航空航天领域女性的领导障碍

Lift off toleadership Advancing women in aerospace andaviation Contents 3 6 Introduction Executivesummary Foreword 19 13 9 A differing viewofprogress A shift inwhatmatters A challengingdailyexperience 22 30 25 Building a cultureofadvocacy Acknowledgments Recommendations Foreword Welcome to the second edition ofLift Off to Leadership, a study byOliver Wymanand the InternationalAerospace Womens Association (IAWA).This report explores the leadershipexperiences of women in the aviationand aerospace industry, focusing onthe persistent challenges they face inadvancing to leadershiproles. aviation and aerospace and to provideguidelines for achieving lasting,meaningfulchange. which is limiting both innovationcapabilities andgrowth. DebraSantos Our first report in 2021 offeredvaluable insights into the differencesin leadership experiences of womenand men in aviation and aerospace. Italso examined the barriers that hinderwomen from being considered for moresubstantial and challenging roles. In thisupdate, based on our latest survey ofabout 250 industry leaders globally, werevisit key findings and explore changesthat have occurred in recentyears. President 2025,International AerospaceWomensAssociation Now more than ever, it is essentialfor the industry to confront andovercome the full spectrum of barriershindering women’s advancement. Theindustry must leverage the competitiveadvantages offered by a diverseworkforce to enhance its ability tosurvive, thrive, and manage risk in anincreasingly complexenvironment. For decades, the aviation and aerospacesector has struggled to attract andretain employees from diversebackgrounds. Beneath this well-knownchallenge lies an even deeper issue:the significant underrepresentationof women in leadership positions.This disparity is both alarming andenduring, highlighting the need forimmediate and sustained action.1Thiscall for action is made more urgent bya worldwide industry talent shortage, MaritaLintener President 2026,International AerospaceWomensAssociation We hope that you find this reportthought-provoking and welcome yourcomments. We thank all of the womenand men from around the world whoparticipated in the survey, and thewomen who generously shared theirpersonal and professional experiencesduringinterviews. The goals of this study remain the same:to drive action that ensures womenare recognized, valued, retained, andpromoted equally alongside theirmale colleagues. The report seeks todeepen the understanding of systemicfactors affecting women’s careers in L. OksanaBardygula VicePresident,OliverWyman Executivesummary To understand the barriers thathamper women’s progress in becomingaviation and aerospace leaders,Oliver Wymanand the InternationalAerospace Womens Association (IAWA)undertook a global survey of 250women and men in aviation leadershiproles and interviewed successfulfemale leaders. This research providedspecific insights into the disparateexperiences of women and men aseach group progresses through theiraviationcareers. Over the past few years, the aviationand aerospace industry2has seen anuptick in women helming airlines asCEOs (more than two dozen at lastreport — up from three in 2019). Butoutside of the top job, representationof women in senior leadership appearsto be static, at about 15%, compared to25% across global industries (and closerto 40% for industries that have madethe most progress).3 and inclusion. This gap in perceptionscontinues to throw up roadblocks towomen progressing in their careersand developing asleaders. A challengingdailyexperience Women are struggling with barrierssuch as implicit bias, negative careerexperiences, and male-focusedinfrastructure and cultural norms.Bringing women’s voices andexperiences into the developmentof workplace policies and gender-balance initiatives is crucial toreshaping cultures to make them morewidelyinclusive. More needs to be done for aviation toreach these levels of gender equalityand inclusivity. Most critically, at atime of economic and geopoliticaluncertainty and rapid technologicalchange, failing to attract and retaintalented women puts the industry atrisk of missing out on valuable skills andperspectives essential to itssuccess. A differing view ofprogress Men and women have differentperceptions regarding their careerprospects, as well as the industry’sneed for and progress in diversity Building a cultureofadvocacy Recommendations A shift in whatmatters Both men and women rated theimportance of flexible and remoteworking options more highly thanin our 2021 survey. This ties into agenerational shift now underway —starting with Gen Z and spreadingupward — where people regardless ofgender are demanding more work/lifebalance and focusing on careers thatalign with theirvalues. Based on the survey and interviewfindings, we have developed a targetedlist of recommendations for women,men, organizations, and the industrythat could help reduce barriers and clearthe path