For decades, aviation has been a symbol of progress, innovation, and breaking boundaries—yet when it comes to gender diversity, the industry itself seems stuck in a holding pattern. Women have proven time and again that they can fly, lead, and innovate just as well as their male counterparts. So why do they still make up only a fraction of leadership roles in aviation? Menzies recently reached a significant milestone—achieving 25 percent female representation in senior leadership roles, a key target under the International Air Transport Association’s (IATA) 25by2025 initiative.
For Juliet Thomson, Chief People Officer at Menzies Aviation, this is not just about meeting quotas—it’s about creating meaningful change: “We’re incredibly proud of reaching our target of 25 percent of women in senior leadership roles. But this is not the finish line. We’re committed to continuing to create opportunities for all underrepresented communities.”
Empowering women to lead
A key driver of this progress has been Menzies’ Thrive, Women in Leadership programme, which has supported over 125 employees since its launch in 2022. More than just a training course, it fosters a network of support and mentorship.
“It’s about creating the right conditions for success,” Thomson explained.
“The community aspect of the programme is crucial. It provides a network of encouragement, diverse perspectives, and collaborative learning opportunities.”
While progress in senior leadership is encouraging, Menzies is looking beyond executive roles to ensure gender diversity at every level. The company has already made headway toward its next goal: reaching 40 percent female representation in mid-level leadership roles by 2033.
“Our commitment to diversity extends across all areas of the business. Whether it’s through mentoring, leadership training, or ensuring diversity is built into our talent review processes, we are focused on empowering employees at every level,” Thomson said.
In addition to gender diversity, Menzies has also committed to recruiting refugees, aiming to have them make up 1 percent of its global workforce by 2026, in partnership with organisations such as the United Nations High Commissioner for Refugees (UNHCR) and the Tent Partnership for Refugees.
Despite these successes, the road to achieving gender balance hasn’t been without obstacles. One of the biggest challenges is increasing female representation in traditionally male-dominated operational roles.
“Representation matters. Overcoming historical underrepresentation requires not just hiring more women, but ensuring they have the tools, mentorship, and support they need to advance,” Thomson said.
“It’s not just about placing women in leadership roles. It’s about making sure they have the resources to thrive, the confidence to lead, and the support of a workplace culture that champions inclusion,” Thomson adds.
Diversity’s business impact
Beyond the ethical imperative, Menzies has seen tangible business benefits from its diversity initiatives. “Having more women in leadership—especially in operational roles— has made a real difference in shaping our business,” Thomson notes.
“Their perspectives are driving innovation, strengthening our teams, and setting new standards for excellence.” Aviation industry research has consistently shown that diverse teams lead to stronger financial performance, improved problem-solving, and higher employee satisfaction. Menzies’ progress reflects this trend, reinforcing the business case for inclusivity. Reaching the 25by2025 milestone is a significant achievement, but Menzies is not stopping there.
The company has set its sights on longterm change, ensuring that gender diversity is deeply embedded in its corporate culture and operations.
“Our journey is far from over. We’re committed to breaking barriers, creating pathways for growth, and ensuring that underrepresented groups have a seat at the table,” Thomson said. “Diversity isn’t just the right thing to do—it’s essential for the industry to thrive.”
