“You’ll Never Really Be One of Us”: Women’s Underrepresentation in the Aviation Workforce

Lutte, Rebecca K.; Morrison, Shannon McLoughlin

doi:10.15394/jaaer.2022.1929

Cited by 6 publications

(7 citation statements)

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“…This is why equity within aviation has been more of a touted self-proclamation rather than fact rooted in tangible, substantive action. Such a bold statement is supported by the testimonies of others and is accentuated by the staggering statistics that detail the historical and contemporary participation rates of minoritized groups in aviation (Ison, 2010;2018;Ison et al, 2016), particularly for women of color in the industry (Lutte & Morrison, 2022). Performative diversity has enabled the aviation industry, its leadership, and, to an extent, the FAA to rest on their laurels when implementing changes that will remove inequities in the system to foster DEI and improve the retention and recruitment of minoritized groups.…”

Section: Discussionmentioning

confidence: 95%

“…Additionally, the conversation-based interviews provided information and pertinent context on issues that cannot be easily observed or efficiently accessed (Tracy, 2019). In the context of this book, being a woman of color in the aviation industry is not something that can be easily observed nor accessed, and as the literature suggests (Johnson, 2023b;Lutte et al, 2023;Lutte & Morrison, 2022;Murillo, 2020), is characterized by challenges rooted in equity, packed with negative emotion(s) that go unvocalized, and cause some to suffer in silence. The suffering and frustration were conveyed eloquently through the numerous quotes embedded throughout the chapters, providing a first-person account of the experience in the women's own words.…”

Section: Strengthsmentioning

confidence: 99%

“…These issues are rooted in inequity and are irrefutable through interviewees' quotes that highlight the issues in real-time from the lenses of those experiencing them. If history has shown us anything, it is that the issues stressed are not new, as evidenced by 20% of women comprising the aviation workforce (Lutte & Morrison, 2022) or the 0.5% of airline pilots identifying as Black women (Sisters of the Skies, 2022). Such abysmal participation rates further underscore the aviation industry is not doing enough to cultivate and maintain a diverse or inclusive workforce predicated upon equity.…”

Section: Introductionmentioning

confidence: 99%

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Women of Color in the Aviation Industry

Johnson

2023

CARI

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Women of Color in the Aviation Industry takes a gallant position on the contemporary state of Diversity, Equity, and Inclusion (DEI) initiatives within U.S. aviation through the lenses of several women of color working in the industry. The exploration of their experiences as women of color aviation professionals provides a compelling and nearly irrefutable backdrop for the many inequities, challenges, and barriers they face as a function of their race and/or gender. The author contends these inequities persist because aviation entities are engaged in “performative DEI” measures rather than reflecting upon their extant structures and systems to ascertain what is causing the inequities and why minoritized groups, particularly women of color, are adversely impacted. The text strives to encourage readers to critically reflect upon the reason(s) why minoritized groups, specifically women of color, continue to have low participation rates in an industry that proclaims to be committed to DEI to make a more just workforce. Such a conundrum is explored through semi-structured interviews with numerous women of color who hold various aviation positions. This approach was most apt to obtain first-person accounts of the challenges women of color and presumably other minoritized groups experience. Consequently, industry leadership can leverage these experiences and focus efforts on making equity-centric change instead of concerning themselves with remaining on the “right side” of DEI. The author provided several robust examples of how current DEI efforts, coupled with a lack of reflection, do more harm than good because they propagate a “diversity that maintains Whiteness.” Combined with the six commonly used controlling images, these examples help refute the state of social equity many believe the U.S. is in. The primary messages are written to make it easy for the layperson to understand, but the text falls short of providing actionable recommendations leadership can implement. Despite this limitation, the text may benefit a broad audience, especially for leadership overseeing commercial airlines, government, and collegiate aviation programs. Further, the experiences described have some transferability to sectors and industries external to aviation, meaning they can be incorporated within the public, private, and nonprofit sectors to enhance public administration and social policy to make a more just society.

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Section: Discussionmentioning

confidence: 95%

Section: Strengthsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Women of Color in the Aviation Industry

Johnson

2023

CARI

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Section: Introductionmentioning

confidence: 99%

Untitled

2023

CARI

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The University Aviation Association publishes the Collegiate Aviation Review International throughout each calendar year. Papers published in each volume and issue are selected from submissions that were subjected to a double-blind peer review process.The University Aviation Association is the only professional organization representing all levels of the non-engineering/technology element in collegiate aviation education and research. Working through its officers, trustees, committees, and professional staff, the University Aviation Association plays a vital role in collegiate aviation and in the aerospace industry. The University Aviation Association accomplishes its goals through a number of objectives:

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“…The aviation industry continues to grow as air travel becomes safer and more affordable (Airlines for America, 2019). Airline passenger traffic and revenue passenger miles (RPM) have increased significantly, with 2018 seeing an increase of over 109 million RPM in the United States between 2015 and 2018 (Airlines for America, 2018;Lutte, 2019). Unfortunately, the increases seen for passengers has not mirrored in commercial pilots, as the pilot numbers that would be needed to fulfill passengers' needs are not there (Caraway, 2020;Federal Aviation Administration, 2019;Klapper & Ruff-Stahl, 2019) in parallel to the rising increase in pilot demand (CAE, 2017;Lutte, 2018).…”

Section: Introductionmentioning

confidence: 99%

Predicting Pilot-in-training Success and Persistence in a Private South Eastern United States University

Osman,

Sharma,

Ficke

et al. 2022

cari

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Commercial pilot numbers have been on a decline since 2009, while in parallel, pilot demands continue to rise. In order to close the gap, airlines and companies need a steady stream of pilots-in-training who have successfully graduated. However, collegiate flight training programs have had issues with low retention and low success rates of pilots-in-training. The need to understand how to retain students within collegiate flight programs and increase success rates is vital to fill the gaps present within the aviation industry. Past studies have investigated predictive factors for pilots-in-training graduation persistence and the time it takes to graduate yielding similar findings. Many factors have been identified as related to pilot-in-training success and persistence, the most common being high school GPA and cost. However, suggestions have been presented as variables of interest to examine for future studies, such as the effect of different types of flight postponements. The research study conducted expanded the knowledge regarding variables that predict or contribute to pilot-in-training success in a collegiate aviation flight degree program, examining graduation persistence and time to graduate. An archival data of 262 pilot-in-training students were used to explore the relationship between the 19 predictors, graduation persistence, and time to graduate. Several variables had significant relationships with both Time to Graduate and Persistence Before Dropout, including Age, Number of Transfer Credits, Class Load, and Pass Rates in Aeronautics Classes. Additionally, Time to Graduate had a significant relationship with Academic Success in Aeronautics Classes and Maintenance Postponements per Semester. Persistence Before Dropout had a significant relationship with Instructor Changes, Instructor Postponements, and Weather Postponements.

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“You’ll Never Really Be One of Us”: Women’s Underrepresentation in the Aviation Workforce

Cited by 6 publications

References 0 publications

Women of Color in the Aviation Industry

Women of Color in the Aviation Industry

Untitled

Predicting Pilot-in-training Success and Persistence in a Private South Eastern United States University

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