The influence of structural barriers on representation of women in aviation Science, Technology, Engineering, and Mathematics (STEM) roles: A case of female Pilots at East African National Carriers

Abstract

Despite women's growing presence in various STEM fields, the aviation sector significantly lags behind, with 3.11% of engineers and 4.1% of pilots being women in airlines globally (ICAO).This research addresses structural barriers influencing the representation of women in aviation STEM roles, with a specific focus on female pilots at East African national carriers (Kenya Airways, Ethiopian Airlines, Rwanda Air, Air Tanzania, and Uganda Airlines). To delve into this issue, an investigation was conducted involving 116 female pilots, aiming to assess the influence of structural barriers such as inadequate flexible work policies, gender biases, work-related stress, and unfriendly maternity policies on women's representation in aviation STEM. To support its findings, the research drew upon three theories: the Glass Ceiling Theory, stereotype threat theory, and social role theory. An explanatory research design was adopted to determine causal links between structural barriers and the representation of women in aviation STEM. A census approach covered the entire target population of 116 female pilots and achieved a response rate of 90.5%. Data was collected through structured online questionnaires, providing invaluable insights into the challenges and perspectives of female pilots. The findings reveal that these barriers significantly influence the representation of women in the aviation industry. The coefficient of determination (R-squared) is 58.6%, revealing that the studied independent variables can predict 58.6% of the observed representation. Within East African national carriers, the percentage of female pilots varies, with Ethiopian Airlines at 5%, Kenya Airways at 7%, Rwandair at 10%, Air Tanzania at 15.8%, and Uganda Airlines at 8%. Overall, the representation of female pilots in these airlines is low, accounting for just 6.5% of the total pilot workforce. Valuable insights are provided into gender diversity in aviation and present concrete strategies to dismantle these structural barriers and drive lasting transformation. Higher gender bias is linked to reduced maternity policies and increased work-related stress, potentially hindering women's representation. Conversely, increased maternity policies are associated with decreased work-related stress, likely supporting women's representation. Furthermore, the presence of flexible work policies is correlated with more maternity policies, offering potential benefits for women in aviation STEM by creating accommodating work environments. These interconnections highlight the intricate dynamics influencing women's representation in aviation STEM. Furthermore, the research offers a set of practical policy and practice recommendations. Flexible work policies (β1 =0.086; p=0.043), designed to provide greater control over work schedules and cultivate a supportive culture, can substantially enhance gender diversity. Addressing gender biases (β2 =-0.209; p=0.004), entails implementing diversity and inclusion initiatives, training, and clear reporting mechanisms for harassment. To manage work-related stress (β3 = -0.079; p= 0.028), airlines should establish support mechanisms and explore flexible scheduling options. Additionally, friendly maternity policies (β4=0.192; p=0.005), should include provisions for dedicated alternative ground duties, flexible return-to-work options, extended maternity leave, and suitable accommodations to support female pilots during and after maternity leave. By implementing these recommendations, airlines can foster an aviation industry that is inclusive, which empowers women to excel in STEM roles.