Skip to content

Diversity, Equity, & Inclusion

youtube-video-thumbnail

The APFA Diversity, Equity, and Inclusion Committee promotes all that makes our members unique and work from the core, which is our membership being our most valuable asset.

APFA DE&I is celebrating and embracing our differences and changing our perspective to see them as strengths and remembering that just because you think or act a certain way is not the only way or the right way.
-Allie

It is within this safe space on this committee that all flight attendants are treated with respect and consideration in an atmosphere that promotes unity and strength.

Our committee is committed to fostering an environment within APFA that recognizes the wealth that lies with our diversity. We, as a committee, seek out opportunities to expand our understanding of that diversity and how to best utilize it to empower flight attendants and the greater working-class community. While this is just a start, we understand that this work is ever growing and changing. With that in mind we welcome thoughtful and respectful dialogue to help broaden the spectrum of thought in terms of empowering our membership and workers around the world.

View the BOD Resolution to Create the Committee

What APFA DE&I means to me is that there is equity in my pay and benefits. There is no difference based upon my race, religion, or gender and we collectively are stronger together than negotiating individually for our pay and benefits.

-Bridget

dei-gallery_1

APFA is American Airlines flight attendants run union organization consisting of elected and appointed members who represent the membership of flight attendants and DE&I is our resource to help us ensure we are treated fairly and included in the decision making.

- Candace

Sometimes you will see something others cannot. Sometimes others will see something you cannot, therefore, AFPA has a responsibility as leaders to tap into our members and resources by people feeling included to speak up, share, and challenge with policies and representation that is inclusive, and our opportunities are equitable.

-Erik

pride-circle-logo-2

Everyone gets invited to the party. Everyone gets the opportunity to dance, and everyone gets to dance to their own beat and music, to bring their best selves, and to become their best selves.

-Teddy

What APFA DE&I means to me is that there is equity in my pay and benefits. There is no difference based upon my race, religion, or gender and we collectively are stronger together than negotiating individually for our pay and benefits.

-Bridget

APFA is American Airlines flight attendants run union organization consisting of elected and appointed members who represent the membership of flight attendants and DE&I is our resource to help us ensure we are treated fairly and included in the decision making.

- Candace

dei-gallery_1
pride-circle-logo-2

Sometimes you will see something others cannot. Sometimes others will see something you cannot, therefore, AFPA has a responsibility as leaders to tap into our members and resources by people feeling included to speak up, share, and challenge with policies and representation that is inclusive, and our opportunities are equitable.

-Erik

Everyone gets invited to the party. Everyone gets the opportunity to dance, and everyone gets to dance to their own beat and music, to bring their best selves, and to become their best selves.

-Teddy

Making Changes

Some of the areas we have begun working on within our committee include areas where we can be more intentional in our use of language through a greater awareness of how our words and actions matter. We can be better and do better at our workplace and our union being an environment where everyone feels a sense of acceptance and there is opportunity for participation and inclusivity. We focus on the reasons why it matters to change our way of thinking and our behaviors as well as how we can put our words into action to help us all feel a sense of belonging.

R-and-C-dei
DEI-CAT-dei

Having a diverse room at APFA in an inclusive room is important but what is even more important than that is having a room where everyone’s voice is valued saying, hey, we want diverse types of people in the room, we want a lot of different concepts and ideas thrown out. It is that point where we say you are here, we hear you, and really value what you have to say.

-Chaddrian

Gender Identity and Pronouns

The use of pronouns is an important piece in respecting a person’s self-identity. Our pronouns are the labels we give ourselves to describe who we are and are what is used to identify us in society. We take for granted the common pronouns used every day are sufficient, but these labels miss the mark in helping everyone feel respected and sometimes hinder our efforts to show we value a person or group's worth. We have talked about the importance of using labels that are inclusive to ensure we are doing all we can to build a more inclusive environment and recognize each person’s own truth.

Using inclusive pronouns is more equitable, inclusive, and honors our diverse workforce. We are constantly placing our own pronouns on people, and we make assumptions about the gender of a person all the time. We are not always accurate and when we use the wrong pronoun, it can be harmful, hurtful, and disrespectful.

Some suggestions we can all make right now to show we care and assure everyone is valued are:
— Instead of ma’am or sir, we could just simply say hello or good morning.
— We can use they, them, their or use their name until we know their pronouns.
— Instead of ladies and gentlemen, you could say: everyone, colleagues, friends, folks.

Microaggressions

They are called “micro” because they are subtle and fall into a category that may be well-intentioned and a person is unaware of their harm to others. Microaggressions can also be deliberate acts of bigotry. Usually, people are unaware of the interpretation of the words they use or behaviors they exhibit, and therefore it is so important we are all more aware.

Microaggressions happen every day and whether they are intentional or unintentional verbal and nonverbal actions, they are rude, insensitive and communicate derogatory, hostile, or negative messages to people of a minority or marginalized group. These actions or behaviors repeat and affirm stereotypes.

Some examples are:
— To an Asian person, “You must be good in math.”
— A person of a dominant race telling a minority; “I know what you go through as a racial minority.”
— A person describing a black person by saying; “They speaks so well.”

There is plenty that can be done to counter Microaggressions. One step in the right direction is to gain a deeper awareness of our own ignorance and simply be more aware of what we think before we speak. We can also use the rule of opposites. Develop a habit of using micro affirmations by asserting small acts of acceptance, appreciation, understanding, and respect to describe an individual with feelings of engagement, comradery, comfort, and enthusiasm towards members of a group or an individual.

Ageism

Attitudes about age might affect our relationship with one another and when we feel unappreciated, disrespected, and are treated differently because of our age it does real damage to us and can become a self-fulfilling prophecy. A Yale study about ageism found our lifespan and health are impacted on the way we think about ourselves and others as it relates to ageism. The study states that the negative impact on ageism affects us mentally, impacts our physical health, and shortens our life expectancy.

Ageism refers to stereotypes (how we think), prejudice (how we feel), and discrimination (how we act) towards others or oneself based on age. Ageism affects everyone, both the oldest and the youngest, and when younger people experience it, it is called reverse ageism.

We all have negative attitudes about age and many times it can be self-directed ageism. This is that negative self-talk about our own age. It is not just the words we speak; it is the words we think, and, seniority and age play off each other in our work and in looking at things a little differently, we wonder how much ageism is already playing in our heads and what can we do to stop ageist attitudes?

Ageist thinking, feelings, and attitudes are often an unconscious bias, meaning we do not recognize we are doing it and how it impacts others and ourselves. It is the same driver that causes us to discriminate in some way. We use our differences to build ourselves up while marginalizing another. We do not realize we do harm to our own soul and psyche because negativity in any form against another pulls down the self.

To answer why does it matters, we must look at ourselves and discover our own ageist attitudes. Knowing all this, what can we do with our thoughts and feelings with one another and what can we do to stop ageist attitudes?

Here are some suggestions:
— Be the voice of the other side of this story and embrace our age, whatever that age is and embrace the journey!
— Look at everyone with an open heart, appreciating differences while discovering what we have in common.
— Bring awareness by talking about what ageism is, and its’ negative impact
— Stand up to negative age attitudes by speaking out when we see it happening.

With more information about ageism, we found Comprehensive Ageism Information & Education to be a valuable resource. As we continue to research ageism in our work, please share with us your own experiences with ageism and how we can continue to work on our ageist attitudes.

The use of pronouns is an important piece in respecting a person’s self-identity. Our pronouns are the labels we give ourselves to describe who we are and are what is used to identify us in society. We take for granted the common pronouns used every day are sufficient, but these labels miss the mark in helping everyone feel respected and sometimes hinder our efforts to show we value a person or group's worth. We have talked about the importance of using labels that are inclusive to ensure we are doing all we can to build a more inclusive environment and recognize each person’s own truth.

Using inclusive pronouns is more equitable, inclusive, and honors our diverse workforce. We are constantly placing our own pronouns on people, and we make assumptions about the gender of a person all the time. We are not always accurate and when we use the wrong pronoun, it can be harmful, hurtful, and disrespectful.

Some suggestions we can all make right now to show we care and assure everyone is valued are:
— Instead of ma’am or sir, we could just simply say hello or good morning.
— We can use they, them, their or use their name until we know their pronouns.
— Instead of ladies and gentlemen, you could say: everyone, colleagues, friends, folks.

They are called “micro” because they are subtle and fall into a category that may be well-intentioned and a person is unaware of their harm to others. Microaggressions can also be deliberate acts of bigotry. Usually, people are unaware of the interpretation of the words they use or behaviors they exhibit, and therefore it is so important we are all more aware.

Microaggressions happen every day and whether they are intentional or unintentional verbal and nonverbal actions, they are rude, insensitive and communicate derogatory, hostile, or negative messages to people of a minority or marginalized group. These actions or behaviors repeat and affirm stereotypes.

Some examples are:
— To an Asian person, “You must be good in math.”
— A person of a dominant race telling a minority; “I know what you go through as a racial minority.”
— A person describing a black person by saying; “They speaks so well.”

There is plenty that can be done to counter Microaggressions. One step in the right direction is to gain a deeper awareness of our own ignorance and simply be more aware of what we think before we speak. We can also use the rule of opposites. Develop a habit of using micro affirmations by asserting small acts of acceptance, appreciation, understanding, and respect to describe an individual with feelings of engagement, comradery, comfort, and enthusiasm towards members of a group or an individual.

Attitudes about age might affect our relationship with one another and when we feel unappreciated, disrespected, and are treated differently because of our age it does real damage to us and can become a self-fulfilling prophecy. A Yale study about ageism found our lifespan and health are impacted on the way we think about ourselves and others as it relates to ageism. The study states that the negative impact on ageism affects us mentally, impacts our physical health, and shortens our life expectancy.

Ageism refers to stereotypes (how we think), prejudice (how we feel), and discrimination (how we act) towards others or oneself based on age. Ageism affects everyone, both the oldest and the youngest, and when younger people experience it, it is called reverse ageism.

We all have negative attitudes about age and many times it can be self-directed ageism. This is that negative self-talk about our own age. It is not just the words we speak; it is the words we think, and, seniority and age play off each other in our work and in looking at things a little differently, we wonder how much ageism is already playing in our heads and what can we do to stop ageist attitudes?

Ageist thinking, feelings, and attitudes are often an unconscious bias, meaning we do not recognize we are doing it and how it impacts others and ourselves. It is the same driver that causes us to discriminate in some way. We use our differences to build ourselves up while marginalizing another. We do not realize we do harm to our own soul and psyche because negativity in any form against another pulls down the self.

To answer why does it matters, we must look at ourselves and discover our own ageist attitudes. Knowing all this, what can we do with our thoughts and feelings with one another and what can we do to stop ageist attitudes?

Here are some suggestions:
— Be the voice of the other side of this story and embrace our age, whatever that age is and embrace the journey!
— Look at everyone with an open heart, appreciating differences while discovering what we have in common.
— Bring awareness by talking about what ageism is, and its’ negative impact
— Stand up to negative age attitudes by speaking out when we see it happening.

With more information about ageism, we found Comprehensive Ageism Information & Education to be a valuable resource. As we continue to research ageism in our work, please share with us your own experiences with ageism and how we can continue to work on our ageist attitudes.

Actions

Labor Notes

On June 21, 2022, the platform for union organizations, Labor Notes, hosted a training opportunity for union workers and we were honored to be a part of the over 4,000 union member participants from all over the country. We heard from other union groups, such as teachers, nurses, trade workers. We attended training sessions to learn from other union groups and their own strategies for advocating for fair work contracts, better wages, work rules, and inspiring stories of workers who are fighting for a better, safer workplace.

The conference had workshops on topics around action, union bargaining and negotiations, and racial justice and climate justice. The conference was over the weekend of Juneteenth and there were inspiring stories and events to celebrate and acknowledge what this day means and how workplace struggles are linked to black liberation.

labornotes-1-dei

FAA (Federal Aviation Administration) Inclusive Language Summit

In November of last year, the FAA summit shared changes centered around the belief that progress being made in inclusive language broadens our hearts and minds in all areas of aviation. There is work being done in aviation when describing the positions and policies. We all gain by broadening our reach with more diverse applicants and one way we do this is using words to describe a position so that it is gender neutral. When we include more people in the application process and all aspects of the work environment, we gain and retain a more vibrant, creative, and diverse workforce. For example, FDNY are using the term “firefighter” instead of “fireman.” The FAA is replacing “cockpit” with “flight deck “and “airman” with “aviator.”

Our own APFA Negotiations are working on contract wording changes in consideration of all flight attendants. We all see the need for gender neutral language, as this shift in words opens the skies for everyone who has this dream of becoming a part of the aviation industry and when we open our pool to more people with neutral words and we value each person for what they contribute that makes them unique, we are building a good team.

This is the reason, and it is this foundation of trust, acceptance, and appreciation that makes us all better for our workplace, enables us to grow stronger in our own unique strengths, and allows us all to thrive in our personal life and in our profession.

youtube-video-thumbnail

APFA is our labor organization representing us (AA flight attendants) and unionism is about creating an equitable working environment through agreements and advocacy. improving working conditions, workers’ rights, and human rights by negotiating our contracts, protecting our rights, settling disputes, and the interests of us all

-Rhonda

Photos

DE&I Hotlines

12.01.23 – December 2023 Recognitions

December 2023 Recognitions including Universal Month for Human Rights, International Day of Abolition of Slavery, Bodhi Day, Our Lady of Guadalupe Day, Posadas Navideñas, and more

Continue Reading

11.01.23 – November 2023 Recognitions

November 2023 Recognitions including Native American Heritage Month, All Saints’ Day, Day of the Dead (Día de Los Muertos), Veterans Day, Transgender Day of Remembrance, Thanksgiving, and more

Continue Reading

10.03.23 – Celebrating 2023 National Latinx and Hispanic Heritage Month

We continue to celebrate and highlight the contributions and achievements of Spanish-speaking Americans throughout National Latinx Hispanic Heritage Month. Join me as we learn a little bit about New York-based Flight Attendant Edwin Rodriguez!

Continue Reading

10.01.23 – October 2023 Recognitions

October 2023 Recognitions including Global Diversity Awareness Month, Feast of St Francis of Assisi, Indigenous People’s Day, World Mental Health Day, National Coming Out Day, Navami of Durga Puja, Halloween, and more

Continue Reading

9.21.23 – National Latinx and Hispanic Heritage Month

Every year, from September 15th until October 15th, we celebrate and highlight the contributions and achievements of Spanish-speaking Americans. Hispanic Heritage Week began with sponsored legislation from Mexican-American Representative Edward R. Roybal of Los Angeles.

Continue Reading

9.01.23 – September 2023 Recognitions

September 2023 Recognitions including Labor Day, World Suicide Prevention Day, National Hispanic Heritage Month, Rosh Hashanah, National POW/MIA Recognition Day, and more

Continue Reading

8.01.23 – August 2023 Recognitions

As we enter a new month, August is making itself known, and we are feeling the solidarity of our Union siblings! This is an important month. August is a time to show our fighting spirit and we have so much to acknowledge.

Continue Reading

7.24.23 – French American Heritage Month

In honor of French American Heritage Month, we would like for you to join us in getting to know Flight Attendant Jean Dominique Voisin and the fight spirit being French granted him.

Continue Reading

12.01.23 – December 2023 Recognitions

December 2023 Recognitions including Universal Month for Human Rights, International Day of Abolition of Slavery, Bodhi Day, Our Lady of Guadalupe Day, Posadas Navideñas, and more

Continue Reading

11.01.23 – November 2023 Recognitions

November 2023 Recognitions including Native American Heritage Month, All Saints’ Day, Day of the Dead (Día de Los Muertos), Veterans Day, Transgender Day of Remembrance, Thanksgiving, and more

Continue Reading

10.03.23 – Celebrating 2023 National Latinx and Hispanic Heritage Month

We continue to celebrate and highlight the contributions and achievements of Spanish-speaking Americans throughout National Latinx Hispanic Heritage Month. Join me as we learn a little bit about New York-based Flight Attendant Edwin Rodriguez!

Continue Reading

Get Involved

Meeting Information

We meet virtually the second Thursday of every month at 3pm CST via Teams. We discuss topics of interest and work on awareness projects in our commitment to continual growth in knowledge and understanding and we encourage everyone to be involved and grow with us in appreciation and acceptance.

If you are interested in joining the DE&I Committee and/or would like to reach out in any way please contact us at [email protected]

DE&I Committee expectations: We will take part in and assist with diversity, equity, and & inclusion awareness to enhance our knowledge and fulfill our responsibility to treat others with dignity and respect. We are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other Company/Union-sponsored and participative events. You must have time available to connect with DE&I and our fellow flight attendants, have a willingness to meet and participate on a volunteer basis, and be an APFA member in good standing who adheres to committee policies, procedures, and standards of ethical conduct.

APFA DE&I is about fighting with love, compassion, and understanding for our flight attendants! We are all moving in this circle of giving out and taking in, wanting the best for everyone, and having a deep appreciation for our differences. Through APFA DE&I, we reinforce that it is a basic human right for everyone to be received and appreciated and that is what makes us all better as workers and makes our union stronger.
-Rhonda

Join / Apply

Do you believe in fostering greater understanding of one another? Do you have an open heart and mind that reflects inclusion and acceptance?

If you would you like to be a part of making things better here at DE&I for our flight attendants and are committed to growth in knowledge of human rights and current issues related to human rights, then APFA DE&I is a good fit for you!

Join us in our journey so that we can bring greater awareness to us all.

If you are interested in joining the DE&I Committee and/or would like to reach out in any way, we would love to hear from you. Please contact us at [email protected]

We are accountable for our actions, words, and behaviors towards one another and hold management accountable and ensure a safe environment for our members of marginalized communities.

-Erik

APFA is my representative and my support when I need unbiased answers in explaining our contract along with support for issues that could come up in the workplace and the union holds the company accountable when employees do not honor the agreements between employer and employee. Being a part of APFA DE&I reinforces that.

- Candace

Feeling valued, heard, and embracing diversity, equity, and Inclusion makes us a stronger organization and a better advocate for our flight attendants.

-Allie

Contact Information

Diversity, Equity, & Inclusion Committee
[email protected]
682-292-5864 ext. 8180

Chaddrian Calhoun
[email protected]

Rhonda Curtright
[email protected]

Candace Henry
[email protected]

APFA Headquarters
1004 West Euless Boulevard
Euless, Texas 76040

M-F: 9:00AM - 5:00PM (CT)
Phone: (817) 540-0108

Call APFA

Contract & Scheduling Desk
M-F: 7:00AM - 7:00PM (CT)
Phone: (817) 540-0108

Chat APFA

After-Hours Live Chat
M-F: 3:00PM - 11:00 PM (CT)
Sat-Sun: 9:00AM - 5:00PM (CT)

APFA Events

Financial Planning Seminar

March 7 @ 11:00 am - 1:00 pm

2024 BOD Convention

March 19 @ 9:00 am - March 21 @ 5:00 pm

APFA Headquarters
1004 West Euless Boulevard
Euless, Texas 76040

M-F: 9:00AM - 5:00PM (CT)
Phone: (817) 540-0108

Call APFA

Contract & Scheduling Desk
M-F: 7:00AM - 7:00PM (CT)
Phone: (817) 540-0108

Chat APFA

After-Hours Live Chat
M-F: 3:00PM - 11:00 PM (CT)
Sat-Sun: 9:00AM - 5:00PM (CT)

APFA Events

Financial Planning Seminar

March 7 @ 11:00 am - 1:00 pm

2024 BOD Convention

March 19 @ 9:00 am - March 21 @ 5:00 pm

APFA Headquarters
1004 West Euless Boulevard
Euless, Texas 76040

M-F: 9:00AM - 5:00PM (CT)
Phone: (817) 540-0108

Call APFA

Contract & Scheduling Desk
M-F: 7:00AM - 7:00PM (CT)
Phone: (817) 540-0108

Chat APFA

After-Hours Live Chat
M-F: 3:00PM - 11:00 PM (CT)
Sat-Sun: 9:00AM - 5:00PM (CT)

APFA Events

Financial Planning Seminar

March 7 @ 11:00 am - 1:00 pm

2024 BOD Convention

March 19 @ 9:00 am - March 21 @ 5:00 pm
Scroll To Top