As labor shortages beleaguer the aviation industry, forward-thinking leaders tend to dig a little deeper to find solutions that will give their companies a competitive edge for both hiring and retention. One area that has long been a conundrum—and a recent focus—is the lack of women in aviation.

The financial, legal and medical industries have made great strides in the last few decades in increasing the number of women in their ranks. In the same period, aviation’s growth trajectory has remained largely unchanged.

Multiple factors, many of which are unintentional, have created a culture that feels exclusionary to any number of underrepresented groups, women included, according to the 2022 FAA Women in Aviation Advisory Board Report. These range from a lack of attention to talent pipeline and career development to job postings written in such a way to deter applicants.

The report indicated there are both long-term and short-term interventions to begin to shift direction in hiring and retaining more women, although long-term success depends upon some clear intention-setting industry wide. 

Here are a few tips and tactics that work:

1. Leadership That Broadens Talent Search Must Come From The Top

Aviation safety and innovation demand that we hire the very best candidate for each position, but studies (and our own practical experience) have shown that including some diversity of thought, backgrounds or education fosters greater problem solving. In order to hire more diverse thinkers, we need to ensure that we are broadening our search criteria and our selection of interviewees. While some change comes from internal referrals or human resources efforts, opening the doors of an organization a little wider depends upon leadership initiatives and accountability.

In 2019, Dr. Alan Stolzer, the dean of Embry Riddle Aeronautical University College in Daytona Beach, Florida, created a director of diversity initiatives position to attract a broader pool of talent into the university. Since implementing diversity initiatives in the College of Aviation, 35% of the 2017-2022 faculty hires are female. In addition, the university enjoyed a 4.6% increase in female undergraduate student enrollment from 2019-2022, according to ERAU Professor Michele Halleran, who serves as the aforementioned Director of Diversity Initiatives. 

In addition to recruitment strategies, Halleran has invested significant energy into mentoring programs that help women navigate college and beyond—and subsequently stay in the industry.

2. Meet Candidates Where They Are

Thousands of women show up each year at the Women in Aviation International (WAI) conference, and the airlines collectively conduct thousands of interviews and extend hundreds of job offers. Other organizations like the 99s, Association for Women in Aviation Maintenance (AWAM) and the International Aviation Women’s Association (IAWA) have primarily female participation, and a number of ethnic-centric organizations provide support for other underrepresented groups. Potential employers can find women or other diverse candidates in informal social media groups or volunteering at their local airports as well.

3. Target Programs To Elementary Students

Children are dreamers, and there’s no time too young to introduce them to aviation. Studies have shown that children, especially girls and minorities, self-select out of science, technology, engineering, arts and mathematics (STEAM) fields by the time they reach middle school, according to National Aviation Hall of Fame (NAHF) President and CEO Amy Spowart. The lack of information about aviation careers available through school counselors makes awareness even worse. To address both of these, the NAHF, in partnership with PBS, has created a STEAM-based multidisciplinary program for students in Pre-K thru 6th grade. Discovering Flight with the NAHF rolled out this year. By mid-2023, 100,000 students in underrepresented schools will receive dedicated aviation and aerospace education.

WAI hosts the Girls in Aviation Day each Fall, introducing girls of all ages to aerodynamics, air traffic, general aviation aircraft and working aviation professionals.

 4. Adjust Job Descriptions For Gender Bias.

One well known observation about women is that they don’t usually apply for jobs where they don’t meet 100% of the qualifications. In contrast, men will often apply if they meet 60% or more of the stated requirements. Companies that add language to welcome hard-working, fast-learning applicants who don’t meet all the requirements helps.

5. Highlight Women In Marketing Materials And Thought Leadership

Corporate Jet Investor is a well-regarded conference in the business aviation industry. Five years ago, CJI co-founder Alasdair Whyte organized an all-female panel of jet brokers. Since then, he has hosted dozens of female voices on his stages around the world. Women notice. They attend. They sponsor. They do this because they were invited.

René Banglesdorf is the founder and CEO of The Aviation Collective. She helps aviation companies hire and retain the best talent through executive coaching and workplace culture consulting. Banglesdorf served on the U.S. Congress-chartered and FAA-appointed Women in Aviation Advisory Board, is a 20-year aviation professional and holds a private pilot license. LinkedIn