More diversity at the top in aviation – MHC
An annual report on gender and diversity in the aviation sector from law firm Mason Hayes & Curran (MHC) shows what it describes as “renewed progress”.
The survey of 100 professionals in the industry finds that more organisations are achieving balanced representation at board and senior-management levels.
MHC adds, however, that inclusion and career progression continue to lag behind, and many companies have scaled back formal diversity, equity, and inclusion (DEI) programmes.
‘Modest improvement’
This year marks the tenth year of the survey, which MHC began to highlight the under-representation of women in senior aviation roles and to track how the sector has evolved.
The firm says that the overall diversity profile of the general aviation workforce shows “modest improvement”.
Two-thirds (66%) of respondents reported that over 30% of their employees identified as female or part of a minority group – up from 59% last year.
MHC says that leadership diversity has improved after years of decline, yet participation by ‘minority’ groups has fallen.
The survey finds that the percentage of respondents identifying with at least one minority group has fallen by ten points since last year to 25%, reversing gains since 2021.
Nearly a quarter (24%) of companies have achieved the generally accepted target of 30% diversity representation at senior executive level – up from 17% of firms in 2024.
Board-level representation has also improved; 19% of companies report more than 30% diversity on their boards – up from 10% last year.
‘Pipeline under pressure’
MHC says, however, that these senior-level gains have not extended through the pipeline.
While nearly three-quarters (72%) of organisations reported internal promotions, only two in ten (20%) said that men and women were promoted in equal numbers. That figure stood at 31% last year and peaked at 35% in 2019.
Christine O'Donovan (aviation partner, MHC) said that progress towards significant gender and diversity representation at senior levels across the industry had not yet reached the wider workforce.
DEI training
“The pipeline remains under pressure and, without stronger internal structures, gains at the top will not hold. Real progress depends on open promotion practices, clear accountability for progress and leadership that builds inclusion into every level of decision-making,” she stated.
One-third of respondents said that their organisation had a formal DEI committee – down from 38% in 2024 and continuing what MHC describes as “a steady four-year decline”.
The survey shows that 7% of companies have scaled back or ended DEI training programmes in the past year, and 5% have rebranded or reframed them.