23
▪ In June 2021, announced MoU with eVTOL start up Vertical Aerospace to accelerate zero
emissions air travel, with option to purchase 150 eVTOL aircraft
▪ In August 2021, agreed an MOU with Storegga Geotechnologies to develop Direct Air
Capture and Storage solutions in the Scottish Industrial Cluster
▪ Member of the Cleaner Skies for Tomorrow Coalition, which brings together aviation leaders
to deliver a transition to carbon-neutral flying using sustainable aviation fuels. Signatory to
global Ambition Statement to use 10% SAF by 2030
Read more about our sustainability ventures here.
Business as a Force for Good
Our Be Yourself policy enables our people to be their true selves at work and create an inclusive
environment where everyone’s individuality is celebrated.
In March 2019 we updated our uniform and make-up policy so, both women and men now have
the option of wearing make-up or not wearing make-up. Our female cabin crew are offered
trousers as standard (previously only available upon request). Not only do the new guidelines
provide more comfort, they empower our team with more choice on how they want to express
themselves. In May 2022, we relaxed our tattoo policy for all our people. Previously, any (uniformed)
employee had to cover up any visible tattoo with a long sleeved shirt, plasters or make up. In
September 2022, we removed the requirement for our people to wear gendered uniform options.
We also used the arrival of our new A350 aircraft as an opportunity to refresh our traditional Flying
Lady by welcoming five new Flying Icons – a mixture of men and women representing modern
Britain and the four continents that Virgin Atlantic flies to.
We have also operated the world’s first Pride flight for World Pride, fully staffed by LGBTQ+ crew and
pilots. We’ve also renewed our longstanding sponsorship Attitude awards, following a successful
decade long partnership alongside our lead sponsorship of Manchester Pride.
More recently, in 2020 we entered a multiyear partnership with Open for Business, launching the
Caribbean Local Influencer Programme to champion the business rationale for LGBTQ+ inclusion
across the islands. Much of the Caribbean – Virgin Atlantic’s heartland leisure destination – can be
one of the least inclusive areas to visit, with many islands still enforcing colonial homophobic laws.
These laws are counterproductive to economic recovery and it’s essential that the Caribbean
attracts the widest demographic of travellers possible as the world reopens. Our two-phased
approach to our partnership with Open for Business consists of a research phase to understand
business and socioeconomic impact of excluding the LGBTQ+ community, and a second phase to
build a network of business leaders and civil society, using the research to advance LGBTQ+ rights
and inclusion. This work – despite being in its infancy – has seen Virgin awarded with the Open for
Business Global Equality Champion in our support of one of the largest ever LGBTQ+ data collection
programmes in the Caribbean.
Our employee networks form an important part of life at Virgin Atlantic and are extremely effective
at promoting and celebrating diversity and inclusion. Scarlet, is our women’s networking group.
Open to both men and women, it holds a variety of monthly networking sessions from skills
development to guest speakers. It also helps promote key topics such as menopause awareness.
Our other networks -Pride@VirginAtlantic (for our LGBTQ+ people and allies), DEN (for , our disabled
people and allies), and VALUED (for our black and minority ethnic people, and allies) – all play a
key part in championing diversity and inclusion across our business.
We’re passionate about empowering the next generation in our communities to reach their
potential. That’s why through Passport to Change, we’ve pledged £2.5 million over five years to