The gender stereotypes limiting women in aviation – how to tackle them?

Aviation, a field synonymous with technological innovation and global connectivity, remains stubbornly resistant to gender inclusivity. Women, especially young women, face systemic barriers that hinder their participation in this male-dominated industry. Despite efforts to promote gender equality, stereotypes, and cultural norms continue to shape the landscape of aviation, discouraging many women from entering and thriving in the field.

The gender gap in numbers

The underrepresentation of women in aviation is stark. Women make up less than 20% of the aviation workforce globally, with significant disparities in key roles. According to the Women in Aviation Advisory Board (WIAAB), only 5% of airline pilots and 3.6% of airline captains are women. In technical roles, the situation is equally disheartening: women account for only 2.6% of aviation mechanics and 11% of aerospace engineers. These numbers are in sharp contrast to the general workforce, where women constitute 47%, and even to the broader STEM fields, where they represent 26% globally. The figures highlight a persistent issue: despite growing awareness and initiatives aimed at gender equality, the aviation industry remains entrenched in historical and cultural biases.

Cultural stereotypes and systemic barriers

At the heart of the problem are pervasive gender stereotypes that shape perceptions about who “belongs” in aviation. Historically, aviation has been portrayed as a male-dominated field, with male pioneers like Charles Lindbergh and Orville Wright celebrated as symbols of innovation and bravery. While women like Amelia Earhart and Bessie Coleman broke barriers, their stories are less emphasized, creating a narrative where aviation appears as an inherently male pursuit.

This lack of representation has tangible effects. Young women often struggle to envision themselves in aviation roles when they do not see women occupying those positions. The issue extends to leadership: globally, women hold only 3% of airline CEO roles and less than 10% of C-suite positions in the top 100 airline groups. Without visible role models, the cycle of underrepresentation perpetuates itself, discouraging young women from entering the field.

Cultural expectations also play a significant role in maintaining these stereotypes. Traditional gender norms often cast women as primary caregivers, making the demanding schedules and travel-intensive nature of aviation careers seem incompatible with family responsibilities. This is particularly evident in retention rates; while 14% of student pilots are women, only 7% advance to become private pilots, indicating a significant drop-off during the training phase. Similarly, women are less likely to remain active in their roles beyond their late twenties, compared to their male counterparts.

Workplace culture further compounds the issue. Uniforms and facilities are often designed with men in mind, subtly reinforcing the idea that women are outsiders in the industry. Reports of harassment and discrimination are common, creating an environment where women feel unwelcome or unsafe. This not only impacts individual career trajectories but also contributes to higher attrition rates among women in aviation.

The industry’s need for change

The underrepresentation of women in aviation has implications that go beyond gender equality. The industry is on the brink of a talent crisis. Boeing projects that by 2040, the global aviation sector will require 612,000 new pilots, 626,000 new maintenance technicians, and 886,000 new cabin crew members. In North America alone, the demand includes 130,000 new pilots and 132,000 maintenance technicians. Failing to address gender disparities means neglecting a significant portion of the potential workforce at a time when the industry cannot afford to overlook any talent.

Diversity is not just a solution to workforce shortages; it is also a driver of innovation and safety. Research consistently shows that diverse teams perform better, offering a broader range of perspectives and solutions. Psychological safety — where team members feel valued, heard, and empowered to contribute — is a key factor in high-performing teams. In an industry where precision, communication, and adaptability are critical, fostering an inclusive environment is essential.

Tackling obstacles for young women in aviation is a lifelong approach

The journey to achieving gender equality in aviation starts with identifying and addressing the barriers faced by young women at every stage of their lives. From early childhood to executive leadership, these obstacles compound over time, creating a systemic challenge that discourages women from pursuing and thriving in aviation careers. To counter these issues effectively, the aviation industry must adopt a life-stage approach, intervening at critical points to dismantle stereotypes, provide support, and foster inclusion.

Early childhood (ages 0–10)

The foundations of interest and confidence in aviation careers are often laid in early childhood. However, this stage is marked by a glaring absence of aviation-related representation tailored to girls. Aviation-themed toys, books, and media predominantly feature male figures, reinforcing the perception that flying planes or repairing engines is not a “girl’s job”.  This lack of exposure leads to early self-deselection from the field.

To tackle this issue, aviation organizations can collaborate with educators and toy manufacturers to create aviation materials that prominently feature women. Books and media showcasing female pilots, engineers, and astronauts can inspire young girls to see aviation as a viable and exciting career path. Additionally, school programs that include interactive activities, such as building model planes or visiting airports, can spark early interest and enthusiasm.

Adolescence (ages 11–18)

As girls progress into adolescence, they encounter more direct barriers to entering aviation. Career guidance at this stage is often marred by gender biases, with parents, teachers, and counselors steering them toward traditional, “feminine” professions. Aviation education is rarely integrated into school curricula, and there is a noticeable lack of mentorship opportunities that connect young women with industry professionals.

Introducing aviation-focused modules into STEM education can significantly broaden awareness. Schools can partner with aviation companies to host workshops, offer internships, and establish mentorship programs where students can interact with female professionals in the field. Scholarships specifically aimed at young women interested in aviation careers can further reduce financial barriers, encouraging more girls to explore this pathway. Aviation-focused extracurricular clubs, such as “Girls in Aviation” groups, can also create a supportive environment for young women to nurture their aspirations.

Early career (ages 19–30)

For women entering the workforce, financial and cultural barriers present significant hurdles. Training for roles such as pilots or maintenance technicians often involves high costs, and many women lack access to the resources needed to finance their education. Workplace environments in aviation, historically designed for men, can also feel unwelcoming, with uniforms, facilities, and policies that fail to account for women’s needs. Additionally, a lack of visible female role models and mentors in aviation creates an isolating experience for those just starting their careers.

To address these challenges, the industry must increase access to scholarships, grants, and financial aid for aviation training programs. Companies should implement zero-tolerance policies for harassment and discrimination while actively fostering inclusive workplace cultures. Practical changes, such as designing uniforms for women and ensuring facilities accommodate their needs, can make a tangible difference. Establishing structured mentorship and sponsorship programs can provide young women with guidance and support, helping them navigate the complexities of entering a male-dominated field.

Mid-career (ages 31–45)

Retention becomes a critical issue as women progress in their careers. Many leave the industry due to challenges in balancing work and family responsibilities, limited opportunities for advancement, and social isolation in male-dominated workplaces. These factors create a significant barrier to building a diverse and experienced workforce in aviation.

Flexible scheduling, paid family leave, and access to childcare are essential to addressing work-life balance concerns. Additionally, companies must prioritize diversity in promotions and create leadership development programs tailored to women. Networking opportunities, such as women-focused professional groups, can alleviate feelings of isolation and provide the support needed to thrive in the industry.

Executive level (ages 46 and beyond)

Even for women who remain in the industry, the path to executive leadership is fraught with obstacles. The “glass ceiling” remains a reality, with women often excluded from decision-making roles and leadership opportunities. This is compounded by a lack of tailored professional development and advocacy for women in the upper echelons of aviation.

Introducing sponsorship programs, where senior leaders advocate for the advancement of women, can help break down these barriers. Leadership training and stretch assignments specifically designed for women can provide the skills and experience needed for executive roles. Publicly celebrating the achievements of female leaders in aviation can also normalize women’s presence at the top, inspiring others to follow in their footsteps.

The aviation industry must commit to a coordinated, long-term effort to address these barriers at every stage of a woman’s journey. This involves collaboration among governments, educational institutions, and industry leaders to implement policies and programs that foster inclusivity and support. By addressing these challenges consistently and systematically, the industry can ensure that young women not only aspire to aviation careers but also succeed and excel in them. The result will be a more diverse, innovative, and sustainable aviation sector.

A call to action

The path forward demands commitment from all stakeholders, including governments, industry leaders, and educational institutions. Changing the narrative around women in aviation is not just about increasing numbers; it is about dismantling deep-seated stereotypes and creating a culture where everyone, regardless of gender, has the opportunity to thrive.

The aviation industry stands at a crossroads. By embracing gender diversity and inclusivity, it can address workforce shortages, enhance innovation, and ensure its continued growth and success. Gender equality is not just a moral imperative – it is a strategic necessity. The future of aviation depends on it.

Bibliography:

1. Breaking Barriers for Women in Aviation (Women in Aviation Advisory Board Report). https://www.faa.gov/sites/faa.gov/files/P.L.%20115-254%20Sec.%20612%20Women%20in%20Aviation%20Advisory%20Board%20-REPORT.pdf (access 4 December 2024)
2. Women in Aviation: Why Diversity, Equity, and Inclusion Matter. https://www.ifalpa.org/media/3752/21pos09-women-in-aviation-why-diversity-equity-and-inclusion-matter.pdf (access 4 December 2024)