SO YOU WANT TO Millennials (current age 24-38) make up roughly half of the current workforce, with an expectation it will be nearly 75% in 2030. Women make up 47% of the workforce in the US, with similar numbers across Europe. Yet, Millennials are not entering the aviation workplace in the record numbers we need, and women still represent less than 10% of leadership in the industry. With pilot shortages forcing compensation sky-high and corresponding deficits with mechanics in the pipeline, companies need to think outside of the box about their labor force. Many will have to make adjustments to survive. These come in the form of leadership, culture and communication.
By Rene Banglesdorf Many aviation companies around the world are beginning to feel the sting of a skilled labor shortage— and that means aircraft owners and operators may need to rethink their practices for attracting, hiring, retaining and promoting great candidates. Looking around conferences and industry events, the predominant representation is “pale, stale and male,” according to a female friend in the industry. In short, our talent pool is aging white men, and as retirement looms for many, that pool is shrinking.
Company leaders need to understand the benefits and promote the benefits of having a diverse workforce. Diverse backgrounds, education, ages and genders brings more perspective to the table, often driving innovation and creative problem solving. Candidates look for role models and potential career paths. If they don’t see anyone who looks like them in a leadership role, they may choose a company where they can better envision themselves developing. Furthermore, investors are increasingly demanding diversity at the executive and board level as an indicator of a healthy organization. Government entities in Europe and California are pressing for better representation of women on boards, which is turning the tide toward developing and hiring diverse leaders. Good leadership drives results and a sense of community. Employees want to enjoy their work and their workplace. This is where efforts both small and large are important. The little things that mean a lot are celebrating personal accomplishments, like birthdays, graduations and marathon completions—or giving everyone an afternoon off after a particularly hard-fought deadline.
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