The importance of diversity in aviation with H2Fly

Here they reflect on the challenges, progress, and the work still needed to ensure gender diversity in aviation.

L-R: Maria Sol Rau, Project Manager, H2Fly. Christina Martens, Engineer, H2Fly

Breaking the ‘untouchable’ industry perception

The perception that aviation is an ‘untouchable’ industry, where women do not naturally belong, is a misconception that both Rau and Martens are keen to challenge. “It’s not fair to say that women just aren’t interested in STEM industries,” says Martens. “Women are interested in everything; they just need to be given the tools and encouragement to pursue their interests, which isn’t always the case.”

One of the key barriers that continues to affect women’s careers, particularly in aviation, is the challenge of balancing professional ambitions with family life. “I know from my female friends that their professional career usually suffers when they have their own families,” explains Martens. “As parents, they often don't have the option of flexible all-day childcare for toddlers and school-age children. Often, one of the parents is forced to sacrifice their working hours to stay home, and the sad truth is that all too often, it’s still assumed that the woman will stay at home.”

These expectations create additional burdens that can influence career decisions. “Women must be provided with options and support,” Martens continues. “I am convinced that the different treatment they receive plays a major role in the decision to enter the aviation industry.”

Diversity as a driver of innovation

The benefits of diversity in any industry are well documented, but in aviation, a field that thrives on innovation, diverse perspectives are crucial. “Mixed teams that have a diversity of thought, creation, and understanding create a very constructive working atmosphere,” says Martens. “This kind of atmosphere is imperative in such a cutting-edge field; a variety of perspectives drives the kind of creativity needed for constant and real innovation.”

Rau agrees, highlighting that inclusion should not just be about increasing numbers but about fostering an environment where different perspectives are valued. “Seeing other women thrive in professional environments, regardless of gender biases, serves as a powerful source of motivation and inspiration,” she says. “It reinforces the idea that success is possible for everyone, encouraging more women to step forward and pursue careers in fields where they have traditionally been underrepresented.”

The role of mentorship and career pathways

While some companies have introduced hiring quotas to improve diversity, Rau believes that mentorship and career pathways play an equally important role. “Historically, societal norms reinforced the idea that a woman’s primary contribution was at home, often overlooking the immense value women bring to industry,” she explains. “For years, this environment led many women to doubt their own talents and professional potential. That’s why mentorship and clear career pathways are crucial; they help build confidence and nurture talent.”

She also points to the impact of inclusive working environments. “When women are supported and given the space to grow, they can drive meaningful technological advancements and play a key role in shaping the future.”

Recognising red flags in workplace inclusion

While many companies publicly commit to diversity, not all back it up with action. Rau highlights some of the red flags that indicate a company isn’t truly dedicated to inclusion: “One major concern is hiring women into specific roles without providing real opportunities for growth or leadership. If women are kept in limited positions without a clear career progression, it suggests a lack of investment in their long-term success.”

Other red flags include an absence of policies that support work-life balance, particularly in areas such as parental leave and flexible working arrangements. “A company that fails to accommodate the different life stages women go through is not truly inclusive,” Rau adds.

Challenging unconscious bias

Unconscious bias remains a significant challenge in workplace culture and it often manifests itself in subtle ways. “One noticeable difference in my experience is the ‘special treatment’ in tone of voice and choice of words when male colleagues interact with me and other women,” says Martens. “The manners and respect they act with is different when aimed at me versus when they are in a fully male group.”

Rather than simply accepting these biases, she believes open conversations are key to challenging them. “The best way to address moments where I feel uncomfortable is to directly initiate a conversation with your colleague so that common ground is identified, mutual understanding is created, and the sense of collegiality and ‘belonging to the same team, working for the same goals’ is strengthened.”

The importance of female role models

A lack of visible female role models in aviation creates a cycle that discourages more women from entering the field. Martens shares her own experience of how a role model helped shape her career. “I scored a 4 in chemistry in middle school, a poor grade in the German school system, until a new female chemistry teacher came along, who was passionate about her subject. She inspired me so much that I went on to pursue a PhD in electrochemistry.”

This, she argues, is why early exposure to STEM subjects is so crucial. “Any natural disposition or interest in science should be nurtured, supported, and grown; with the freedom of self-development during younger years, we may start to see a change in girls entering STEM subjects.”

Moving forward to create real change

For companies serious about improving gender diversity, the first step is implementing concrete measures. “To make real progress, companies must establish fair hiring and promotion processes based on merit, create mentorship and sponsorship programmes to support women's career growth, and ensure diverse representation at leadership levels,” says Rau. “Providing flexibility through remote work options, parental leave, and return-to-work programmes can also help retain talent and create a more inclusive environment.”

Workplace culture also plays a role in fostering inclusivity. “It’s simple really,” says Martens. “Women want to be treated the same as you would a male colleague. That means the same level of respect and being given the same opportunities.”

Going forward, companies can and should create an industry that benefits from the full range of talent and perspectives available. Rau and Martens voice raise awareness of the systemic barriers that continue to shape the aviation industry and shout to the need for workplaces to move past surface-level diversity efforts. Because true progress doesn’t come from quotas alone, but from creating environments where everyone, including women, are supported, valued, and given equal opportunities to lead and innovate.

By amplifying these conversations, it is a push for change that is beneficial for everyone – when diverse voices are heard, industry becomes stronger, more innovative, and they reflect the needs of the world that they serve.

The question isn’t whether women belong in aviation, but rather, it’s how fast the industry can adapt to ensure that they thrive!

And for women considering a career in aviation? “Just do it,” says Martens. “Define your goals, and pursue them! Do not let yourself be discouraged by anyone else.”