Undoubtedly, there has been a shift across the US to make the workplace more diverse and inclusive. According to Built In, workplace diversity is defined as an organization that employs a team that reflects the society in which it exists and operates. At the same time, inclusion focuses on helping employees feel safe, happy, and respected.
This concept is simple, especially with the research, data, best practices, narratives, and stories. However, implementing Diversity, Equity, and Inclusion (DE&I) is complex, and we still have a long way to go. When I hear someone ask whether we need goals, incentives, resources, and policies that embrace diversity and inclusion, I am still figuring out how to respond. I always remember my start in aviation and how I longed to share my passion for aviation with people who looked like me, spoke like me, and had similar experiences. This would have made me feel more connected and have a stronger sense of belonging to the industry. So yes, we need goals, incentives, resources, and policies because we must intentionally start somewhere.
Here are a few key findings on DE&I:
A 2018 study showed companies with diverse boards performed better financially.
A Boston Consulting Group (BCG) study found a strong, statistically significant positive relationship between diversity and corporate innovation. Diverse companies are 70 percent more likely to capture a new market audience.
Regarding aviation, a predominantly male industry, corporations that embrace gender diversity on their executive teams were more competitive and 20% more likely to experience above-average profitability. To give you specific and alarming data related to inclusion (or the lack of), after the age of 29, there is a sharp 55% decrease in commercial female pilots. This is around the average age for childbearing and caretaking.
Finally, Research shows that 86% of working mothers will leave a job for an opportunity that better supports their work, family, and other life considerations, and aviation is no different. Thank you, Hera Aviation Group, for this data.
With this, we must ask ourselves, how inclusive are we of women in our industry?
Our guest this week is Madelyne Paulk, M.M., M.S., CAPM, the Marketing and Communications Manager at Jet It. I recently met Madelyne at an aviation conference and was impressed by her genuine, professional, and personable demeanor. Moments after speaking with her, I knew she would be a great guest for this podcast, and that her perspective on inclusion would be valuable to the audience. Madelyne had some reservations initially because she was new to aviation, which was precisely why her story was important to share with you.
Madelyne began her career in aviation with Jet It in 2020, following completion of her master's degree. With little industry knowledge, she took a chance and started as a Marketing Intern. Since then, Madelyne has worked her way up to Marketing Manager, where she leads and guides marketing efforts to build brand awareness. Passionate about service and DE&I, Madelyne volunteers with the RedTail Flight Academy, helping them plan their inaugural graduation ceremony and consulting on their marketing efforts. Outside of aviation, she also sits on the Lowcountry Advisory Board for Multiplying Good, a national nonprofit focused on elevating public service and empowering the next generation of servant leaders.
Welcome, Madelyne.
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A special thank you to Atlantic Aviation for sponsoring our podcast and providing these critical conversations and insights to the industry. We appreciate your partnership.
