Menzies Aviation: Supporting Women in Leadership

Menzies Aviation has reached a significant milestone: 25% female representation in senior leadership roles.

The aviation industry has a gender imbalance, with women making up around 5% of positions such as air traffic controllers, pilots and maintenance technicians according to ICAO.

This meets the International Air Transport Association’s (IATA) 25by2025 campaign goal and forms part of the company's wider commitment to gender diversity and inclusion within the aviation sector.

As a signatory of the United Nations (UN) Women’s Empowerment Principles, Menzies works to promote gender equality within its operations and the communities it serves.

“At Menzies Aviation, we understand that diverse leadership drives innovation, enhances decision-making and strengthens company culture," says Juliet Thomson, Chief People Officer at Menzies Aviation.

"Achieving 25% representation of women in our senior leadership community is an important step, but we recognise there is more work to be done."

Leadership, mentoring and targeted development

Operating across more than 300 airports in 65 countries with a workforce of 50,000, Menzies is committed to fostering a workplace that mirrors the dynamic diversity of its clientele and partners.

The organisation, a leading service partner to the world’s airports and airlines, attributes its latest DE&I achievement to strong leadership role models, employee engagement and a structured approach to succession planning.

To further nurture female talent, Menzies has rolled out specific training initiatives such as the Thrive, Women in Leadership programme launched in 2022.

This tailored initiative aids women in defining their career trajectories and aligning their professional goals with personal values.

With more than 125 employees already having benefitted from the programme, it's clear that Menzies is building a strong foundation for future leaders.

Additionally, the company meticulously maintains gender balance throughout its recruitment and development processes, ensuring that diversity remains at the forefront of talent management.

Expanding diversity targets through the All In strategy

Under its All In sustainability strategy, Menzies Aviation has set out diversity objectives, including achieving 40% female leadership in mid-level roles by 2033.

With women holding 29% of these positions in 2024, the company is on a promising trajectory toward this goal.

Beyond gender diversity, Menzies has also committed to hiring refugees, aiming for refugee employees to make up 1% of its global workforce by 2026.

The business is working closely with organisations such as the UNHCR, the UN Refugee Agency and Tent Partnership for Refugees to make this possible.

"Diversity is not just a goal; it is a business imperative," adds Juliet.

"By continuing to break barriers, we can create a future where leadership truly reflects the diversity of our workforce and the communities we operate in.

"We remain committed to advancing gender equity and building an even more inclusive workplace for all.”

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