Underrepresentation Of Women

“The human race is a bird and it needs both its wings to be able to fly. And, at the moment, one of its wings is clipped we’re never going to be able to fly as high.”

Diversity is a must in all industries for it to be successful, various backgrounds bring various ideas and today we as a nation our overcoming our own prejudices. Whether we voice of prejudice’s or learn to work with them, it is important to come together to accomplish the mission. Particularly the aviation industry; it is important that aviators can work together, no matter the destination. Also, to bring more diversity to the aviation industry, since the pioneer years, it was common to see white American aviators in America, but now the aviation industry is expanding and diversity is growing in the industry and it is up to the aviators to encourage diversity.

By becoming flight attendants women were able to realize their dreams of working in the air and traveling the world without counter acting the idea that the cockpit was to advance for women. Many women who wanted to be able to fly around the world flocked to the idea of becoming flight attendants because the job promised exactly that. Flight attending was still considered a “Pink Collar Job” and there was an age limit for airhostess. This also shows that gender roles came into play with the changes from men to female flight

Over the past few decades, great strides have been made by women in the workplace. This increased number in women in the workplace does not mean equality however. Even with equal qualifications and achievements, women are still not given all the opportunities that men have. The chapter in the textbook, “Gender at Work”, shows us more of these inequalities in the workplace. Such inequalities cause gender segregation of jobs and can be linked with the pay inequality in the labor force. Even in jobs that are predominantly filled by women, men earn more than women. Women are often stereotyped as being family focused and not as able to travel, therefore they tend to get passed up for promotions (Garson p.353). This invisible barrier that keeps women from moving up the executive ladder is referred to as the “glass ceiling” (Baxter and Wright p. 346). Women also tend to do more domestic work, or unpaid labor and caregiving. This extra unpaid work is referred to as “the third shift” and is largely rested on the shoulders of women (Gersel p. 352). Consequently, this seems to be one of the biggest things holding women back from taking on jobs that are normally considered male

Gender discrimination has always been one of the most re-surfaced topics over decades when the big umbrella topic of Employment relations is brought up. For hundreds of years, women have taken one of the hardest challenges in life, to be recognised equally against men. For centuries, women were not given the same rights as men, nor were

As a child, Gail loved to visit the local airport. She earned her pilot’s license before she graduated from high school, and later she pursued a career in the military as a fighter pilot. In her military flight school class, Gail is one of only two females. Her skills at flying jet aircraft match those of her better male classmates. However, some of her classmates frequently make negative comments—for example, that women should not be allowed to fly as combat pilots. According to the textbook, these comments come from personal perceptions that are related to …

Paula Coughlin is an attractive female Naval Aviator and in 1992 there were only a hand full of female aviators, remember the first female aviators to join the navy were in 1974 and to date female aviators consist of 13%. This was, and still is, a male dominant work force. The problem has surfaced repeatedly as an organizational issue. More recently in 2012, news broke out about Sexual Assault scandal at Lackland Air Force Base basic training center. Just last year the director of the Air Force’s sexual assault and prevention program was arrested on suspicion of sexual assault (Winerp, 2013).

The United States roughly accommodates 4.5 percent of the world’s total population. Out of the 316.1 million people that live in the United States around 14.2 percent (44.9 million) of these people are deemed black or African-American. The United States has less than 1 percent (less than 3.16 million) of its total population in the military currently. In the United States Air Force there are 312,453 active duty military personnel with 14 percent (43,743) being black or African-American, but out of all the active duty there are 62,349 members with an officer rank according to the Air Force military demographics as of Sept 30, 2014. Out of those 62,349 officers, 13,303 are currently pilots; however, from the 13,303 pilots there are approximately 300 (around 2.2 percent) of them being black or African-American. Obviously, the question that begs to be asked is: why? Why are certain careers fields in the military, in this case aviation, disproportionate in their racial content? There are many political, sociological, and scholarly examples to answer this question. It can vary from those that look at social aspects for causation to those that blame the disparities that racism is still at hand contributing to the dearth of black aviators. But the one feature that appears to be common is the emphasis on the concern of race, because when debating the racial discrepancies in the military with regards to promotions, opportunities, and the like, it

After all analysis done, discussed and mentioned above, it is recommended to Bombardier develop a specific program related to people to better distribute its board of employees equally between the female and male genders. As we could observe in its employee KPIs 80% in average of the total employees is men. This behaviour also is reinforced in the management positions too.

In reference to social responsibility, Qantas has displayed a strong emphasis on gender equality. Their workforce consists of 40.6% female employees displaying an impressive ratio for a business in a field with generally a more patriarchal dominated industry. This point is even further embellished by the representation of females in high executive roles, for example through interaction with Chief Pilot Sutton, a female who is currently employed under JetStar, who quoted “Qantas is a workplace where woman can thrive, grow & lead to their greatest potential.” The statistics provided above have further demonstrated that these statements were put into action.

Women and minorities are being seen inferior to the white male; this is happening especially in the workplace. Men usually get the promotion or in some cases hired for the position rather than a women. According to Charles Phillips, a former training manager at Boeing, comments that when it was time to allocate annual raises, there is no way to resolve the fact that men made the most and women and minorities made the least in the same job category. Charles Phillips also added that it is depressing to figure out how to bring the women up, but at

In this section, there are two different case studies which is Lloyds Bank Group and the Deloitte. These two cases indicated that how the companies have been confronting the gender issues, while carrying the employee selection function and to what extent the female has been successful in ensuring the desired objectivity.

Female pilots’ underrepresentation on flight deck have made newspaper headlines and research paper titles recently. Not long ago, researchers in the United Kingdom (UK) and the United States have found several barriers contributing to this underrepresentation (McCarthy, Budd and Ison, 2015). This phenomenon has manifested itself through the number of women pilots the airline hired and the number of female pilots worldwide. A recent study conducted in the British Airways showed that there were roughly 130,000 airline pilots in the world

This paper explores various facets of gender roles in order to understand this topic such as what role males and females are expected to play in today's society, how gender roles are decided, affected and exaggerated by stereotyping. Futhermore, this paper will draw attention towards how stereotyping leads to gender biases.

Given that the structure of gender qualities has been a large part of our views, in regards to a variety of issues, a number of people take exception to variances from within these rules. Keeping this in mind, we will discuss the reasons why many individuals are discouraged from crossing traditional gender traits, and closely examine parts of the article assigned for this paper.