Submission into Gender Equity Charter

A/AA has responded to the Australian Government’s consultation on the Gender Equity Charter for the Australian aviation sector and strongly supports its objective to advance gender equality across the industry.

You can review the Australian Government's details on the Gender Equity Charter on its website.

AVIATION/AEROSPACE AUSTRALIA SUBMISSION - GENDER EQUITY CHARTER FOR AUSTRALIAN AVIATION

Aviation/Aerospace Australia (A/AA) welcomes the Australian Government’s consultation on the Gender Equity Charter for the Australian aviation sector and strongly supports its objective to advance gender equality across the industry.

The aviation sector continues to experience significant structural imbalances, with women underrepresented, particularly in technical and operational roles, and a persistent gap in participation. Addressing these disparities is not only a matter of equity, but a strategic imperative for workforce sustainability, capability development, and long-term industry growth.

About A/AA

A/AA is a values-based, membership-driven, not-for-profit and independent association committed to supporting the long-term health and sustainability of Australia’s aviation, aerospace, and space sectors.

Led by a diverse Board with deep cross-sector expertise, A/AA is uniquely positioned to provide strategic insights across the aviation ecosystem. Our membership spans small and medium enterprises, major industry primes, airlines, and universities, collectively representing organisations that employ tens of thousands of aviation and aerospace professionals.

Established in 2010, A/AA has evolved into a leading national peak body, working collaboratively with government and industry to support, review, and reform Australia’s aviation landscape.

Women in Aviation/Aerospace Australia (WA/AA)

A/AA has demonstrated sustained leadership in advancing gender diversity through its Women in Aviation/Aerospace Australia (WA/AA) initiative. Over the past decade, WA/AA has played a critical role in fostering industry engagement on diversity and inclusion, and in developing evidence-based approaches to identifying barriers to participation and retention.

WA/AA provides a platform for connection, mentorship, and visibility, supporting women across all stages of their careers while also inspiring future generations to enter the sector. This initiative reflects A/AA’s commitment to driving cultural and structural change across the industry.

Barriers to the Pipeline

Evidence from A/AA’s Barriers to the Pipeline Research Project highlights the systemic and persistent nature of gender-based challenges in aviation.

The research demonstrates that while interest and passion for aviation remain strong motivators for women entering the sector, a range of structural barriers continue to constrain both entry and retention. These include:

• Male-dominated workplace cultures
• Implicit and explicit bias
• Limited workplace flexibility, particularly in relation to parental responsibilities
• A lack of visible career pathways and role models

Importantly, many respondents identified male-dominated industry norms as the most significant barrier, alongside reported experiences of exclusion and discrimination. These findings underscore that improving participation is not solely a pipeline issue, but one of workplace culture, retention, and progression.

Women in Aviation Industry Initiative (WAII)

Building on this work, A/AA is currently undertaking further research through the Women in Aviation Industry Initiative (WAII), supported by Australian Government funding.

Two national surveys conducted during the 2025-2026 financial year are examining how industry stakeholders, including employees, educators, and the broader community, perceive workplace culture and identify pathways to fostering greater respect and inclusion for women in aviation.

Findings from this research will be released in June 2026 and presented at a Government Policy Breakfast in Canberra on 2 July 2026. These insights will provide an important evidence base to inform the implementation of the Gender Equity Charter.

The Importance of Gender Equity

Improving gender diversity is essential to strengthening the aviation workforce. A more inclusive sector will benefit from an expanded talent pool, increased innovation, and improved organisational performance.

At a time when the aviation industry faces ongoing workforce shortages and capability challenges, attracting and retaining women across all career pathways—including leadership, engineering, and flight operations—is critical to building a resilient and future-ready sector.

A/AA supports the Charter’s emphasis on measurable targets, transparency, and cultural change. Key priorities should include:

• Addressing pay inequities
• Improving workplace flexibility
• Increasing visibility of career pathways and role models
• Embedding inclusive leadership practices

Implementation Considerations

A/AA supports the implementation of the Gender Equity Charter and is committed to contributing to its success.

However, we recommend that implementation be designed with consideration of existing regulatory and reporting frameworks, particularly to avoid duplication with requirements under the Workplace Gender Equality Agency (WGEA).

Effective implementation will require:

• Proportionate and streamlined reporting requirements
• Adequate timeframes for adoption
• Practical guidance and resourcing to support industry uptake

While A/AA is a relatively small organisation, we are committed to leading by example and aligning our practices with the intent of the Charter.

Further Engagement

A/AA stands ready to support the Australian Government through ongoing engagement, consultation, and industry coordination. As a respected national peak body, we are well positioned to facilitate direct engagement with industry stakeholders and contribute to the Charter’s successful implementation.