“Adhering to DGCA guidelines on gender equality can ensure more women in the aviation workforce,”
The
Office of the Director General of Civil Aviation (DGCA) issued a
circular in June 2024 advising all stakeholders in
the aviation industry to increase the number of women in
various positions by 25 per cent. This initiative is timely, considering the
recent efforts by the regulatory body to promote women’s enrolment in
various jobs, including pilots. In 2023, a total of 1,622 commercial pilot
licenses were issued, of which 294 were issued to women (18pc of the
total). At present, women pilots make up approximately 14 per cent of
the total flight crew strength employed by various Indian scheduled and
non-scheduled operators.
On Independence Day, various industry leaders
are extending their commitment to support India’s initiatives to
promote more gender-inclusive aviation ecosystems. They
emphasise that increasing the representation of women in
the aviation workforce requires more leadership and
mentorship programmes. It is vital to address stereotypes
and gender bias and promote a better work-life balance
for women employees.
Jaideep Mirchandani,
the group chairman of global aviation major
Sky One, echoed this view, stating that encouraging gender equity
in STEM (Science, Technology, Engineering and Mathematics) fields will inspire more women to
explore opportunities in industries like aviation which
have been traditionally male-dominated.
“Developing partnerships with
educational institutions and training institutes will help bring more women into aviation.
We also need supportive workplace policies and practices to promote gender equality in
the sector, as suggested by the DGCA.
This includes strict monitoring of gender ratios
of various companies to identify gaps in diversity, ensuring equal
representation of women while
recruiting personnel for new positions and providing allowances and maternity
leave as per prevailing rules,” says Mr Mirchandani.
To promote a suitable work environment
for women, the DGCA directive also seeks the implementation of
strategies to minimise bias. “The HR policies must also be devoid
of gender pay gaps. There should not be any disparities in
compensation plans either. Flexible work hours and
job-sharing can improve the work-life balance and job satisfaction
among women, which will help in retaining the existing female workforce.
There should also be clear-cut policies to address any sort of harassment at
workplaces,” adds Mr Mirchandani.
Mentorship and sponsorship programmes,
he says, will empower women with the skills and knowledge to
advance their careers. “Women in aviation bring unique
perspectives and diverse skill sets to the table. Though the path
to gender parity is a continuous one, with sustained efforts and
favourable policy decisions, we can expect to see more women thriving
in various roles in aviation in the coming years,” concludes Mr Mirchandani.
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