Ireland’s aviation industry continues to grapple with diversity and gender equity issues, particularly in leadership roles, according to our ninth annual Gender & Diversity in Aviation survey.
The latest data reveals a stubborn lack of progress despite significant efforts by industry associations to highlight this issue. More than half of respondents reported no improvement in diversity at C-suite (52%) or board level (54%) over the past year.
Only one in ten boards (10%) in the aviation industry meet the commonly accepted diversity threshold of 30% female or minority representation, a marginal increase from 9% in 2023. Representation at C-suite level has declined from 20% to 17% year-on-year.
Christine O’Donovan, Aviation & International Asset Finance Partner, said: “With diverse leadership, companies gain a competitive edge in an increasingly global market and without it, they risk losing this edge. The business case for diversity is clear. Companies with varied perspectives at the top are better equipped to innovate, adapt to change, and serve diverse customer bases."
The survey highlighted a drop in the number of organisations with dedicated Diversity, Equity and Inclusion (DEI) committees, down to 39% from 43% last year. This continues a downward trend from 51% in 2021. Despite this, more than two thirds (67%) of organisations without a DEI committee believe they would benefit from establishing one.
Christine O’Donovan commented: “The disconnect between awareness and action on diversity poses a critical challenge. There is a high level of awareness of the need for gender equality and equity amongst the community. However, without a deliberate effort to close the gap from knowledge to real action and change, the aviation sector runs the risk of failing to attract talent into the sector. Without a concerted effort, the aviation sector risks missing out on the proven benefits of a diverse and inclusive leadership team, from enhanced decision-making to better financial performance.”
She continued: “To achieve meaningful change, organisations should set measurable diversity targets across all levels from graduate programmes to the C-Suite. We should all start from the same position and have equal access to incremental career advancement. Establishing a DEI committee can be an effective way to embrace and support DEI initiatives, monitor progress and ensure accountability. Implementing targeted recruitment initiatives and addressing unconscious bias in hiring and promotion decisions are also important considerations.”
Work-life balance remains the biggest challenge to career progression for women and minority groups, cited by four in ten respondents (40%). This issue has consistently ranked as the top barrier throughout the survey’s nine-year history, highlighting a pressing need for systemic and cultural change.
"If the industry is serious about transforming its leadership landscape, companies must go beyond surface-level initiatives."
However, there has been a significant shift in the reasons for changing employers. The proportion of individuals leaving for financial incentives has dropped from 26% to 8% year-on-year. Lack of opportunity is now the primary reason for job changes, rising from 25% in 2023 to 30% in 2024.
Christine O’Donovan noted: "The findings reflect a broader industry trend where promotion opportunities outside existing employment are often preferred over internal promotion particularly where the internal route is opaque. Companies that offer clear, attainable career pathways and manage to adapt to the changing expectations of employees are better positioned to attract and retain top talent in the current competitive landscape.”
While 84% of organisations saw promotions in 2023/2024, only 31% reported an equal number of men and women being promoted – a modest 1% increase year-on-year.
Christine O’Donovan concluded: “If the industry is serious about transforming its leadership landscape, companies must go beyond surface-level initiatives. Legislation such as the Corporate Sustainability Reporting Directive and the EU Directive on pay transparency, which has a June 2026 deadline, will increase levels of transparency and evolve into a framework for action and compliance. In advance of such deadlines, the industry would benefit from creating pathways and access for diverse talent ensuring balanced representation at all levels and also seeking and working towards embedding a culture of inclusivity and equity in the core of executive leadership.”
The survey was conducted during the summer and early autumn of 2024, with more than 120 industry professionals.
Read more about our findings on the Business Post (behind paywall) or Irish Legal News. For more information and expert advice on any of the topics covered in the report, please contact a member of our Aviation & International Asset Finance team.
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