Are Women Part of the Problem in Retaining Women in Aviation?
Welcome to this week's edition of "Beyond the Flight Deck," where we explore how competition between women impacts the industry and outlines how we can shift the narrative to one of collaboration, support, and collective success.
When we discuss the underrepresentation of women in aviation and aerospace, the focus often falls on external barriers: male-dominated cultures, systemic biases, and the lack of female role models. While these are undeniable challenges, another, more uncomfortable narrative has surfaced in my research—one that’s harder to acknowledge: women themselves may sometimes contribute to the problem.
This isn’t about placing blame on women for systemic inequities. Rather, it’s about exploring how behaviors and mindsets, shaped by scarcity and competition, can unintentionally hinder other women. In industries like aviation and aerospace, where women in leadership are scarce, these dynamics can manifest in ways that hurt collective progress.
I experienced this firsthand early in my career. I worked with a woman in a leadership position I deeply admired and aspired to emulate. Summoning my courage, I approached her, expressed my admiration, and asked if she would mentor me. Her response shocked me:
"No one helped me when I was trying to rise in my career path, and I can't think of a reason why I would want to make it easier on you."
Her words left me flabbergasted. At the time, I felt rejected and confused. Looking back, I understand that her reaction may have stemmed from a scarcity mentality—a belief that there were only so many opportunities for women in leadership, and my success could mean fewer chances for her. This mindset is rooted in the reality of industries like ours, where women’s representation in leadership feels like a “finite pie.” If one woman gets a piece, there’s less for others.
But here’s the truth: this pie is not finite. Instead of competing over limited slices, we need to envision multiple pies with infinite opportunities for those who want to lead. By fostering collaboration and rejecting competition rooted in scarcity, we can create an aviation and aerospace industry where women not only succeed but lift each other along the way.
The Roots of the Problem: Women’s Interactions in the Workplace
Research confirms that negative interactions between women in the workplace are a real, though often unspoken, issue. In her Forbes article, Susan Madsen sheds light on these dynamics and offers valuable insights:
1. Social and Cultural Conditioning
Women are often socialized differently than men when it comes to competition. While men are encouraged to engage in direct, explicit competition, women are often taught to compete indirectly—through gossip, exclusion, and backstabbing. These behaviors, though unconscious in many cases, can undermine trust and collaboration among women.
2. The “Sisterhood Stereotype”
Many cultures hold a “sisterhood stereotype,” where women are expected to maintain equality with one another. When one woman breaks through barriers and rises into leadership, others may unconsciously feel she’s disrupting that balance. This can lead to jealousy or judgment, rather than celebration of her success.
3. Scarcity Mentality
In male-dominated industries, the lack of women in leadership amplifies competition. Leadership roles for women are seen as rare prizes to be won, creating a sense of rivalry rather than camaraderie. This scarcity mentality can discourage women from supporting each other and instead foster a belief that helping others means sacrificing their own opportunities.
4. Workplace Cultures That Enable Rivalry
Organizational cultures that tolerate gossip, exclusion, or judgment amplify these issues. Without intentional efforts to create inclusive, collaborative environments, these behaviors become normalized, making it even harder for women to unite and support each other.
Breaking the Cycle: How Women Can Support Women
The good news is that these dynamics are not fixed. By fostering awareness, creating safe spaces for dialogue, and promoting collaboration, women in aviation and aerospace can break the cycle and create a culture of support. Here’s how:
1. Acknowledge the Issue
The first step is recognizing that these dynamics exist—not to assign blame, but to understand the forces at play. Open conversations about competition, jealousy, and scarcity can help women reflect on their own behaviors and work toward more collaborative relationships.
2. Celebrate Each Other’s Successes
When one woman succeeds, it paves the way for others. Instead of feeling threatened, celebrate the achievements of your colleagues. Their success is a reflection of what’s possible for all women in aviation and aerospace.
3. Reframe the Mentality
Reject the idea that there’s only one pie. Leadership opportunities for women are not finite. By supporting each other, we can create a culture where opportunities multiply—opening doors for everyone.
4. Build Mentorship and Sponsorship Programs
Women in leadership have a unique opportunity to mentor and sponsor others. This isn’t just about offering advice; it’s about actively advocating for other women, helping them access opportunities, and guiding them through challenges.
5. Advocate for Inclusive Workplace Cultures
Organizations must address the cultural norms that enable gossip, exclusion, and rivalry. This includes implementing zero-tolerance policies for toxic behaviors and fostering environments where collaboration is valued over competition.
The Role of Organizational Leadership
While individual actions are crucial, systemic change requires organizational leadership to step up:
Promote Representation: Actively recruit and promote women at all levels, ensuring that leadership is diverse and inclusive.
Foster Collaboration: Create initiatives that encourage women to work together, such as women-only leadership development programs or networking events.
Challenge the Scarcity Mindset: Encourage leaders to view success as abundant and demonstrate that supporting women strengthens the organization as a whole.
Conclusion: Infinite Pies, Infinite Possibilities
Women in aviation and aerospace face enough external challenges without internal divisions holding us back. Instead of competing for limited slices of a single pie, let’s envision a future where there are infinite pies—and infinite opportunities—for everyone.
By fostering collaboration, celebrating each other’s successes, and challenging workplace cultures rooted in scarcity, we can create an industry where women rise together. This isn’t just about lifting others; it’s about building a legacy where future generations of women feel supported, valued, and empowered to soar.
The Elevate Initiative is dedicated to supporting women in aviation and aerospace, providing the resources, training, and advocacy needed to overcome barriers and excel in their careers. Whether you're just starting or looking to advance, we are here to help you navigate your path to success.
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