A Missed Opportunity to Champion Female Leadership
I was several decades into my career—eight years at the company I had been working at, and I still had never received a promotion. Meanwhile, men with less experience were being promoted around me. It was frustrating, but I pushed forward, committed to my work and to making a difference.
Then, a leadership role opened up—a role I believed I was the perfect fit for. The leader who was retiring had worked closely with me and his team for the entire time I’d been at the company. I understood their processes inside and out, had built strong relationships with the team, and had earned their respect. I felt I had interviewed well and was hopeful this would finally be my chance to step into a well-deserved leadership position.
But despite all of that, the job went to someone else—a man hired from outside the company with zero experience in aviation. He was a complete unknown quantity, yet somehow, the decision-makers felt he was a better fit than me. I wasn’t even informed that I hadn’t gotten the job. Instead, I found out when I was introduced to him on his first day at work. No feedback, no explanation, no communication at all.
Earlier in my career, I might have just let it go, but this time, I couldn’t. I needed to know why I didn’t get the job. Although I felt discrimination was at play, I didn’t immediately jump to using that word out loud, but the thought of going to Human Resources lingered in my mind. Instead, I decided to speak with one of the interviewers, a colleague I considered a good friend, and asked him for feedback.
His answer stung: “The team felt you were too introverted, and that you wouldn’t push back when necessary or offer different perspectives when needed.”
In that moment, I felt dismissed—my years of experience and deep knowledge of the organization pushed aside because of my personality, something innate. It was a ridiculous reason to hire someone with no aviation experience over me. Rather than working with me on what they perceived as a weakness, they chose to sideline me. I was hurt, angry, and questioning my future at the company. I realized I had hit the ceiling—they didn’t see me moving higher. At that point, I was the highest-ranking woman in the company, but apparently, that didn’t mean I could go any further.
What Went Wrong
This experience illustrates a deeply flawed process, not just in how the hiring decision was handled, but in how opportunities for leadership were distributed and supported—or rather, not supported—for women.
Failure to Provide Feedback:
Not informing me that I didn’t get the job, and worse, letting me find out by meeting the new hire, was incredibly unprofessional. Feedback is a crucial part of any hiring process. Without it, employees are left in the dark, unsure of where they stand or what they can improve on.
Lack of feedback reflects a deeper issue: an unwillingness to engage in transparent, constructive dialogue. In this case, it showed a lack of respect for my contributions and potential.
Overlooking Internal Talent:
I had worked with the team for years. I had a proven track record and a strong working relationship with the group. By choosing an external candidate with no industry experience, the company not only overlooked my qualifications but also chose to disrupt an existing team dynamic.
Companies that prioritize external candidates over long-serving internal employees send a clear message: experience and loyalty aren’t valued.
Misunderstanding Leadership Potential:
The feedback I received was that I was “too introverted” and wouldn’t push back when necessary. Rather than addressing this perceived “weakness” through mentorship or development, they chose to sideline me.
Introversion is not a disqualifier for leadership. In fact, many effective leaders are introverts who bring thoughtfulness, listening skills, and calm decision-making to the table. The decision-makers’ reliance on stereotypes about what makes a good leader—confident, outspoken, likely male—was both shortsighted and damaging.
Lack of Support for Growth:
Instead of working with me to develop any areas they felt I needed to improve, they chose to dismiss me entirely. This wasn’t just a missed opportunity for me—it was a missed opportunity for them to invest in and grow their internal talent.
Companies that don’t support their employees’ growth—especially women—fail to retain valuable leaders and create an environment where career development is stifled.
Why Didn’t They Champion Me?
This experience left me questioning: Why didn’t they want to champion me? Why didn’t the men involved see my potential and support my growth into this role? After reflecting on this, I believe there are a few reasons why they may have resisted.
Bias Toward Traditional Leadership Traits:
There’s often a bias toward extroverted, dominant personalities in leadership roles. Many men in leadership are conditioned to believe that good leaders must be loud, assertive, and willing to fight for their ideas, without recognizing that quieter leadership styles can be just as, if not more, effective.
Because I was seen as introverted, they made assumptions about my ability to lead, rather than considering the leadership I had already demonstrated. The stereotype that men are more assertive and direct, and therefore better leaders, likely influenced their decision.
Fear of Change or Disruption:
For some men in leadership, supporting the advancement of women may feel like a threat to the existing power dynamics. They may fear that championing women will upset the status quo or challenge their own authority.Promoting me, a woman, would have meant acknowledging my value and recognizing the potential for women to hold higher positions within the company—something that might have been uncomfortable for them.
Promoting me, a woman, would have meant acknowledging my value and recognizing the potential for women to hold higher positions within the company—something that might have been uncomfortable for them.
Unconscious Gender Bias:
While they may not have consciously decided to favor men, unconscious biases play a huge role in hiring and promotion decisions. Men are often seen as a “natural fit” for leadership roles, even when they lack the necessary experience. Meanwhile, women are held to a higher standard or judged more harshly for characteristics that shouldn’t be barriers, like introversion.
Hiring a man with no aviation experience over me reflects the kind of unconscious bias that favors men simply because they “look” like leaders—based on societal expectations—regardless of qualifications.
Lack of Mentorship and Advocacy for Women:
Men often have access to informal networks of mentorship and advocacy that women don’t. In many cases, male leaders are more comfortable mentoring or advocating for men, leaving women without the same support or sponsorship.
In my case, instead of advocating for my leadership potential or working with me on areas they perceived as needing improvement, they chose to bring in an outsider, reinforcing the idea that women are less worthy of investment.
A Missed Opportunity
This was a missed opportunity—not just for me, but for the company as well. By choosing to hire someone with no experience in aviation and overlooking the woman who had already proven herself, they lost the chance to promote an internal leader who had the respect of the team and an in-depth understanding of the company.
They had a chance to champion me, to mentor me, and to help me grow into the leader they needed. Instead, they chose the easier route of going with someone who fit their outdated ideas of what leadership looks like.
The Lesson
For men in leadership today, this story serves as a cautionary tale. Don’t miss the opportunity to champion the talented women around you. Instead of dismissing them because of perceived personality traits or unconscious biases, invest in their growth, mentor them, and create pathways for their success. Women, especially those who have been in the industry for decades without receiving recognition, need advocates who will help them break through the barriers that still exist.
We can’t afford to overlook talented women any longer. The future of leadership in aviation and aerospace depends on diversity, and that diversity will only thrive if men in leadership actively support and promote women into higher roles.
Don’t miss your opportunity to be part of that future.
– Dana
Stay Connected
The Elevate Initiative is dedicated to supporting these efforts by providing resources, training, and advocacy to help women overcome challenges and achieve their professional goals in aviation and aerospace. By taking inspiration from the committee’s framework, non-governmental organizations can implement effective strategies to create a more inclusive and equitable industry.
Save the Date: October 30, 2024 – Elevate Executive Exchange
We are excited to invite you to our next Elevate Executive Exchange on October 30, 2024. Building on the momentum from our September session, this upcoming exchange will delve deeper into actionable strategies and collaborative solutions to advance women in aviation and aerospace.
Why Attend?
Connect with Industry Leaders: Network with like-minded professionals dedicated to fostering gender equity.
Gain Valuable Insights: Learn from experts and successful leaders about effective DEI strategies.
Drive Meaningful Change: Contribute to creating a more inclusive and equitable future for women in aviation and aerospace.
Register Now to secure your spot and be part of the movement driving positive change in our industry.
Limited VIP Coaching Opportunities
As you reflect on how leadership can change the trajectory for women in aviation and aerospace, I want to offer an opportunity for those ready to take action. I am offering very limited VIP coaching packages designed to provide personalized guidance and strategic direction for women and those in leadership roles who want to foster more inclusive workplaces.
VIP Half-Day Coaching: A powerful 4-hour session designed to review your past year and create a strategic plan for the year ahead. Whether you’re reflecting on your own career or strategizing on how to foster diversity in your organization, this session will help you set clear goals and actionable steps.
3-Month Coaching Package: A 6-session coaching package spread over three months. This package offers deeper, ongoing support and accountability as you navigate career challenges or implement strategies for growth and inclusion within your organization. Available to those who purchase the VIP Half-Day package, but also open to new clients who need guidance.
These opportunities are extremely limited as I’m only offering a select number of spots between now and the end of the year. If you’re serious about making a change, whether for yourself or your organization, don’t wait.
👉 Schedule a 15-minute call to discuss and to reserve your spot and start creating the future you want to see—both in your career and in the industry.
Join the Lift Circle: Empowering Women in Aviation and Aerospace
We are excited to introduce the Lift Circle, a dedicated community designed to support and uplift women in the aviation and aerospace industries. The Lift Circle offers a space for networking, mentorship, and the sharing of valuable resources to help you navigate your career journey. Whether you're looking to connect with like-minded professionals, seek guidance from experienced leaders, or collaborate on initiatives that promote gender equity, the Lift Circle is here to support you every step of the way.
Register for the Lift Circle today and take the next step in empowering your professional growth.
FREE Mini-Course
Unlock your potential with our free mini-course, "Overcoming Common Challenges Women Face in Aviation and Aerospace," and gain the strategies and support you need to advance your career and achieve leadership excellence. Download now!
Schedule a Call
Schedule a call to explore how The Elevate Initiative can help your organization attract, retain, and promote women in aviation. Book your call here.