Empowering Diversity: Women’s Voices in Aviation and Beyond

The struggles are real.  In the realm of aviation, discussions on gender diversity often centre around women’s representation in the industry. However, a deeper examination reveals that the issue extends beyond gender alone. The concept of intersectionality emphasizes the interconnected nature of various social identities and how they intersect to shape individuals’ experiences and opportunities. In this context, focusing solely on women overlooks the diverse challenges faced by women of different backgrounds, including race, ethnicity, class, and more. Megha Mary Mathews, Editor of Aviation 360 explores commentaries of women from various aviation background on the importance of recognizing intersectionality at work and why a broader approach is essential for achieving true diversity and inclusion.

Tatevik Revazian​​​​, SVP Growth, Osprey Flight Solutions

“In a world where the challenges of motherhood are often portrayed as hindrances to female leadership in the aviation industry, my journey stands as a testament to challenging and reshaping this conventional thinking. During my tenure as the Director General of the Armenian Civil Aviation Authority, maternity leave afforded me a unique opportunity to step back from day-to-day operations and engage in strategic thinking. This enabled me to fulfil my commitments and significantly improve air connectivity in Armenia, resulting in one of the fastest-growing passenger rates today. Contrary to popular belief, motherhood hasn’t hindered my effectiveness; rather, it has sharpened my leadership skills and increased my efficiency. Each moment away from my children serves as a reminder of the importance of my professional endeavours, motivating me to dedicate myself to the meaningful task of enhancing overflight risk management at Osprey Flight Solutions.”

Marian Escribano, Communications & Marketing Director, Crisalion Mobility

“At CRISALION Mobility we are not only building the mobility of the future, but also upholding ethical values that steer and motivate us on our path forward. We believe in diversity and inclusion, but most of all, we believe in passionate people, no matter what their gender or status. These are changing, exciting times in the mobility sector and specially for women in aviation;  and we need to draw on all the talent we have, both current and future. We are committed to encouraging new generations of women to pursue careers in aviation and to fostering talent in the industry. Our unwavering belief in equal opportunities inspires us to work tirelessly to create a diverse and inclusive environment where everyone can grow and excel. Companies have a duty to promote gender equality in the workplace, but we must also focus on intersectionality to build fairer, more inclusive work environments, strengthening the corporate culture and delivering a more robust, sustainable performance.”

Ms. Noora Belselah, Project Director, Royal Jet Group

“The key message here is to never let anyone dissuade you from pursuing your goals as a woman, regardless of cultural barriers or gender stereotypes. With determination and a clear vision of what you want to achieve, coupled with the support of leadership, there’s nothing that cannot be accomplished. Success is not determined by gender; it’s about individual commitment and effort.

It’s natural to encounter obstacles along the way, but the strategy I always recommend is to give your best effort. History has shown time and again that women are more than capable of thriving in leadership roles and making significant contributions.”

Juliet Thomson, Chief People Officer, Menzies Aviation

“Improving gender diversity in the aviation sector is fundamental to the success of the industry. However, focusing solely on gender overlooks the intricacies of identity and the varied experiences that have the potential to benefit the aviation industry as a whole. Our people are at the heart of our business, and we want everyone to experience equity of opportunity, to feel respected and supported to learn and develop, and to be able to be themselves.

We’re committed to improving our policies, practices, and employee experiences to make this a reality. Our Allyship campaign is helping to make Menzies a more inclusive, diverse, and equitable company; we’re enhancing our maternity, paternity, and adoption policies; and implemented inclusive hiring and promotion practices. This includes building diversity metrics focusing both on gender and other underrepresented minority groups in our talent review process, making our application process more accessible and ensuring that all communications reflect the diverse communities and locations we operate in. We’re investing in our development offering, ensuring that we are supporting our people regardless of their background or identity, to succeed.

By recognising and addressing diversity at work, we aim to create a more inclusive environment that values the unique perspectives and contributions of all individuals. It’s not just about focusing on gender; it’s about embracing diversity in its entirety and ensuring that everyone has equal opportunities to thrive. Only by embracing this can we truly foster an inclusive workplace where every voice is heard, and every person is valued.”