Breaking the Barriers of Gender Discrimination and Harassment in Aviation
Aviation and aerospace have long been celebrated for their pioneering achievements, from engineering marvels to groundbreaking advancements in exploration. But beneath the surface of this innovation lies a persistent issue that threatens to hold the industry back: the workplace cultures that fail to support and retain women.
For decades, women in aviation have been told to adapt—to toughen up, to fit in, and to navigate environments not built for them. But the truth is, it’s not the women who need to change; it’s the cultures themselves. These outdated norms perpetuate systemic issues of discrimination, harassment, and inequity that harm not only individuals but also the industry’s ability to thrive.
The numbers paint a stark picture. Statistics highlight an industry-wide problem, one that stifles talent, limits innovation, and damages reputations. If aviation and aerospace truly aspire to break barriers and reach new heights, it’s time to transform workplace cultures and create environments where everyone can thrive—not just survive.
In this article, we’ll explore the profound impacts of these systemic challenges and outline the actionable steps leaders can take to foster equity, inclusion, and respect throughout the industry. The path forward is clear: we must shift from expecting women to conform to outdated norms and instead build workplaces where they can soar.
The Scope of the Problem
Gender discrimination and harassment are deeply entrenched in the aviation industry. A 2018 survey conducted by Women in Aviation International (WAI) revealed troubling statistics that reflect the scale of the issue:
71% of women reported experiencing sexual harassment in the workplace or a professional aviation setting.
81% witnessed harassment, creating a toxic work environment that impacts both direct victims and bystanders.
51% faced retaliation after reporting harassment or refusing to submit to it.
These numbers expose an undeniable truth: harassment and retaliation are not isolated incidents but systemic problems. They perpetuate a culture where women are undervalued and their contributions overlooked.
The effects of these issues extend beyond harassment itself. Women in aviation often face:
Hostile workplace environments that hinder their ability to perform.
Unequal pay and lack of promotional opportunities, which stall career growth.
Exclusion from leadership roles, perpetuating a lack of representation and role models for younger generations.
The Broader Impact on Women and the Industry
Discrimination and harassment don’t just harm individuals—they create structural and economic barriers that limit the aviation industry's growth, innovation, and reputation.
1. Career Disruption and Turnover
For women, the consequences of harassment often lead to career disruptions. Nearly 38% of women who experience harassment leave their jobs, and 37% report that it disrupted their career advancement. Women in male-dominated industries like aviation are more likely to step down from leadership opportunities or leave the industry entirely to escape toxic work environments.
This loss of talent isn’t just a personal tragedy—it’s a blow to the industry. Aviation and aerospace already face significant workforce shortages, and losing highly skilled women further deepens the gap.
2. Loss of Talent and Innovation
The aviation industry thrives on solving complex problems, from designing cutting-edge aircraft to exploring new frontiers in space. But innovation depends on diverse perspectives. By failing to retain talented women, the industry misses out on critical insights and approaches that drive creative problem-solving and progress.
3. Economic Costs
The financial impact of discrimination and harassment is staggering.
Harassment and discrimination contribute to $64 billion in annual costs for U.S. employers due to employee turnover from workplace unfairness.
Employers have paid out nearly $700 million in settlements related to harassment since 2010, according to the Equal Employment Opportunity Commission (EEOC).
These costs are not sustainable for companies striving to remain competitive in a fast-changing industry.
4. Reputational Damage
Organizations that fail to address harassment and discrimination face reputational risks. A poor track record on diversity and inclusion can deter top talent, undermine customer trust, and damage relationships with stakeholders. In an era where employees and consumers demand accountability, companies that ignore these issues risk being left behind.
Barriers to Progress
If the problems are so clear, why hasn’t the aviation industry made more progress? The barriers are systemic and multifaceted:
Underreporting of Harassment
Studies show that fewer than 30% of individuals who experience harassment report it. This silence stems from:
Fear of retaliation or career damage.
Lack of trust in leadership to handle complaints fairly.
Perceptions that reporting will not lead to meaningful change.
Retaliation
For those who do report harassment, retaliation is a common response. A staggering 51% of women who reported harassment faced negative consequences, including demotions, exclusion, or outright dismissal. This creates a chilling effect that discourages others from speaking out.
Bias in Hiring and Promotions
Women are systematically overlooked for leadership roles due to gender biases, even when they have the same qualifications as their male counterparts. Promotional opportunities disproportionately favor men, and stereotypes about caregiving responsibilities often result in women being viewed as less committed to their careers.
Workplace Culture
Male-dominated industries like aviation often foster "boys’ club" cultures where discriminatory behaviors are normalized. This culture not only marginalizes women but also reinforces the status quo, making meaningful change difficult to achieve.
The Call to Action: Building a Safer, More Inclusive Industry
Addressing gender discrimination and harassment isn’t just the right thing to do—it’s a strategic imperative for the aviation and aerospace industries. Here’s how we can lead the way:
1. Implement Zero-Tolerance Policies
Organizations must establish and enforce comprehensive policies against harassment and discrimination. This includes:
Providing safe, anonymous channels for reporting misconduct.
Ensuring transparent investigations and meaningful consequences for offenders.
Zero-tolerance policies send a clear message that harassment will not be tolerated at any level.
2. Foster Inclusive Workplaces
Building an inclusive culture requires more than policies—it demands active effort. Companies should:
Provide regular, science-based training on harassment and discrimination.
Encourage open dialogue about diversity and inclusion.
Create mentorship programs that support women in navigating their careers.
3. Invest in Diversity at All Levels
Representation matters. Actively recruit, mentor, and promote women at every level of the organization. Highlight successful female leaders to inspire younger generations and show that career advancement is possible.
4. Prohibit NDAs for Harassment Cases
Non-disclosure agreements (NDAs) often silence victims and shield offenders. States like Washington have banned NDAs related to harassment, and the aviation industry should adopt similar policies to promote transparency and accountability.
5. Strengthen Accountability
Leaders must be held accountable for creating and maintaining inclusive workplaces. Tie diversity and inclusion metrics to performance reviews and compensation to ensure leaders prioritize these goals.
Looking to the Future
Imagine an aviation and aerospace industry where women are empowered to thrive without fear of discrimination or harassment. Such an industry would:
Attract the brightest minds and most diverse talent.
Foster innovation through the inclusion of unique perspectives.
Drive financial and operational success through engaged, satisfied employees.
Achieving this vision requires intentional action, courageous leadership, and a commitment to breaking down systemic barriers. The time to act is now—because a future of equity and inclusion isn’t just about lifting women up; it’s about lifting the entire industry to greater heights.