How the pandemic could impact progress made with female pilots

It has never been easy for women to reach the cockpit of commercial airlines. The male-dominated militaries have been a traditional pipeline to feed pilots to the major carriers, along with flying schools where most of the students are men. And once women do finally reach the fight deck, they face a barrage of obstacles, including male prejudices and maternity leave rules that make advancement challenging.

However, progress has been made. The share of female pilots rose to 5.1 per cent worldwide this year, from three per cent in 2016, according to the International Society of Women Airline Pilots (ISWAP). Still, only one-quarter of female pilots globally are captains, according to ISWAP data.

The challenge for the aviation industry is that there are virtually no role models of female airline pilots anywhere in popular culture, the organization points out. They don’t appear in movies or television, and they are rarely represented in advertising or magazines.

In Canada, Porter Airlines heads the pack of airlines with 39 female pilots representing 12.58 per cent of its 310 total pilot population.

WestJet Encore follows closely at 11.61 per cent, with 62 females in its 534 total pilot population, although parent company WestJet mirrors the North American trend of six per cent (94 female pilots in a total population of 1,696). At 6.6 per cent, Air Canada is also above the global average.

However, the Coronavirus has grounded most of the world’s fleets, which may also ground the advances female pilots have made over the years. American Airlines Group Inc. and other U.S. carriers have started to lay off tens of thousands of employees. In 2020, job losses among all airlines globally — including flight attendants, ground staff, and others — could top 340,000, according to consulting firm Five Aero.

Porter Airlines temporary suspended all operations in late March and hopes to resume flights on Feb. 11,  at which point the airline intends to rehire all pilots temporarily laid off, according to Porter spokesperson Brad Cicero.

“In 2006, when we launched, we made a conscious decision to hire more female pilots, and they represent a cross section in terms of seniority, so we don’t believe they have been disadvantaged because of COVID-19.”

In 2016, the airline launched Women Soar at Porter to bridge the gender gap, increase awareness of the opportunities available for women in aviation, and to help reduce the pilot shortage in the industry.

WestJet hired its first female pilot in 1996, the same year it began operations, and now has the third-highest percentage of female pilots in North America at close to seven per cent, according to the airline.  But the carrier needs to do more, said WestJet president and CEO Ed Sims.

“Leaders, including myself, must pledge to listen to the voices of women who work in all areas of aviation, recognize their potential, and support their growth and development. Strong male and female advocates are necessary, and I am dedicated to helping WestJet’s women soar.”

To achieve that goal, WestJet in March launched its Women in Leadership program to actively reduce the gender gap designed to facilitate the growth and development of managers. It has also partnered with Elevate Aviation to support Elevate’s mission to create a shift in the aviation industry, and promote gender balance by connecting women with a network of support.

Female pilots are feeling the brunt of COVID layoffs because of seniority, said Tim Perry, president of the Air Lines Pilots Association International Canada (ALPA), which represents 15 domestic carriers, including WestJet, Air Transat and Jazz Aviation.

“If you look at the top, say 10 years or more of seniority, women account for about two per cent of the total. At the bottom, they represent closer to 15 per cent. Therefore, more females are being laid off.”

ALPA is working with other airlines, schools, and organizations that have more female representation to bring more of them into its ranks. It had scheduled an international symposium on the subject earlier this year that was cancelled due to COVID-19.

“Role models were under considered as a strategy to attract more females to the industry. At WestJet, we’re making sure their leadership positions are promoted and celebrated.”

One thing that works in WestJet’s favour, unlike most airlines, is that its monthly schedules are not awarded based on seniority, but through a point system, which can benefit more junior pilots.

“It’s a big reason scheduling based on seniority is incongruent with most women’s priorities. Our method is more modern; I won’t say it’s not controversial, but all scheduling is controversial to some extent.”

When asked about its situation, the Air Canada Pilots Association issued the following statement: “A total of 600 members have been furloughed prior to or by Sept. 30, 2020. Our numbers suggest that the percentage of female pilots included in these furloughs (approximately seven per cent) is proportionate with the overall percentage of our female membership (also approximately seven per cent). As per ACPA/Air Canada’s Collective Agreement, all pilots who have been furloughed will be recalled based on their seniority.”

ACPA has supported initiatives that encourage girls or young women to pursue careers in aviation, including Girl Guides, as well as annual events such as Math in Motion, Girls in Gear!, and the Northern Lights Aero Foundation Elsie Awards.

To attract new female pilots or aircraft maintenance engineers, Air Canada offers the Captain Judy Cameron Scholarship in honour of the airline’s first female pilot who was hired in 1978. The scholarship is worth $20,000 a year for three years, and is open to candidates who are enrolled or considering a post-secondary aviation flight program or aircraft repair and maintenance program.

Before the pandemic, global air travel was growing at a record five per cent a year, generating a need for 804,000 pilots over the next 20 years, according to Boeing Co estimates. And the need for more pilots had made female recruitment a priority.

But a shattered post-COVID industry does not expect traffic to regain 2019 levels and start growing again before 2024.

Female representation could slip toward 2016 levels, according to ISWAP. By its estimate, the industry has lost over 100 female pilots so far because of recent airline bankruptcies.

Many carriers are following a last-in, first-out formula when deciding whom to keep. This has put more recent arrivals, many of them women, at a disadvantage, according to ISWAP.

“This year we were meant to launch a great big campaign, which we have just put on hold because of what has happened,” said pilot Davida Forshaw, who heads education and outreach at ISWAP.

One of the biggest issues for women pilots is work schedules, according to a 2016 study in the International Journal of Aviation Management. Pilots are expected to spend as many as 15 nights a month away from home, which can cause issues for female pilots and their duties at home. Many have been able to use flex time to help manage those family responsibilities, but that also slows their progress toward promotions. Globally, females make up only 1.4 per cent of airline captains, according to ISWAP.

As for when the industry will return to normal, Perry of ALPA was reflective.

“We’ve hit the bottom and are trending upwards. If there is another downturn, it won’t be from COVID, but from some other event. But we only expect to be at 50 per cent capacity through all of 2021, and won’t see a full recovery until 2024.”