Women have traditionally been underrepresented in the aviation industry, with EUROCONTROL’s pre-pandemic demographics (71:29 M:F) very much reflecting this imbalance.
We are determined to tackle this gap and lead by example in our sector. We have rethought our internal processes, and launched a series of diversity & inclusion initiatives in-house and externally to attract more diverse candidates, all in support of our strategy to rebalance our workforce over the coming years.
We have signed up to IATA’s “25by2025” initiative, committing ourselves to a highly ambitious diversity target: raise by 25% the proportion of women working in technical, managerial and decision-making roles at EUROCONTROL, and achieve this by 2025.
This commitment comes at a crucial time for the Agency, with the next decade set to see the departure of an entire generation of staff. This offers a strategic possibility to build diversity into our future by ensuring as diverse and inclusive a staff population as possible as we renew our workforce.
Building diversity and inclusion into this process of renewal will strengthen our ability to deliver, particularly at the decision-making level, and in terms of innovation, productivity and flexibility
