ABSTRACT
The study is anchored on the United Nations Sustainable Development Goals 2030 specifically goal number 5 (SDG 5) which promotes Gender Equality. SDG 5 clearly stipulates to ensure inclusive and quality education for all and promote lifelong learning. The Philippine State College of Aeronautics, a pioneer in public education in aviation is mandated to “provide professional and advanced technical and technological instruction and training in the preparatory field of aeronautics and the liberal arts courses” as per RA 7605 (Sec2). Further, PhilSCA believes that academic institutions are catalyst of change: economically, morally, spiritually, and physically to transform and develop the entire community in which it exists. This mandate includes all man regardless of their gender. The study is also anchored on global driver of connectivity and economic growth, as the aviation industry today is not immune to the challenges brought by invisible disruptions such as pandemics, climate change, technological shifts, and systemic inequalities. These disruptions, though less visible compared to operational or infrastructural crises, have profound implications on workforce diversity, inclusivity, and resilience. This study explores strategies for sustaining a gender-responsive aviation industry that ensures equitable participation of women and other marginalized groups despite these emerging challenges. Anchored on the principles of Gender and Development (GAD), the research examines existing policies, workplace practices, and leadership frameworks within aviation organizations, and evaluates their capacity to withstand invisible disruptions without compromising gender equity. Through a mixed-method approach, the study gathers insights from industry stakeholders, regulatory agencies, and academic institutions to assess current gaps and opportunities. Findings underscore the need for strengthened gender mainstreaming, inclusive capacity-building programs, and adaptive governance models that integrate both equity and resilience in aviation management. Ultimately, the study argues that sustaining a gender-responsive aviation industry requires not only compliance with gender policies but also the proactive cultivation of a culture of inclusivity, innovation, inclusion and adaptability in the face of unforeseen disruptions.
Keywords: Aviation, Diversity, Inclusive, Gender Balance, Disruptions
INTRODUCTION
The aviation industry has long been recognized as a male-dominated field, with women and gender minorities facing challenges in representation, participation, and leadership. While progress has been made in promoting inclusivity, recent years have highlighted a new dimension of challenge: invisible disruptions. These are not always sudden, tangible crises like accidents or economic recessions, but rather subtle, ongoing disruptions such as systemic gender biases, cultural barriers, unequal access to training opportunities, mental health strains, and the hidden impacts of global crises (e.g., pandemics, geopolitical tensions, or climate change). Addressing these disruptions is vital to sustaining a gender-responsive aviation industry that fosters inclusivity, resilience, and equity.
Understanding invisible disruptions in aviation requires looking into the systemic and often hidden challenges that disproportionately affect women and marginalized genders in the industry. Persistent cultural notions continue to reinforce the idea that aviation careers are primarily for men, limiting the availability of mentorship and role models for women. Workplace inequalities also remain evident, as unequal access to training, promotion, and leadership opportunities continues to hinder career advancement. Additionally, the disproportionate impact of family-care responsibilities on women further exacerbates these challenges.
Beyond workplace structures, psychosocial and mental health issues play a significant role. Stress, fatigue, and burnout are common experiences in aviation, yet these are often unacknowledged, particularly among women who balance multiple roles. Hidden disruptions also emerge during global crises. For instance, pandemic restrictions not only led to professional setbacks but also increased the burden of home responsibilities for women in aviation. Similarly, the ongoing transitions brought by climate change, automation, and artificial intelligence are creating new skill gaps. Without gender-responsive planning, women may face further exclusion from emerging opportunities in the sector.
The need for gender-responsiveness in aviation has therefore become urgent. It ensures equitable access to training, employment, and leadership for all genders, while also strengthening the resilience of the aviation workforce by drawing on diverse perspectives. This aligns with global frameworks such as the ICAO Gender Equality Programme, the United Nations Sustainable Development Goal 5 (Gender Equality), and the Philippine Magna Carta of Women.
To sustain gender-responsiveness amidst invisible disruptions, several strategies can be employed. Policy and institutional support is critical, including the enforcement of gender-sensitive policies that address discrimination, harassment, and unconscious bias, as well as the integration of gender analysis in aviation planning, budgeting, and training programs. Capacity-building efforts must provide equal access to technical, managerial, and leadership training while adopting flexible modalities to accommodate diverse life situations. Mentorship and networking initiatives are also essential, such as establishing women-in-aviation mentorship systems, building cross-gender networks, and supporting the visibility of successful female leaders in the industry.
Furthermore, health, safety, and well-being measures must address psychosocial risks by acknowledging stress and fatigue and ensuring accessible mental health support tailored to gender-responsive needs. Technological and organizational adaptation is also necessary, particularly through the use of digital tools to democratize access to training and professional development, as well as inclusive upskilling programs to address disruptions brought by automation and AI. Monitoring and accountability mechanisms, such as gender audits and linking gender equity progress to organizational performance metrics, will further ensure meaningful progress.
Case insights highlight both local and international best practices. In the Philippines, Gender and Development (GAD) initiatives in aviation education have begun integrating gender perspectives into curriculum and training. On a global scale, the International Civil Aviation Organization’s (ICAO) Next Generation of Aviation Professionals (NGAP) initiative serves as a model for promoting equal access to aviation careers. Together, these insights underscore the importance of building a gender-responsive aviation industry that can withstand invisible disruptions while ensuring inclusivity, resilience, and sustainability.
According to Arpad Szakal (2020), gender diversity continues to be a hot topic in the aviation industry. Aviation is working to achieve gender balance across the sector. However, the industry is aware that work is still needed to encourage balance in technical areas such as engineering and flight crew.
In a report by the International Air Transport Association (IATA) which represents 290 airlines, the proportion of women holding C-level roles in the industry is just three percent. For some businesses it’s a matter of regulatory compliance or corporate social responsibility; others regard it as a key source of competitive advantage. The aviation sector, however, continues to have one of the poorest gender balances. The lack of females is particularly apparent at leadership level.
For Carol Anderson (2020), some of the main obstacles aspiring female leaders face include bias as well as assumptions about women`s interests and capabilities. Gender stereotypes also have a major impact on women’s career progression. As an example, care and empathy are typically described as feminine traits, while competition, confidence, and assertiveness are often viewed as masculine traits. When female leaders exhibit some of the latter, they are often criticized or viewed unfavorably. This can make it challenging for women to fit into the exact parameters expected of them without being seen as overly aggressive.
Prioritizing women and girls will fundamentally drive better and more sustainable development outcomes for all, support a more rapid recovery, and place the world back on track to achieve the Sustainable Development Goals.
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