The problem of gender disparity and minority discrimination in the United States is yet fully addressed. Aviation jobs are not open to every society. The proposal addresses the need to carry out research on why such disparity has existed for so long. The article is centered on the most current data available that portray how gender discrimination and racism is rampant in US aviation. The looming pilot shortage also features and how the industry is likely to suffer if no proper measures are taken. Problem definition gives a deeper insight into the threats facing the industry in the near future. A set of questions have been proposed that will aid researchers on the best way to address the challenge.
Need to carry out research on gender disparity and minority exclusion in the US aviation industry
The need to develop an interest in the topic is the fact that Organisations are now embracing diversity approach to adapt to such uncertain, competitive and varied world markets. On the other hand, the American aviation industry is not showing any signs to embrace diversity and modernism that the 21st-century presents (Aggarwal, 2014). Women and minorities are underrepresented in the aviation industry which worsens the problem. By the year 2040, the American minorities consisting of Hispanic Latinos and African- Americans will constitute to over 40% of the American population. In 2015, 89% of pilots were white. African-American pilots constituted only 2.8% of the total employees (McGee, 2015). There is a need to investigate the need for such disparity and come up with a lasting solution to such a problem that is likely to cost the industry heavily in the future. The percentage of women employees in the aviation industry in the US was only 13% in 2016 and the number of women pilots were less than 3% (Courtwright, 2016). Despite aviation industry growth, women and minority groups are still underrepresented (Winter et al., 2014).
American Aviation pilot shortage
Pilot shortage in US industry is a looming crisis that needs an urgent solution. In a report by Boeing, a leading airplane manufacturer, the industry needs over six thousand new pilots by 2036 (McGee, 2015). The requirements that were set up in the early 1990s discouraged women and people from ethnic minorities to pursue aviation courses (Mitchell et al., 2014). The study will seek to find out whether there is any progress in collaborating women and ethnic minorities in the United States to address future and current pilot shortage in US aviation. The research will also seek to explore whether the current pilot shortage is attributed to racial prejudice and gender bias in aviation staffing. The study will also seek to find answers on how US aviation sector is preparing to deal with the acute shortage of pilots in the next ten years.
Problem definition and solution
Discussion of the expected pilot shortage is not new, but it comes at a time when demand for new pilots is less than supply. The need for small aircraft to meet the demand for smaller markets is on the rise. Regional liners are forced to cancel some of the flights due to pilots shortage. Such fright cancellations are classic examples of how acute shortage is likely to suppress the aviation growth industry in the coming decades. The international air association predicts that air travel will double in the next two decades (Sweeney, 2015). As other international airliners like Qatar airlines embrace diversity by employing more women and other international pilots, US aviation still sticks to a conservative approach. A 2017 report by Boeing shows that 45% of the US pilots will retire in the coming decade. US airliners should take advantage of the skilled and qualified women and non-white minorities to curb the shortage. To address the problem of a pilot shortage, more non-white students should be encouraged to enroll for self- sponsored early pilot training which requires approximately 260 hours of organized training that can be completed within a period of six months after an undergraduate programme (Stimpson et al., 2016).The government should in addition come in handy and partly sponsor such students. The program may continually add about 500 co-pilots to US airliner per year. Equal opportunity for minority groups and women to participate in US aviation colleges will increase minorities’ and women percentage from the current 4% to 23% by the year 2028 (Wittman and Swelbar, 2013).
Why do women and non-whites account for less than 8% of the total airline pilots?
The aviation industry has for long closely linked with the military which emphasized on masculine nature in aviation and military training. Also, after World War II, there was great demobilization that made women understand that they were unfit to be soldiers or become pilots (Lopes et al., 2015). From the 1970s, US aviation is yet to institutionalize and incorporate affirmative action to ensure equity and transparency in aviation. Although a number of voluntary aviation education programs are available in the US, less effort is taken to fund interested women or non-whites groups (McCarthy, et al., 2015). Today, black airline employees are demotivated and frustrated by how they are despised in their workplaces. In the year, 2017, US recruitment classes registered predominantly white students, a trend that has remained unchanged for the last three decades (Evans and Moore, 2015).
Proposed questions on how to address the challenge:
Ø Why the issue of disparity against women and non-white has continued for so long?
Ø Why do non-white Americans are segregated in the aviation industry?
Ø What needs to be done to encourage minorities and women to enroll in aviation courses?
Ø Is it possible to achieve equality in training and staffing in American Aviation?
Ø How can every US citizen included and equally represented in such a growing aviation industry?
Ø Is the government showing any efforts to fight against gender and minority discrimination?
Ø Are leaders ready to find solutions to discrimination challenge?
Ø How are legal institutions addressing cases against racial discrimination in Aviation?
Such questions will help in answering the following questions:
Ø Are there collaborated efforts from private or government agencies to eliminate gender and minority discrimination?
Ø Will discrimination ends in the near future?
Conclusion
Embracing diversity in US aviation is not an option. To remain competitive and profitable in such uncertain and varied market trends, US aviation industry ought to embrace change to remain a global leader in the global aviation market. Gender bias and racism are some of the problems ailing the industry which need urgent solutions.
References
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