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The Women in the Aviation Industry Initiative continues to be informed by national workforce, skills and gender equality data, drawing on research and analysis of women's participation in the Australian workforce and aviation sector.
Workplace Gender Equality Agency data
Data from the Workplace Gender Equality Agency (WGEA) shows that in 2024–25 women's representation continues to vary significantly within the Air and Space Transport sector, with women making up:
- 4% of technicians and trade workers
- 26% of professionals (including pilots and air traffic controllers), roles which have traditionally been dominated by men
- 24% of key management personnel
- 10% of CEOs
- 23% of governing bodies and boards.
Persistent occupational segregation and low representation of women in higher-paid roles contribute to an average total remuneration gender pay gap mid-point of 27.8% for the Air and Space Transport sector. This mid-point is substantially higher than the national average remuneration mid-point of 11.2% reported across all industries.
The importance of gender equality
Recent national analysis confirms that gender segregation by occupation, unequal workforce participation, and caring responsibilities remain key drivers of the gender pay gap.
KPMG, in partnership with the Diversity Council of Australian and the WGEA, reported in January 2026 that:
- Australia’s pay gap is costing the economy an estimated $1.26 billion per week
- occupational segregation accounts for 37% of the gap
- differences in care, family and workforce participation account for 26% of the gap
- without sustained intervention, the gender pay gap is not projected to close before 2054.
In aviation, workforce data shows women remain under‑represented in higher‑paid technical and leadership roles, despite stronger representation in some other occupations within the sector. Addressing this imbalance can support workforce capability, equity and long‑term sector sustainability.
Barriers for women in the transport sector
In 2021, research commissioned by the Department of Infrastructure, Transport, Regional Development, Communications, Sport and the Arts, in partnership with Deakin University and iMove, identified barriers to women entering and progressing within the transport sector.
The research examined decision making and career outcomes across women's career lifecycles and undertook a stocktake of 53 government and industry initiatives supporting women in the transport sector, including the WAII. The work included a gap analysis and case studies for exemplary programs.
Findings are published in the full report available at The barriers to women entering and progressing in transport roles | iMove.
Research into barriers to the pipeline
The Women in the Aviation Industry initiative funded the Barriers to the Pipeline Research Project to improve understanding of women’s participation across the aviation, aerospace and space industries.
The research was delivered by Women in Aviation/ Aerospace Australia in collaboration with Monash University, RMIT University and UNSW, and examined cultural, workplace and pathway‑related barriers and motivators influencing women’s attraction to, and retention within, the aviation and aerospace workforce.
Aviation workforce shortages and sustainability
Australia's aviation workforce continues to face skills shortages across several critical occupations.
The Industry Skills Australia (ISA) Aviation Workforce Plan 2025 identifies ongoing shortages across technical engineering and operational roles, driven by:
- an ageing workforce
- high training and licensing costs
- misalignment between training pathways and industry needs
- persistently low workforce diversity.
The plan identifies improved gender diversity as one of several aviation-specific workforce strategies that may help expand the talent pool and improve long-term workforce sustainability.
STEM helps drives the aviation industry
Recent Australian Government analysis confirms that gender gaps in confidence and career aspiration across STEM fields continue to influence workforce outcomes. National survey data shows that girls report significantly lower confidence in studying engineering than boys, and fewer girls aspire to pursue STEM-related careers.
The Government’s Statement on the Pathway to Diversity in STEM Review (2025) outlines a whole-of-life approach to improving diversity in STEM education and careers, including stronger data collection through the STEM Equity Monitor, targeted education pathways, and reforms to workplace practices.
The STEM Equity Monitor shows that women remain under-represented across the STEM pathway, making up around 15% of the STEM-qualified workforce, and that a smaller proportion of women with STEM qualifications work in STEM occupations compared to men.
Targeted programs like the Women in the Aviation Industry Initiative support these broader efforts by helping improve awareness, capability and participation in aviation-related STEM careers.
To explore national data on women and girls in STEM, visit the STEM Equity Monitor, which tracks participation, retention and progression over time.