It is International Women’s Day (IWD) 2026! Celebrating 115 years, IWD belongs to all who care about gender equality. It is a global day celebrating the social, economic, cultural, and political achievements of women. IWD is a movement, powered by the collective efforts of all.
This year’s theme is ‘Give to Gain’. When we give, we gain. Give To Gain emphasizes the power of reciprocity and support. When people, organizations, and communities give generously, opportunities and support for women increase. Giving is not a subtraction, it’s intentional multiplication. When women thrive, we all rise.
8 Years. 8 March. 8 Tips for Inclusive Leadership.
In keeping with this year’s theme, we’re giving — and gaining — 8 tips for inclusive leadership. It has been 8 years since the Women in Aviation and Aerospace Charter launched at Farnborough International Airshow 2018, and as we celebrate our golden birthday, we’re releasing a practical toolkit to help organisations across aviation and aerospace build a more inclusive, equitable, and high‑performing sector.
Our industry thrives when diverse teams feel safe, valued, and able to perform at their best.
Each tip comes with simple, practical actions designed to help you adopt more inclusive behaviours in your everyday leadership.
1. Make Inclusion Part of Everyday Decisions
Inclusive leadership is a daily habit. Do you consistently ask: “Whose voice is missing?”
Practical actions:
- Invite underrepresented colleagues into planning and decision-making forums
- Review rosters and workload allocations for fairness
- Include diverse perspectives in engineering and safety reviews
2. Lead with Transparency — Share the ‘Why’
Clear, honest communication builds trust, especially in fast-paced operational environments.
Practical actions:
- Explain the rationale behind shift changes or project prioritisation
- Be transparent about criteria for high-visibility opportunities and certifications
3. Champion Career Pathways for Women at All Levels
Representation matters at every stage, from apprenticeships through to leadership.
Practical actions:
- Make progression pathways visible for flight crew, engineers, controllers, and corporate teams
- Provide sponsorship, not just mentorship
- Track nominations for training and development programmes to ensure equity
4. Normalise Flexible and Predictable Working
Even in operational environments, small changes can transform retention and wellbeing. Where flexibility isn’t an option, give certainty!
Practical actions:
- Introduce predictable roster patterns where possible
- Offer hybrid working for appropriate roles
- Enable job-shares in senior roles to retain experienced talent
5. Prioritise Psychological Safety in All Environments
A just culture extends beyond safety — it shapes how teams collaborate and innovate.
Practical actions:
- Address microaggressions and disrespectful behaviour early
- Encourage open challenge in simulators, labs, workshops, and control rooms
- Reinforce that speaking up contributes to safety and quality
6. Use Data to Drive Action, Not Just Reporting
Data helps identify barriers — and opportunities — to inclusion.
Practical actions:
- Track representation across hiring, training, performance ratings, and promotions
- Analyse exit and retention trends
- Share top-line findings internally to build accountability
7. Recognise and Celebrate Visible Role Models
Representation inspires confidence and ambition.
Practical actions:
- Showcase women in technical, operational and leadership roles
- Share diverse pathways into the sector using internal and external channels
- Support networks internally and encourage male allyship
8. Hold Leaders Accountable for Inclusion Outcomes
What gets measured gets delivered.
Practical actions:
- Add inclusion behaviours to performance objectives
- Make divisional progress measurable and reportable
- Celebrate leaders who champion inclusive cultures