Male Allyship in Aviation: It’s Time to Step Up
This morning, I experienced a moment that crystallized the very challenge we face in the mission to increase the number of women in leadership roles within the aviation and aerospace industries. As part of my ongoing efforts, I frequently send personalized connection requests on LinkedIn to senior leaders, introducing myself, sharing my background, and explaining my mission to foster gender equity. My intent is to build meaningful connections and collaborate towards a more inclusive future.
Typically, these requests are met with positive responses such as “Thanks for connecting,” “I love your mission,” or “Please let me know what I can do to help.” However, today, a male C-level executive in aviation responded with:
“What does this have to do with me?”
I was initially taken aback, but then it hit me: this is precisely why we are in the position we are today. The statistics are glaringly clear: less than 3% of all C-level roles in aviation are held by women, and only 7% of all roles in aviation are occupied by women. This executive’s response encapsulates the pervasive apathy and disconnect that hinder our progress.
Wake Up, Men: It's Time to Take a Hard Look in the Mirror
To the men in aviation leadership, I ask you to take a hard look in the mirror. Are you being intentional about supporting and advocating for women in your industry, or are you like the gentleman who dismissed my connection request this morning? This issue is not just about being an ally; it’s about recognizing that achieving gender equity is a fundamental responsibility that rests on your shoulders as much as anyone else's.
Why Gender Equity Matters
Diverse Perspectives Drive Innovation: Research consistently shows that diverse teams lead to better decision-making and innovation. In an industry as complex and dynamic as aviation, incorporating diverse perspectives is crucial for creating effective solutions and driving growth.
Reflecting Our Customer Base: Women make up nearly half of the global population and a significant portion of the customer base in aviation. Leadership that reflects this diversity can better serve and understand customer needs, leading to improved service and customer satisfaction.
Addressing Talent Shortages: The aviation industry faces a looming talent shortage. By attracting and retaining more women, we can widen the talent pool and ensure we have the skilled professionals needed to meet future demands.
Equity and Fairness: Beyond the business case, striving for gender equity is a matter of fairness and justice. Women deserve equal opportunities to lead and succeed in aviation, just as men do.
The Role of Male Leadership: More Than Just Allies
Originally, I intended to write this article to encourage men to be allies in this mission. But it’s clear that we need more than just allies; we need active participants in driving systemic change. This isn't about offering support from the sidelines—it's about leading the charge for equity and inclusivity in a tangible, impactful way.
How Men Can Truly Step Up
Educate Yourselves: Understand the challenges and barriers women face in aviation. Listen to women’s experiences, read up on gender equity issues, and participate in training and workshops. Ignorance is no longer an excuse.
Advocate for Change: Use your position and influence to advocate for gender diversity initiatives within your organization. Push for policies that promote work-life balance, equitable pay, and career development opportunities for women.
Be Visible and Vocal Supporters: Publicly support gender diversity and inclusion efforts. Speak at events, write articles, or share supportive messages on platforms like LinkedIn. Silence is complicity.
Mentor and Sponsor: Actively seek out opportunities to mentor and sponsor women in your organization. Help them navigate their careers, provide them with opportunities for visibility, and advocate for their advancement.
Challenge Bias and Discrimination: Be vigilant and proactive in challenging gender biases and discriminatory practices in your workplace. Encourage others to do the same and promote a culture of accountability.
Create Safe and Inclusive Work Environments: Ensure that your workplace is a safe and supportive environment for women. This includes addressing and preventing harassment, providing equal opportunities, and fostering a culture where everyone feels valued and respected.
Conclusion: No More Excuses
The question, “What does this have to do with me?” reflects a fundamental misunderstanding of the interconnected nature of our workplaces and the collective effort required to achieve gender equity. It has everything to do with you. As leaders, you have the power and responsibility to make a difference. Your actions—or lack thereof—speak volumes about your commitment to this cause.
Achieving gender equity in aviation is not a women's issue; it’s a leadership issue, a fairness issue, and a business issue. Men in leadership must recognize their role in driving this change and commit to being more than passive allies. The time for excuses is over. It’s time to step up, take action, and lead the charge toward a more inclusive and equitable aviation industry.