Blog 02 - Gender Discrimination in Aviation

 GENDER DISCRIMINATION IN AVIATION

People and Organizations (MBA London Metropolitan University) by Shehani Perera 

In 2011 ICAO published a report about projected pilot and training capacity shortage (ICAO, 2011). This describes the main reasons for low female representation in piloting, air traffic controlling training recruitments. International Air Transport Association (IATA) reports that the proportion of women holding C-level roles in the industry is just 3%. The main reason behind this could be the problem of gender discrimination and societal stereotype that believes that those are purely male type of job are dominant among the negative ones.

Moreover, reasons such as “Lack of role models for young girls and women in aviation”, “Cultural sexism” and “Lack of acceptance from male peers and passengers” continue to hinder the promotion of the pilot and air traffic control profession among women. Subsequently cost of training programs specially piloting also affects negatively to women and leaves again to men.

Blanche Scott

However, in the past there are several milestones marked by women in aviation industry though they represented the minority. One notable individual, Blanche Scott, not only became the first woman to drive across the U.S., but the first female pilot to fly in America.

Harriet Quimby, who wrote for a living, craved adventure. Covering aviation-related stories sparked her interest in the field. Knowing her intention to document her flight experiences, the magazine company she worked for paid for her flight lessons. As a result, Quimby received mail from the magazine’s readers who were fans of the “bird girl.” Excited for the opportunities aviation would bring her, Quimby studied hard. She was the first woman to receive a pilot’s license in the U.S. in 1911. The following year, she flew across the English Channel.

Bessie Coleman became first black female pilot and the first Native American woman pilot in 1922. 

Amelia Earhart, another powerful female aviator, found herself enthralled with the idea of flying at an early age. To prove her abilities and experience, she gave herself the pilot “look”, cutting her hair short and sleeping in her leather jacket to give it a worn appearance. Prior to her famous solo flight across the Atlantic in 1932, she also set a record, flying her own biplane 14,000 feet.

Bessie Coleman

Amelia Earhart

Harriet Quimby

 

With the general sentiment being that women’s interests and capabilities simply don’t align with the skills needed to become a pilot or an air traffic controller, include physical fitness, dedication and scarification. However, there does seem to be some progress in European and Middle Eastern countries currently in representation of women in piloting and other aviation related occupations.

This is a good sign of overcoming gender discrimination prevails in aviation industry and delegating authorities to women, in which they are capable of. The key qualifications for being a pilot or an air traffic controller are quick decision-making ability, numerical and analytical analyzing ability, good short-term memory, ability of multifunctioning which are not gender bias. In addition to this applicant should be able to go through some hearing tests, eye sight tests and various medical tests which are not again depend on the gender.

Airlines that promote female pilots are already seeing an increase in customer connections as they are a rare sight for passengers, and also in the aspect of air traffic controllers, it is said that female air traffic controller voices can positively affect on pilots.  

A recent research has found the increasing figures of women participation in aviation as follows:

•  1.5% of airline captains and 5.1% of all pilots
• 2.4% of mechanics
• 3% of CEOs, COOs, and other key leadership positions
• 16% of airport managers and air traffic control
• 40% of TSA screeners
• 79% of flight attendants
• 86% of travel agents

Conclusion

In today’s more egalitarian age, women engaging careers in aviation, still encounter challenges that hinder their optimum growth in the industry. Although various solutions have been promoted to mitigate those problems, a spectrum of questions and issues remain evident.

Female retention in aviation industry can also be increased through listening to problems presented by them and taking corrective measures early. Retention programs that promote increased diversity and ensure competent and experienced female pilots are recruited are vital (Turney, 1995).

Mentoring and motivational measures would not only facilitate the present aviation industry, but would also help secure its future by providing effective opportunities to women participants globally. Additionally, proposing methods of enhancing female aviator growth globally would encourage future generations to follow suit. Examining various physical, psychological, social, cultural, and economical factors affecting international women aviators and thereafter implementing explicit proposals is paramount. Contentment from the ability to pursue career dreams effectively would occur and a consistently growing aviation industry observed

References

Federal Aviation Administration (FAA). (2007). Aviation data & Statistics: U.S. civilian airmen statistics. Retrieved from http://www.faa.gov/data_research/aviation_data_statistics/civil_airmen_statistics/

International Society of Women Airline Pilots (ISWAP). (n.d.). Frequently asked questions. Retrieved from http://www.iswap.org/html/faqs.html

Women in Aviation, International (WAI). (2007). Current statistics of women in aviation careers in the U.S. Retrieved from http://www.wai.org/resources/facts.cfm

Whitaker, L. (2003). Female pilots - A study of the issues. Retrieved from http://www.hicsocial.org/Social2003Proceedings/Lisa%20Whittaker.pdf