Barriers for Women in the Aviation Industry

Gender-Based Issues in Aviation and Attitudes towards Female Leaders: a Cross-Cultural Analysis

Introduction

This research will explore gender-based issues in the aviation industry and the attitudes towards female leaders in different cultures. The aviation industry is a male-dominated field and despite efforts to promote gender equality, female pilots and executives still face challenges in their careers. Furthermore, cultural attitudes towards female leadership can vary greatly across the world, and it is important to understand these differences in order to support the advancement of women in aviation. As Germany is a culturally diverse country, it serves as a suitable setting for this research.

Objectives

The objectives of this research are:

1. To explore and better understand the gender-based issues faced that exist in the aviation industry, and

2. To explore and better understand attitudes towards female leaders across cultures.

Research Questions

1. What gender-based challenges or issues do female pilots, executives or leaders face in the aviation industry?

2. What attitudes towards female leadership are manifested or perceived in the aviation industry, and do they vary across cultures?

Implications

This research will contribute to the ongoing efforts to promote gender equality in the aviation industry and advance the careers of female pilots and executives. The findings will have practical implications for the industry and provide valuable insights for other male-dominated fields facing similar challenges. The practical implications of this research can include: improved policies and practices within the aviation industry to address gender-based barriers and promote gender equality, diversity and inclusion initiatives; unconscious bias training, and mentorship programs for female pilots and executives. The implications could also help to increased awareness and understanding of the challenges or issues faced by female pilots and executives in different cultures, allowing for more targeted and effective solutions.

Further possible implications could relate to retention and career advancement opportunities for female pilots and executives in the aviation industry, leading to a more diverse and representative workforce; a better understanding of cultural attitudes towards female leadership and their impact on gender equality in the workplace, allowing for more informed and effective efforts to promote gender equality in other male-dominated fields; and a heightened awareness of the importance of diversity and gender equality in the aviation industry and a stronger commitment to creating a more inclusive workplace culture.

Expected Outcomes

Overall, it is expected that this study will result in a better understanding of the challenges faced by female pilots and executives in the aviation industry; a better understanding of the impact of cultural attitudes on the advancement of women in aviation leadership positions; and the potential for evidence-based recommendations to be made to help promote gender equality in the aviation industry and the overcoming of any existing cultural barriers to female leadership.

Filling the Gap

There is a need for this study as it aims to fill a gap in the literature by examining gender-based issues and attitudes towards female leaders in the aviation industry from a cross-cultural perspective (Yan?ko?lu et al. 2020). Despite progress towards gender equality in many fields, the aviation industry remains male-dominated, and women face significant barriers to advancement and leadership positions (Ferla and Graham 2019). Moreover, previous studies on this issue have primarily focused on the global or regional levels, lacking an in-depth understanding of the cultural differences that impact attitudes towards female leadership in this industry (Smith et al. 2021).

The study is important because it seeks to understand the challenges faced by female pilots and executives in the aviation industry and the cultural attitudes that influence gender equality in this field. By examining the issue in Germany, a country with a culturally diverse population and a significant immigrant community, the study will provide a unique and insightful perspective on the issue and contribute to the development of effective solutions to promote gender equality in the aviation industry.

Furthermore, this study will also provide valuable insights into cultural attitudes towards female leadership in male-dominated fields, and its findings will have broader implications for promoting gender equality in other industries. By filling this gap in the literature, this study will contribute to the development of evidence-based policies and practices to promote gender equality and address gender-based barriers in the aviation industry.

Rationale

Germany is a culturally diverse country, and its cultural landscape is shaped by its history and geography (Schachner et al. 2019). Germany has a distinct and long-standing cultural heritage, including its literature, music, art, and philosophy. The country also has a significant immigrant population, and this has led to the development of a number of subcultures within the country, including Turkish, Greek, Italian, and Polish communities, among others (Monsees et al. 2022). Finally, Germany is also characterized by regional cultural differences, with distinct traditions, customs, and dialects in different parts of the country.

This research will examine the attitudes towards female leadership in the aviation industry across a range of cultural groups in Germany. This will include exploring the attitudes of both native-born Germans and immigrant communities, as well as looking at regional differences within the country. This will provide a comprehensive understanding of the cultural attitudes towards female leadership in the aviation industry in Germany and allow for a cross-cultural analysis of the issue.

The qualitative approach is suitable for exploratory research such as this for several reasons (Jain 2021). First off, qualitative research is flexible and allows for an exploratory and inductive approach. It allows for the discovery of new insights and understanding of complex issues, such as gender-based issues and attitudes towards female leaders in the aviation industry, without preconceived notions or hypotheses. Secondly, qualitative research methods, such as in-depth interviews, provide a rich and detailed understanding of the experiences and perspectives of participants (Jain 2021). This is particularly important in exploratory research where the focus is on gaining a deeper understanding of the issue being studied. Thirdly, qualitative research methods allow for the collection of contextual information and a more comprehensive understanding of the issue being studied. In this case, the qualitative approach will provide a deeper understanding of the cultural and societal factors that influence attitudes towards female leaders in the aviation industry. Finally, qualitative research provides the opportunity to gather data from the perspective of the participants, which is often referred to as the "emic" perspective (Awasthy 2019). In this case, the in-depth interviews with female leaders in the aviation industry will provide a unique and insider perspective on the challenges and experiences of women in this field.

Literature Review

Gender-Based Issues in the Aviation Industry

Turney (2000) provides an overview of the aviation industry and the role of women in the field while specifically focusing on uncovering reasons women’s roles in aviation had not increased by the start of the 21st century. McCarthy et al. (2015) provide an updated analysis of the same topic, using the perspectives of female commercial airline pilots to identify issues, challenges, and barriers that women in aviation face. While both studies are helpful in identifying issues and challenges, neither does so from a cross-cultural perspective. Ferla and Graham (2019) also examine the underrepresentation of women in commercial aviation; their findings suggest that discrimination and gender bias play a part in the ongoing lack of female representation within the aviation industry.

Additionally, Germain et al. (2012) argue that a lack of mentorship and network opportunities causes women in the field to feel isolated and ultimately to withdraw their presence from the industry. To address this lack, Durbin et al. (2022) examined the Alta Mentoring Scheme, introduced in 2019 as the outcome of closer collaboration between academics and professionals within the aviation field: the purpose of Alta is “to create an on-line mentoring platform that was based upon the mentoring support that women identified as being important and that would address their under-representation and the lack of support for career progression” (p. 169). The researchers found that women want more mentoring opportunities but that it would also be better to have them in the real-world as opposed to the virtual.

Attitudes towards Female Leadership in the Aviation Industry

Gorlin and Bridges (2021) describe the existence of a “glass sky” rather than a glass ceiling for women in the aviation industry: the culture in the industry tends to be a boys’ culture rather than one that is inclusive of or open to women taking leadership positions. Why this is is not exactly clear, other than usual literature identifying issues of bias and gender discrimination (Rietsema 2003). Germain et al. (2012) describe the corporate culture in aviation as being one that “lacks acceptance of women” (p. 440). Tinoco and Rivera (2017) also cite the absence of design that accommodates women in the cockpit. One could even point to the terminology that appears to be male-oriented, with “cockpit” being a prime example as the type of language that perpetuates a male-dominated culture; such would be an example of what Gherardi (1995) calls symbolism in the corporate culture.

Neal-Smith (2016) points to the issues that female aviators face within the industry, noting that of the more than 17,000 commercial pilots in the UK only 740 of them are women, or approximately 4%. Neal-Smith (2016) notes that similar percentages are found in Australia, Norway, and South Africa. One reason given for the disparity has to do with projections of confidence, according to the researcher: male aviators project more confidence in front of flight instructors than do women aviators, who tend to ask more questions and appear unsure at times (Neal-Smith 2016). This could contribute to the culture of gender discrimination. Mills and Mills (2006) agree that it is a culture of masculine assumptions that limits the upward mobility of women in the industry. Newton (2020) on the other hand finds that it is an industry that lacks concern for feminine leadership values, and that this explains the disparity. Robertson (2015), too, arrives at a different conclusion, arguing that the reason for the disparity is the industry’s failure to embrace gender diversity at the administrative and structural levels. All of these, nonetheless, represent the reasons Bridges et al. (2023) call for a model of resilience for gender inclusion in male-dominated industries: the right model could help to close the disparity gap.

Cross-Cultural Analysis of Attitudes towards Female Leadership in the Aviation Industry

Cultural variations exist when it comes to attitudes about female leadership in general (Do?an and Schroevers 2019; Prime et al., 2008; Higgings et al. 2022; Jogulu and Wood 2008; Wilson 2004). But as Jogulu and Franken (2023) show, women leaders tend to need a great deal of resilience in order to surmount any obstacles that they may face in their upward trajectory. Because cross-cultural analysis is lacking in the literature with respect to this topic, only general remarks can be made with respect to female leadership. In the aviation industry, cross-cultural findings have not been presented on this matter, other than the study by Wilson (2004), which is at least one generation removed from the current climate.

Methodology

The research will use qualitative methodologies, specifically in-depth interviews with female leaders in the aviation industry in Germany. Interviews are a common and effective method for conducting qualitative research, particularly for exploring people's experiences, perspectives, and attitudes. The in-depth interview is a particularly useful tool for the study of female leaders in the aviation industry in Germany as it allows the researcher to gather rich, detailed, and nuanced information. Gender and leadership theory will be used as a framework to examine the ways in which gender affects the experiences and perspectives of female leaders in the aviation industry, and how these leaders navigate and negotiate gendered power dynamics within the workplace.

Data Collection

In-depth interviews with female leaders in the aviation industry in Germany will be conducted to gather data to answer the research questions. The participants will be selected through purposive sampling, based on their experiences as female leaders in the aviation industry. The interviews will be semi-structured, allowing for a flexible and exploratory approach to gather in-depth and rich information from the participants.

Data Analysis

The data collected from the interviews will be analyzed using a thematic analysis approach. Thematic analysis involves the identification, coding, and interpretation of patterns and themes that emerge from the data. It aims to identify the key topics and issues that are important to the participants, and to provide a detailed understanding of these topics and issues. In the context of the study of female leaders in the aviation industry, thematic analysis could be used to identify and analyze the themes that emerge from the in-depth interviews. For example, the researcher could identify and analyze themes related to the challenges that female leaders face in the aviation industry, the strategies they use to overcome these challenges, and their perspectives on the role of gender in leadership. The researcher could also use thematic analysis to identify patterns and themes related to the experiences of female leaders in the aviation industry more broadly, such as the impact of organizational policies and culture on gender diversity, and the role of mentorship and networking in supporting the advancement of female leaders.

Conclusion

The study aims to explore the experiences and perspectives of female leaders in the aviation industry in Germany through qualitative methodologies. To achieve this, the researcher will conduct in-depth interviews with a sample of female leaders working in the aviation sector in Germany. In-depth interviews are a qualitative research method that allows the researcher to gather detailed and rich information from participants through a semi-structured interview. Thematic analysis will be used to identify patterns and themes, and interpret the findings. The findings will then be used to answer the research questions and draw conclusions about gender-based issues and attitudes towards female leadership in the aviation industry in Germany. This approach will provide the researcher with an opportunity to gain a comprehensive understanding of the challenges, opportunities, and experiences of female leaders in the aviation industry. The findings of this research will contribute to the existing body of knowledge on gender diversity and leadership in the aviation sector, and provide valuable insights for organizations and policymakers looking to promote gender diversity and equality in the industry.