ediTT = Equity, Diversity & Inclusivity Think Tank

This is a space to share research on EDI efforts within the aviation industry with the goal of collaboratively moving the needle for positive change to make the industry more diverse, inclusive and more family-friendly.

Retention

  • As pilots advance their certificate credentials, female representation decreases by 67% while male representation has a steady 10% increase. 
  • Why does female presentation decrease with career progression while male presentation increases?  The answer is multifaceted and the data below helps to shed light on possible solutions. 

Caregivers & Pilots

Research by:  Kimberly Perkins  Method:   FB FAST and Pro Jet Pilot surveys and polls.  Data Collected:Nov 2019 - July 2020

Research: Be the Change

Resource Library

Harvard Business School:
​Why Don’t More Organizations Understand the Power of Diversity and Inclusion?

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"...the top third of the organizations in the study are pulling away from the other two-thirds in diversity and inclusion, registering increasingly higher probabilities of being the most profitable. They are exhibiting progress in achieving greater gender and ethnic diversity, and increasingly positive impacts on bottom-line performance, according to the researchers."

What Does Inclusion Mean?

"Talent retention depends to a large degree on inclusion. At least that’s what people of diverse backgrounds tell us. Inclusion is related to such things as “voice”—the belief by workers that they are heard—as well as recognition and equal opportunity in rewards and promotions. Harder to quantify than diversity, inclusion is more nuanced and measured in comments in interviews and surveys. It doesn’t provide the numbers and simple headlines often associated with diversity." 

31 AUG 2020 Why Don’t More Organizations Understand the Power of Diversity and Inclusion? by James Heskett

Forbes:
Inclusion, Not Only Diversity, Should Be The Goal If We Want An Equitable Workplace

"All of our efforts at diversity will be a futile attempt if we do not also strive for inclusiveness. As Freada Kapor Klein, a venture capitalist and longtime diversity advocate, said: 'We’re never going to make any progress by adding talent from diverse backgrounds if we don’t fix the inclusion and culture issues.”
"Diversity can be measured, and those numbers matter, but do not tell the whole story. Inclusion runs deeper and is more about intangibles and how people treat one another. If diversity is about getting underrepresented people in the door, inclusion is about getting them an equal seat at the table. Inclusion is ultimately about belonging." -Naz Beheshti