Women Mentorship and Leadership in Aviation

Questionnaire and Rationale

Questionnaire

1) Can you tell me about your background and how you first became involved in the aviation industry?

a) (If the participant has not discussed her own cultural background, bring this up to obtain more information on the person’s own culture by asking): What is your culture or ethnicity in relation to others in the aviation industry in which you work?

b) (If the participant has discussed her own cultural or ethnic background, dig a little deeper by asking): What are some significant signs or ways that you might demonstrate or manifest your own culture or ethnicity within the industry on a day-to-day basis?

Rationale: This question aims to understand the respondent\\\\\\\'s personal journey and experiences in the aviation industry. This could provide insights into any potential barriers or facilitators they encountered, which can be cross-checked with literature about common experiences of women in the industry. Understanding the participant\\\\\\\'s journey into the aviation industry helps to understand the diversity of pathways into the aviation field (Marete et al., 2022).

2) In your experience, can you describe any gender-based challenges or issues that you have faced as a female leader in the aviation industry?

Rationale: This question directly addresses gender-based challenges in the aviation industry, a common theme in the literature and will give access to firsthand accounts so as to ascertain the applicability of the documented challenges (Neal-Smith, 2016; Yan?ko?lu, et al., 2020).

3) How have you navigated these challenges, and what strategies have you found to be effective in overcoming them?

a) (follow-up): Is work-life balance important to you?

b) (follow-up): Is work-life balance a problem for you? If so, why? If not, why not?

c) (follow-up): Do you feel supported in terms of having a strong network of allies in the industry or outside the industry?

Rationale: This question is important to understand the coping mechanisms and strategies used by women in the industry to overcome gender-based challenges, as identified in research by Jogulu and Franken (2023). Answers may be helpful in highlighting strategies used to navigate gender-based challenges and may provide evidence for the effectiveness or inefficiency of methods discussed in the literature

4) Have you noticed any differences in the challenges or issues faced by female pilots versus female executives or leaders in the aviation industry?

a) (If not, skip question 5)

b) (If so, ask the participant for a description of these challenges or examples that they have witnessed or heard about)

Rationale: This question is asked to examine if there are differences in the experiences of women depending on their roles within the aviation industry. This question aims to distinguish the differences in gender-based challenges faced by women in different roles within the industry (McCarthy et al., 2015; Sobieralski & Hubbard, 2019).

5) What do you think are the main drivers of gender-based challenges or issues in the aviation industry, and how can they be addressed?

a) (Follow up with an inquiry into whether the participant believes culture affects these drivers): Do you feel that culture is an aspect of these challenges? If so, how?

b) (Ask for an example): Can you give me an example?

Rationale: The purpose of this question is to gain insights into the perceived causes of these challenges, supporting or contesting the findings of previous research (Wilson, 2004; Smith, et al., 2021). It also provides understanding that may be used to develop solutions, which may confirm or challenge the recommended strategies found in existing research.

6) Can you describe any instances where you felt your gender had a positive impact on your leadership style or approach?

Rationale: This question serves to highlight the potential advantages of female leadership in the aviation industry. It tests the hypothesis that certain leadership styles or approaches are positively associated with gender. It is intended to explore the potential advantages of being a female leader in the aviation industry, aligning with literature on unique female leadership qualities (Prime et al., 2008).

7) What attitudes towards female leadership have you observed or experienced in the aviation industry, and how have they influenced your career?

a) (follow-up): Do you feel that women are invisible as leaders in this field?

b) (follow-up): Can you think of any examples of visibility or invisibility that you have experienced directly or indirectly?

Rationale: This question explores the attitudes towards female leadership in the aviation industry. It is based on literature that documents bias and stereotypes against women leaders. The answers can provide evidence on whether these attitudes continue to persist and influence women\\\\\\\'s careers. Literature suggests that attitudes towards women in leadership positions can have a significant impact on their careers (Jogulu & Wood, 2008). This question aims to corroborate or challenge these findings.

8) Have you noticed any cultural differences in attitudes towards female leadership in the aviation industry, either within Germany or across different countries?

Rationale: This question is designed to understand the cultural nuances of attitudes towards female leadership in the aviation industry. It is rooted in the literature that suggests cultural variations in gender roles and leadership acceptance (Moghadam, 2003). Overall, it acknowledges the cultural variations in attitudes towards female leadership (Monsees et al., 2022).

9) What steps do you think can be taken to promote greater gender diversity and inclusion in the aviation industry?

Rationale: This question seeks suggestions on promoting gender diversity and inclusion, a major theme in the literature. It provides an opportunity to compare the strategies proposed by the participants with those recommended in the existing research. Participants\\\\\\\' perspectives on promoting diversity and inclusion can be compared to existing literature (Seligson, 2019; Lutte, 2019).

10) What advice would you give to other women who aspire to leadership roles in the aviation industry?

Rationale: This question is to gather wisdom and advice that can be shared with other women considering leadership roles in the industry, in line with research on gender and mentorship (Lee et al., 2020).

11) What do you think are the key competencies or skills required for leadership in the aviation industry, and how do these differ for female leaders compared to male leaders?

Rationale: This question relates to research on gender differences in leadership competencies (Anderson, 2009). It aims to identify the skills and competencies necessary for leadership in the aviation industry, supporting the exploratory aim of this study.