Freedom of association and collective bargaining are fundamental human rights under internationally recognized human rights frameworks. “Freedom of association refers to the right of workers . . . to create and join organizations of their choice freely and without fear of reprisal or interference.”[1]

Delta has operations and employees around the world. The Company should uphold the highest international standards under which it operates. Southwest Airlines,[2] United Airlines,[3] American Airlines,[4] and JetBlue[5] all have pledged to respect labor rights as laid out by the International Labour Organization.

Delta’s communications to its employees around unions have not historically met a non-interference or neutrality standard. Allegations include that Delta distributed anti-union materials, hosted anti-union briefings[6] and an anti-union website,[7] and threatened employees with termination for unionizing activities.[8] Delta is the only U.S.-based mainline carrier that does not have union representation for its flight attendants, fleet service or mechanics.[9]

Delta’s consumers support labor unions; according to a 2024 Gallup poll, 70 percent of Americans approve of unions.[10] Union support is also a bipartisan political goal,[11] yet Delta’s practices have drawn the negative attention of legislators; in 2024, 145 House of Representatives members and 25 Senators wrote to Delta calling on it to adopt a neutrality agreement.[12]

Freedom of association and collective bargaining can enhance shareholder value through improved health and safety;[13] increased productivity;[14] encouraged workforce training and skills development;[15] and strengthened human rights due diligence.[16] The presence of unions has been positively correlated with low turnover and reduced legal and regulatory violations.[17]

Instituting a Non-Interference Policy would not prevent Delta from touting the positives of working at the Company, its pride in its workplace, or the benefits that its employees enjoy.