Diversity, equity, and inclusion in aviation

The International Women’s Day, which was held last week, has again drawn attention to the need for diversity, equity and inclusion in aviation. The day is an opportunity to remind everyone that the rights of women are human rights as well as to celebrate the achievements of women whether political, social, economic or cultural. 

Coming from terrible working conditions and exploitation in 1908, 15,000 women in New York took to the streets in protest asking for shorter hours, better pay, and rights to vote. Subsequently the first International Women’s Day was held in 1911, and more than a million people turned out to rallies in Europe. By 1975 which is the International Women’s Year the United Nations adopted March 8 as the International Women’s Day.

Data USA reported that “The Aircraft pilots & flight engineers workforce in 2021 was 193,721 people (6.4% women and 93.6% men).” Egonzehnder, a consulting firm, stated that at most airlines, leaders in key leadership roles are long tenured in the industry and with their current airline. They also stated that women are a rarity among CEO’s or in other top executive positions. In Africa there is now the advent of women CEOs not only in airlines but in airports as well. The latest being Nigeria that for the first time appointed a woman CEO (Mrs Olubunmi Kuku) to run the airport groups in the country. They also stated that  only 18 percent of airline executives differ in nationality from their airline. Another interesting finding was that the Middle East and Africa (MEA) rank lowest in gender diversity but highest in the percentage of executives who have lived abroad.

At the domestic terminal in Lagos, Nigeria, I saw the colour brought into the retirement programme for a female aviator by other women. The emotion was palpable as the woman wept while the saxophone led in the procession organised by the staff. It was the woman’s last day at work. This type of innovation that leaves a positive emotional feeling with a staff leaving the service, attests to the positive difference the presence of women can make to a group. This type of exit ceremony fosters a sense of belonging and can lead to higher job satisfaction and retention rates among employees.

To court diversity in aviation will embody actively seeking and valuing individuals from differing backgrounds, whether gender, ethnicity, age, race, and culture. Better decision making and innovation results from a diverse workforce. This happens because the workforce from their differing backgrounds come with different perspectives, ideas, and approaches to solving problems.

Equity in aviation points to fair treatment, opportunity and access, and advancement for every person irrespective of the person’s background. It results in a level playing field for every person as well as does away with systemic barriers and biases that may be in place. 

Inclusion on the other hand leads to the existence of a sense of belonging and acceptance for all persons. What is brought about is a culture where each person feels valued, respected, and empowered to add to the organisation their own unique skills and perspectives. What results from a culture of inclusion is collaboration, strong teams, and an improvement in overall organisational performance.

The airport environment plays host to people of differing tribes, tongues, and creeds. A diversified workforce means that customers will find those who understand them and can relate with them. So, a diverse workforce can better understand and cater to the needs of a diverse customer base leading to better customer service and passenger experience which improves overall financial performance.

One major initiative towards diversity, equity and inclusion in aviation has been “Women in Aviation” that has continued to make positive efforts in this regard both locally and internationally. Some of these initiatives which have been helpful in the effort towards diversity, equity and inclusion also include mentorship programmes, diversity training, focusing on underrepresented groups while recruiting, inclusive leadership development, and amongst others, partnering with educational institutions and community organisations to advance the frontiers of equity and inclusion in the airport community.

So, as we celebrate with the women, these words from a woman herself come to mind:

“The world’s most prominent women leaders show the importance of honesty, courage, impact, and decisive action in leadership.”
— Oprah Winfrey, (media executive and philanthropist)

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