New WA Women in Aviation Group Launches to Tackle Industry Gender Gap
More than 120 individuals assembled last week at a networking event for the newly established WA Women in Aviation (WAWIA) group. This initiative aims to unite women employed in the aviation sector, providing a platform for networking, discussing pertinent issues, and offering mutual career support.
The formation of this group is particularly timely, as the global aviation industry faces an escalating skills crisis, making the recruitment and retention of women more critical than ever before.
Origins and Growth of the Initiative
The networking group was spearheaded by Laura Benger, Chief Executive Officer of Perth-based charter airline Maroomba Airlines. Upon transitioning from the mining sector to aviation nearly two years ago, Ms Benger sought to connect with female peers to better understand the industry landscape.
She extended an open invitation for a casual meet-up at a local pub, which attracted 28 women. "What I learned from that night was that there were all these people from different companies, but nobody has ever done this before. We haven’t come together to help each other out," Ms Benger remarked.
She noted that the challenges discussed were universal, yet previously unaddressed collectively. The group intends to create a supportive space for addressing obstacles, facilitating issue resolution, and fostering pride in the industry, with plans to convene every six months.
Insights from Industry Veterans
Marita Lintener, President of the International Aerospace Women’s Association (IAWA) with over 30 years of experience in aerospace and aviation, highlighted the issues confronting women in the field. Based between Perth and Germany, Ms Lintener offered mentorship to Ms Benger upon her entry into Maroomba.
Ms Lintener presented findings from the Lift Off to Leadership report, commissioned by IAWA and conducted by Oliver Wyman. The 2021 edition focused on North America, while the latest global study included 253 respondents worldwide, revealing stark gender disparities in career perceptions.
- Only 16% of women felt supported by their companies, compared to 48% of men.
- 51% of women considered leaving the industry, versus 49% of men.
- Men often depart for better prospects and higher salaries, whereas women cite barriers like implicit bias, negative experiences, limited opportunities, male-centric infrastructure, and cultural norms.
"Women feel pushed out, while men are pulled out by the attractions of another industry," Ms Lintener explained. Additionally, while 44% of both genders aspire to C-suite roles, only 28% of women expect to achieve this, compared to 33% of men, with 40% of women attributing this gap to implicit bias.
Positive Trends and Recommendations
On a brighter note, the study identified a shift in employee priorities, with work flexibility emerging as a concern for both genders, not just women. Flexible and remote working options were rated more highly than in the 2021 survey, aligning with Generation Z's demand for improved work-life balance.
The report advocates for building a culture of advocacy, emphasizing sponsorship as key to helping women achieve career goals, though only 25% of respondents currently act as sponsors. "Everyone can be a sponsor," Ms Lintener urged.
Recommendations include:
- Women securing sponsors and developing cross-organizational peer networks.
- Companies embedding active sponsorship and leadership development as core competencies.
- Accommodating diverse leadership pathways and addressing women's daily experiences to reduce attrition.
Broader Industry Context
A panel discussion featuring executives from Perth Airport, Aerodrome Management Services, Fortescue, and CEOs for Gender Equity underscored the importance of creating career pathways and fostering inclusive cultures to attract and retain talent.
This local effort coincides with the Federal Government's development of a Gender Equity Charter (GEC) for Australian Aviation, recommended in the 2024 Aviation White Paper. The charter aims to tackle workforce shortages by promoting inclusive workplaces, given that men constitute about two-thirds of aviation employees and a gender pay gap of 37.2% in average total remuneration exists.
Consultation on a draft GEC has recently concluded, with goals to increase female employment in senior and operational roles, reduce pay gaps, and enhance policies for inclusive workplace cultures.
The WAWIA initiative represents a proactive step towards addressing these systemic challenges, leveraging community support and strategic insights to drive meaningful change in the aviation industry.
