JetBlue: Valuing Differences Makes Us Stronger
Supporting Veterans
Hiring veterans is not only the right thing to, it’s also good for our business- veterans offer specialized skills and unique experiences.
In 2014, we hosted our third Veterans Career Expo to attract former service members to JetBlue. This year’s event was attended by hundreds of prospective crewmembers, many of whom went on to interview for full-time positions. We also proudly support the 100,000 Jobs Mission, an organization that helps veterans transition out of military service into other careers. In 2014, we hired 240 veterans, bringing our total veteran headcount of self-disclosed veterans to more than 1,100 at the end of 2014.
Knowing the transition to a civilian job can be hard, we support new veteran crewmembers through VetConnect, a program that pairs newly hired veterans with more experienced veteran crewmembers to help them succeed at JetBlue.
To honor our nation’s veterans, in November 2014 we revealed our Vets in Blue-a plane dedicated to service people. On Veterans Day, we christened the plane with a charter flight from JFK to Ronald Reagan Washington National Airport in Washington, D.C. The flight brought nearly 120 veterans and an all-vets Flight and Inflight crew to our nation’s capital for a luncheon and VIP tour of national monuments.
Diversity and Inclusion
Valuing differences makes us stronger because it helps us understand the diverse needs of our customers, who represent a broad range of experiences and backgrounds. By exploring new ways of thinking, we strengthen our culture and identify opportunities to consistently deliver exceptional customer service.
We foster a work environment where everyone is equally respected and equally included. We encourage team leaders to model inclusive behavior by incorporating diversity and inclusion into the performance management process for senior managers. Our commitment to being an employer and airline of choice is tied to our ability to hire, promote and retain the best people All leaders and new hires are required to take a “respectful workplace” training module that covers topics such as equal opportunity, discrimination, workplace harassment and disability accommodation. Additional training and seminars are offered during our annual Respectful Workplace Week, which also invites crewmembers to celebrate our diversity.
Crewmember Resource Groups (CRGs) provide support and networking opportunities, foster open communications and enhance our welcoming culture. We have three existing groups: JetPride, Women in Flight and Vets in Blue. In 2014, JetBlue crewmembers began the process to form a fourth group focused on enhancing awareness of Latino culture and strengthening Latino connections across JetBlue. More than 50 crewmembers attended their first meeting to hear from JetBlue’s Hispanic directors and discuss career development and JetBlue’s expansion into Latin America. JetBlue Connexion will formally launch in summer 2015.
Each CRG must commit to supporting the following three pillars:
- Professional Development: Support the professional development of group members. Examples include guest speakers, trainings, webinars, etc.
- JetBlue Success: Support JetBlue’s goal of inspiring humanity. Examples include helping different departments with their strategic initiatives or supporting community outreach programs.
- Recruitment and Retention: Enhance recruitment and retention efforts of your CRG demographic by working with the Talent team or Department leadership. Examples may include proposing new recruiting channels, identifying opportunities for onboarding support, serving as a brand ambassador at recruiting events, as well as acting as a mentor for current Crewmembers of the particular CRG demographic.
To learn more about JetBlue’s long-term responsibility platform and to view the full report, visit www.jetblue.com/green/reporting.
MEDIA CONTACTS
JetBlue Corporate Communications
Tel: +1 718 709 3089
