Page 29 - InterPilot 2020 Issue 1
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IFALPA.ORG PAGE 29
to encourage women to thrive and seek promotion. Not enough Female Pilots further their careers and
It has been demonstrated that a diverse team is become Captains, and even fewer join the training
a more effective one, so there are benefits for departments, or leadership roles in general.
airlines to encourage women to progress. We also
believe that positive and visible role models of all How did you get involved in the FPWG and how
ages and genders should be promoted and are does global pilot solidarity play out in the context
important to demonstrate to younger generations of female pilots?
that aviation is a career possibility regardless of
your gender. In the UK, BALPA advertised the group to its’ female
members and after an initial application where we
Do Female Pilots choose family life over career had to demonstrate our passion for highlighting
progression? The answer is possibly, but ultimately those issues which most affect Female Pilots,
this should be an individual choice. We believe it three of us were then chosen to represent the UK
is time for airlines to become more family friendly in the FPWG. It is great to have the support from
and adapt their policies to enable family life as well other Female Pilots and more importantly, we are
as career progression. Returning from maternity finally having global conversations about issues
leave may expose vulnerabilities if they are not that affect Female Pilots, not just in the UK but all
supported through appropriate training packages. around the world. These include, gender diversity,
Understandable loss of flying skills when having a under representation in training roles and on
family should be realistically addressed to allow member associations, lack of mentoring, seniority
pilots to re-skill on returning to work to prevent a and pay equity. The IFALPA FPWG Position Paper
spiral of performance versus confidence. is a first step in addressing these problems and
with hard work and determination from the FPWG
In your opinion, are there any links between members we will develop practical solutions and
technical/safety issues and the experience of hope to raise awareness globally.
female pilot? How could improved conditions for
female pilots affect safety culture and/or CRM? How do you think the Female Pilots’ Working
Group will influence IFALPA work and how will a
Female Pilots are taught to deal with safety and stronger focus on female pilots help to enhance
technical events just like any other Pilot and the IFALPA’s mission.
required competencies need to be demonstrated
during simulator training sessions and on line The FPWG is a great initiative which IFALPA have
checks – regardless of gender. In any industry that organised with the help of various member
has a significant gender gap, as with the aviation associations from all over the world. Its formation
industry, females often feel pressure to prove has been welcomed within the pilot community, by
themselves more than their male colleagues and both male and female pilots. We have experienced
are inherently more visible and vulnerable to a lot of support from BALPA, our pilot association
criticism. Consequently, female pilots might apply and from our colleagues.
a more cautious approach in their operation. In
today’s world where Startle Effect Management is We hope that the group will raise issues and find
an important factor in a successful event outcome, solutions that improve diversity, collaboration
a more cautious and methodical approach to and safety within the member countries. Open
technical or safety events could be advantageous. dialogue that involves all parts of a community
promotes communication - a vital competency in
Even though ability and competencies are often our industry.
high, a theme has emerged from the FPWG
meetings on the topic of confidence, or should we We would like to see our working group initiate
say lack of. This issue could stem from not having regional working groups in order to reach out to
enough female role models or mentors in senior more of our fellow colleagues and to provide them
training roles within airlines who could support with mentoring, support and career progression.
and encourage Female Pilots to progress in their
career.
