It’s no news that women have historically been underrepresented in the aviation sector – in 2022, only 5% of pilots were women. To combat this, IATA launched its campaign 25by2025 in 2019 with the aim to improve female representation in the industry by 25% or up to a minimum of 25% by the end of 2025. As 25by2025’s deadline approaches, how is fair representation faring in business aviation?
“The aviation industry, including business aviation, has made notable strides in encouraging women to join the sector, but there’s still much more that can be done,” says Jessica Webster, founder and president at Hera Aviation Group.
“While a number of organizations and initiatives have been successful in creating awareness, offering mentorship and providing scholarships, it’s clear that full gender equity in aviation will require continuous effort from both industry players and the broader community.”
Webster says true organizational excellence in any industry requires much more than a set of tools — it requires the right behaviors guided by the right principles.
She believes leaders have the unique ability to model those behaviors and set the standard for the rest of the organization, leading to cultural change for women in the aviation industry.
“Creating change must start with a strong articulation of why — setting a meaningful challenge to address inclusivity and carrying a constancy of purpose,” explains Webster.
“Leadership behaviors aren’t enough. We also need to put women in strong systems that set them up for success with the right tools and practices and goals that are connected and integrated into the organization’s strategy.”
Majo Perdomo Cuevas is executive director of operations controls and strategic planning at Million Air and is also airports, FBOs and business committee chair at the South Texas Business Aviation Association (STXBAA).
She says the industry has made meaningful progress in the fair representation of women, noting more women entering the business aviation sector, speaking on stages and contributing to leadership conversations, but acknowledges that if you look closely at technical and executive roles, there is still a long way to go.
“Women remain underrepresented, with fewer than 20% holding positions in most aviation occupations and only 5% are professional pilots, despite comprising nearly half of the US workforce,” Perdomo Cuevas explains.
“The issue isn’t talent — it’s infrastructure. The conversation often stops at recruitment, but retention is just as critical. Many women leave because they don’t feel seen, heard or supported. I’ve been there, being the only woman, the youngest in the room, needing to prove I belong before I can contribute. It’s exhausting, and that’s why so many don’t make it to leadership.”
Blocks in the road
There is much debate as to why business aviation remains such a male-dominated space. Rucsandra Mihai, vice president of Women in Corporate Aviation (WCA) and founder of Train Aviation, believes this is largely because the sector is still shaped by old systems and mindsets.
She adds that many hiring decisions happen through informal networks. These social circles often exclude women and leave underrepresented talent on the outside. That means fewer opportunities to enter the field and even fewer chances to grow within it.
“A big part of the problem is visibility,” says Mihai. “It’s hard for young women to picture themselves as pilots or engineers when they rarely see others like them in those roles. On top of that, the industry’s long hours, unpredictable schedules and lack of flexible working options can be major hurdles, especially for those trying to balance work with family life.”
There’s also the issue of pay gaps. Without transparency, many women don’t even know they’re being underpaid – and when it comes to professional growth, they’re often passed over for training and mentoring that could lead to leadership roles.
“The upside? These challenges aren’t about women being less capable and are not individual failings – they are structural challenges,” adds Mihai. “And structures, with the right commitment, can be redesigned for inclusion.”
Lisa Holland, president and CEO of Sheltair, shares many of these views. In addition to noting how women often bear the burden of balancing household responsibilities and childcare with their careers, Holland believes women in male-dominated industries often grapple with low self-confidence and impostor syndrome.
She says despite progress, women also still face sexual discrimination and harassment in the workplace, which can be deeply challenging and disheartening.
“I believe prioritizing skills and credibility, equalizing FMLA (family and medical leave) policies for both men and women, and encouraging more positive conversations that normalize women in male-dominated roles and vice versa can help continue to move progress forward,” adds Holland.
Initiatives and industry support
Despite the ongoing challenges, initiatives and groups supporting women in the sector and those keen to break through into careers in business aviation are on the rise.
Hera Aviation Group is a non-profit coaching and development organization dedicated to making the aviation industry more equitable for women, caregivers and underrepresented cohorts. The group cultivates career opportunities that empower women and support business leaders to createa cultural transformation in aviation.
These initiatives are helping to make business aviation more inclusive, offering women greater access to career opportunities and leadership roles.
“The past five years have seen a significant increase in the number of efforts and initiatives that support women entering business aviation,” notes Webster. “These range from Hera Aviation Group’s grassroots mentorship and scholarships to top-down leadership and policy changes at aviation organizations through Hera’s cultural assessments for aviation organizations.”
Elsewhere, WCA has expanded its scholarship program significantly, awarding over US$200,000 annually to women pursuing careers as pilots, engineers, dispatchers and cabin crew. These scholarships reduce financial barriers, but just as importantly, Mihai says, they validate women’s aspirations and provide encouragement.
“Since we started this program, we have awarded more than US$1.4 million in scholarships,” she explains. “These scholarships do more than just ease financial pressure. They send a clear message: you belong here.”
One of WCA’s most impactful initiatives is its global mentorship program.
Recognizing that guidance and support are essential for professional growth, WCAhas built a structured platform that connects aspiring women in aviation with seasoned professionals across the globe.
“Through strategic partnerships with international training organizations, industry associations and corporate sponsors, we’ve expanded this program far beyond the USA, bringing mentorship opportunities to Europe and beyond,” says Mihai. “Whether through WCA or my own network, we’ve helped connect emerging talent with experienced professionals across the industry. These relationships build confidence and offer practical guidance. Our mentors provide tailored advice, career coaching and access to networks that might otherwise be out of reach and often lead to career opportunities.”
Holland adds that programs and initiatives like STEM, Women in Aviation, Girls in Aviation Day, networking and attending female-led panels have been crucial in encouraging women and young girls to envision themselves in aviation careers and Sheltair proudly partners with these programs and sponsors aviation scholarships.
What’s next?
A lack of fair representation can deter any minority group from following a career into an industry. While business aviation has made strides in boosting the presence of women in its workforce, more needs to be done to encourage new talent to follow such a career path.
“You don’t need an aviation background to make an impact – I certainly didn’t,” says Perdomo Cuevas. “What you do need is grit, curiosity and the courage to speak up, even when your voice shakes.
“Learn the business. Make yourself indispensable. Say yes before you feel 100% ready and figure it out as you go. Be the one who shows up consistently, not the one who waits for the perfect moment.”
Webster notes the importance of surrounding yourself with people who support your journey too.
“Early on, I worked part-time jobs at airports and flight schools, washed planes for flight time, and took every opportunity to learn and grow through real-world experience,” she says.
“Those roles connected me to mentors, internships and lasting friendships. Today, my tribe is made up of moms, caregivers, leaders, educators, storytellers and pilots — and I’m grateful for each of them.”
Mihai says there needs to be more visible female leaders in business aviation, companies to commit to fair, transparent hiring and promotion practices, and male allies — leaders who don’t just support women quietly, but who advocate publicly for lasting change.
“25by2025 gives us a starting point,” Mihai says. “But the real goal is sustainable, c
ultural transformation and that means building clear pathways from entry level to leadership and rethinking flexibility at work.
“It means investing in inclusive training and workplace culture. The opportunity is huge: women currently make up less than 6% of the global pilot workforce – and even fewer hold roles in technical or executive leadership. In business aviation, the gap is even wider.
“Business aviation has the chance to lead the way in closing that gap — and we’re just getting started.”
