International aviation

Womens association
CONNECT, INSPIRE AND LEAD

• Founded in 1988 in the United States

• Mission: To cultivate and advance women leaders in the aviation and aerospace industries through a global
network

• Benefits:
– Annual conference
– Regional and International connections
– Industry events
– Webinars
– News
– Mentoring
– Scholarships
– Surveys
– Committees

• More information: www.iawa.org

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THANK YOU TO OUR 2023 ALLIES!

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LIFT OFF TO
LEADERSHIP
Advancing Women in Aviation
EARLY CAREER EXPERIENCES

Positive experiences in early part of career

Men
Women
93%

82% 83%
81%
77% 76%
73% 74%
Recognition & Acknowledgement

57% 57%

Contributions Views heard Constructive Encouraged to apply Supported for

acknowledged & listened feedback for stretch roles new challenges

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NEGATIVE CAREER EXPERIENCES

Negative experiences throughout career

80%
75% Men
74%
70% 70% 69% Women
68%
66%
Microaggressions 62% 61%
55%

46%

38%

30%

Dismissed & Vague Uncomfortable Overlooked Contributions Told too Subjected to

interrupted feedback to take time off attributed to aggressive non-inclusive
another structures

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SIMILAR APPROACHES, BUT WITH DIFFERENT RESULTS

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WOMEN LEADERSHIP INITIATIVES

Clear process to report harassment 4.5

3.8
Paid family leave 4.1
3.6
I&D training for all 4.4
3.5
Leadership devlp for all 3.9
3.2
Flexible or remote working options 3.8
3.3
Inclusive leadership programs for all 4.0
3.1
% viewing female representation in Implicit bias education for leaders 4.0
3.1
leadership as a high or essential company Informal mentoring for women 3.8
priority 2.9
Sponsorship programs for women 3.8
2.3
Gender diversity goals for leadership 3.8
2.3
Formal mentoring for women 3.7
2.2
vs. Requirement for women on shortlists 3.7
2.2
Explicit paths to advancement 3.5
72% 29% 2.1
Formal coaching programs for women 3.6
1.9
Female-only leadership dev. programs 2.7
1.6
Mgr. rotational programs for women 2.9
1.5
Subsidized daycare or onsite daycare 2.2
1.4

1 - Does not 3 - Exists; minor 5 - Well established;

Men Women exist barriers to use no barriers

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WHERE DO WE GO FROM HERE?
01
Make inclusive leadership
a must
• Define and train all leaders on
how to build and benefit from
diverse teams
• Adopt leadership models
explicitly centered on gender-
neutral traits that level the
playing field
• Make desirable leadership traits
more known and explicit
• Set gender balance targets and
tie to incentives
• Acknowledge and address explicit
and implicit bias and make
systematic changes to
remove them
02
Bring women into the
conversation
• Build support initiatives that
proactively target diverse female
talent and support at every level
• Involve women in developing and
evaluating diversity and leadership
initiatives
• Creatively educate leaders on the
reality of the status quo and what
must be done to change it
• Work to make diverse talent
abundantly visible to accelerate
cultural change
• Have sr mgmt lead from the front –
establishing initiatives, tracking
progress, and being accountable
03
Double down on
sponsorship
• Build intentional sponsorship
programs that include
expectations and roles of sponsors
• Train and encourage senior
leaders to expand their informal
network and be more intentional
about sponsorship activities
• Encourage male leaders to be
empowered to sponsor more
junior women
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QUESTIONS FOR DISCUSSION

• What barriers do we have to prevent women from progressing?

• How is your organization supporting the next tier of women leaders?

• What do you think is needed to retain women in aviation?

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