks work together to raise awareness of Diversity, Equity and Inclusion across the business and, through regular conversation, inform the actions we need to take as an organisation to create an environment where everyone feels they belong.
Our PRIDE network is dedicated to creating an inclusive environment for our LGBT+ people and their allies.
We work closely with our PRIDE network to champion LGBT+ rights, including the sponsoring of Manchester Pride as well as our annual sponsorship of the Attitude Awards to celebrate success in the LGBT+ community.
Our VALUED networks stands for Virgin Atlantic Loves Unity and Ethnic Diversity. Our VALUED network exists to create an environment that champions and supports those previously underrepresented, creating long-lasting cultural change, where perceptions will change, and a culture of togetherness and inclusivity will thrive.
We value diversity at Virgin Atlantic, and that includes disability too. Our Disability engagement network (DEN) is there to support our people who have visible and / or non-visible disabilities.
Our Scarlet network is committed to supporting the advancement of women throughout Virgin Atlantic, by providing regular networking and skills development sessions. While it aims to increase female representation across VAA, everyone is welcome to join.
Our pay reporting
Our ways of working
Becoming the most loved travel company comes with great responsibility. We must support all of our people to embrace a growth mindset. To think like a start-up and act like an owner of Virgin Atlantic and to live our values every day. Our ways of working are designed to reflect the balance of happiness, productivity, collaboration and team spirit that make us uniquely Virgin. We have built our approach on six core principles, recognising work as an activity, not a place. The focus is less on when and where people work, collaborate or learn, but on their performance and outcomes. This is built on a foundation of trust and celebrates the diversity of our people, embracing that we all have different work life considerations and varying times when our energy is highest.
Read more about Our People
Hidden disabilities: How can we help?
Lauren's story: being a pilot and becoming a parent in the pandemic
Our Commitments to inclusion
We are committed to delivering our inclusion strategy to ensure that everyone can thrive. As part of our commitment, we are working with external partners who provide us with advice and support in the following areas.
