Board or C-suite level diversity is declining across the airline industry

According to a survey by the law firm Mason Hayes & Curran LLP, diversity at the board or C-suite level has decreased across all airline companies in recent years.

The report revealed that 17 percent of employees at the C-suite or board level identify as female or as a member of a minority group.

This marks a decline from the 22 percent peak recorded in 2020, which was still below the widely accepted 30 percent threshold.

The report, conducted this summer, also showed that 46 percent of respondents had seen no improvement in diversity at the C-suite level in their organizations over the past year.

Another 47 percent reported no changes at board level.

Christine O’Donovan, chair of Mason, Hayes & Curran, said she was “very concerned” about the slow pace of change in the airline industry.

“Corporate policies and procedures on issues such as equal opportunity for hiring and promotion and non-discrimination are standard and necessary, but they should not wither and gather dust,” she said.

In addition to the gradual decline in diversity, the report also noted a decrease in the number of aviation organizations with a diversity and inclusion committee. Half of the companies surveyed had set up a group in the past year, but this dropped to 41 percent of respondents in 2022.

However, companies recognized the potential benefits of introducing such a committee, with two-thirds of the professionals surveyed saying their organization would benefit from a diversity and inclusion team.

“A simple and effective tool to address gender is to establish diversity and gender committees with real power and authority to effect change,” said Ms. O’Donovan.

She added that serving on a committee with no real power within an organization is “frustrating and unfulfilling.”

In addition, almost half of the respondents indicated that their organization had not carried out an analysis of the gender pay gap in the last 12 months. Only 11 percent said such an analysis was completed, while 41 percent did not know if an analysis was completed.

“Organizations should also consider conducting a gender pay gap analysis, sharing the results with employees and stakeholders and taking immediate action where necessary to achieve pay parity for specific grades,” added Ms. O’Donovan. Board or C-suite level diversity is declining across the airline industry

Fry Electronics Team

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