Diversity, Equity, Inclusion Goals and Trends in the Aviation Industry

The aviation industry has been making tremendous strides focusing on improving Diversity, Equity, and Inclusion (DEI) in recent years. Airlines and aviation organizations in general have realized the importance of building a diverse workforce which better reflects the communities they serve. A more diverse workforce brings different perspectives and ideas, which often lead to better leadership, more innovation, and a more trusted brand. However, achieving DEI goals requires more than just good intentions. It requires a true concerted effort to eliminate bias and create a more inclusive environment.

Employment background screening is a very effective tool to help aviation organizations achieve their DEI goals when staffing. Background screening can help identify and address potential biases in the hiring process, while ensuring your organization creates a safe and inclusive workplace for all employees.

Below are some of the DEI goals and trends in the aviation industry, and how a well-defined background screening program can help achieve those goals:

Gender diversity

Historically, the aviation industry has been largely male dominated, but organizations are making efforts to increase the representation of women in aviation. Background screening can help ensure organizations are not excluding qualified female candidates due to biases or stereotypes.

For example, an organization may inadvertently prioritize candidates who have a background such as military or pilot experience, which are both excellent backgrounds, but also lean heavily male in their makeup. However, equally qualified women may have different types of experience, such as in customer service or operations, which is just as valuable to the organization. Background screening can help ensure that the organization is considering a diverse range of candidates based on their skills and experience, rather than their gender.

Racial and ethnic diversity

There is a growing awareness of the need to increase racial and ethnic diversity in the aviation industry. Background screening can help ensure that the organization is not excluding qualified candidates based on their race or ethnicity.

An organization may inadvertently exclude candidates who have a non-traditional name or educational background, due to unconscious biases. Background screening can help ensure that the organization is giving all candidates an equal opportunity to be considered, based on their skills and experience, rather than their race or ethnicity.

LGBTQ+ inclusion

Many airlines and aviation organizations have implemented policies and training programs to create a more inclusive environment for LGBTQ+ employees and customers. Background screening can help ensure that the organization is not discriminating against candidates based on their sexual orientation or gender identity.

For example, an organization may inadvertently exclude candidates who have a non-traditional gender identity, due to unconscious biases. Background screening can help ensure that the organization is giving all candidates an equal opportunity to be considered, based on their skills and experience, rather than their sexual orientation or gender identity.

Disability inclusion

The aviation industry is focusing on improving accessibility for individuals with disabilities. Background screening can help ensure that the organization is creating a safe and inclusive workplace for employees with disabilities.

For example, an organization may inadvertently exclude candidates who have a history of mental health issues, due to unconscious biases. However, mental health issues should not be a barrier to employment if the candidate is able to perform the job duties required with reasonable accommodations. Background screening can help ensure organizations don’t discriminate against candidates based on their disability status.

Achieving Diversity, Equity, and Inclusion goals in the aviation industry requires a continual concerted effort to eliminate bias and create a more inclusive environment. Background employment screening can be a powerful tool to help achieve those goals, by ensuring that the organization is considering a diverse range of candidates based on their skills and experience, rather than their background or identity. By prioritizing DEI and building a well thought out screening program, the aviation industry can create a more diverse, equitable, and inclusive workplace for all employees.

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Vault Workforce Screening can help you build a faster, more efficient screening program that will improve your candidate experience, while reducing costs and improving hiring efficiencies, ultimately helping you find the right candidates for any role.  We're currently offering a free 30-minute screening program review with our aviation compliance experts. A clearly defined program and policy ensures consistency, accuracy, and efficiency in your process no matter what type of workers you’re hiring. There’s no better time than now to review your overall screening program and policy to ensure they’re providing the best experience possible, while mitigating risk.

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