In Gender-Inclusive Push, DGCA Asks Staff To Describe Air Hostesses As Flight Attendants

These incremental efforts, which are in line with the International Civil Aviation Organisation’s aim to achieve 50-50 women-men participation by 2030 at professional and higher levels of employment in the global aviation sector, by international aviation regulators, including the DGCA, seem to have started bearing fruits.

ICAO’s latest global survey shows that the participation of women in the aviation industry has increased overall. Specifically, the percentage of women holding positions as pilots, air traffic controllers, and maintenance technicians has increased from 4.5 per cent globally in 2016 to 4.9 per cent in 2021.

In India, according to the Ministry of Civil Aviation, 15 per cent of the pilots are women, three times the global average of 5 per cent. But women participation is not just limited to becoming pilots. They are increasingly taking the lead in joining the aviation industry in several other on-flight and on-ground roles.

In view of this, the DGCA has asked all its employees to use gender-inclusive language in all official communication. The aviation regulator believes doing so would create a positive environment. It would also help “overcome the mindset” of gender stereotyping across the sector.

In a circular dated December 23, DGCA asked its employees to use words like “flight attendants/cabin crew” and “workforce” instead of air hostesses and manpower, respectively, in official communication.

“The usage of such gender-inclusive language would enhance awareness about gender sensitisation and promote inclusivity in DGCA,” said the circular issued by Pooja Singh Mandol, Joint Director General of Civil Aviation.

There were several other suggestions in the circular – titled Guidelines for creating a gender positive environment in DGCA – to promote gender equality.

It urged all senior officials to ensure enhanced participation of women in important regulatory and technical matters such as inspections, surveillance, audit teams, domestic and foreign conferences, other foreign assignments, and domestic and foreign training among other events and activities.

According to the circular, DGCA has established a mentorship programme for the benefit of its women employees under which the mentor would support the mentee “to guide her appropriately” and to motivate her to accomplish her assignments successfully. The mentor would also help her develop higher levels of technical proficiency which would support her in career progression.

“It is envisaged that a woman mentor can be a role model for the woman mentee because visible examples of successful women can be an inspiration for other women. A woman mentor can also relate to the problems of the woman mentee from her life experience and would therefore be more empathetic to her problems,” the circular said.

It also stated that under this mentorship programme, any senior woman officer, who has more than 10 years of experience, can volunteer to be a mentor for the fellow women officers/employees of the DGCA.

“Senior male officers, who have more than 10 years of experience, can also volunteer to be a mentor. The volunteers to be a mentor under this mentorship programme can provide their willingness to the JDG Admin,” it added.

To facilitate hassle-free and safe travel for women officers, who are required to travel to outstation/remote locations for various official assignments, the circular stated that the DGCA has set up a travel desk facility which would offer administrative support to women employees in making arrangements for travel and stay.

In this regard, a Standard Operating Procedure (SOP) for availing this facility has been issued by DGCA. It talked about a reference to the ‘United Nations Sustainable Development Goal 5’ which aims to achieve gender equality and empower all women and girls by 2030.

The International Civil Aviation Organisation (ICAO) has also recognised the importance of advancing gender equality in aviation and adopted a resolution to promote the participation of women in the global aviation sector.

The circular highlights the ICAO Gender Equality Programme, with four main objectives for effective implementation: (a) build capacity and enhance awareness for gender equality, (b) enhance gender representation, (c) increase accountability, and (d) further engagement with external partners.

Referring to the Centre’s women empowerment initiatives such as ‘Beti Bachao, Beti Padhao’, ‘Sukanya Samridhi Yojana’ and ‘Pradhan Mantri Matru Vandana Yojana’ and ‘Mission Shakti’, it says, “In furtherance of the above initiatives, DGCA reiterates its commitment towards women empowerment in the Indian civil aviation industry.”

“As a necessary step in this direction, DGCA has decided to review the existing working environment, re-emphasise the importance of gender-positive norms and also issue fresh guidelines in order to enhance the gender-positive environment in DGCA,” the circular added.