Leadership Diversity Improves Amidst Turbulence in Irish Aviation

Ireland’s aviation sector has made modest gains in leadership diversity, though inclusion and career progression challenges persist. The findings come from our tenth annual Gender & Diversity in Aviation survey.

Almost a quarter (24%) of companies now report more than 30% diversity representation in their C-suite. Board-level diversity has also improved, rising from 10% to 19%. Both measures had fallen steadily between 2021 and 2023. When the survey began in 2016, women held only 11% of leadership positions across the sector.

However, these senior-level gains have not extended through the pipeline. While nearly three-quarters (72%) of organisations reported internal promotions, only two in ten (20%) said men and women were promoted in equal numbers. That figure stood at 31% last year and peaked at 35% in 2019.

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Commenting on the findings, Christine O'Donovan, Aviation & International Asset Finance Partner, said:

“After a decade of measurement, we can see progress towards significant gender and diversity representation at senior levels across the industry. However, it has not yet reached the wider workforce. The pipeline remains under pressure and without stronger internal structures, gains at the top will not hold. Real progress depends on open promotion practices, clear accountability for progress and leadership that builds inclusion into every level of decision-making.”

The sector is split on the role of regulation in driving diversity. Exactly half of respondents (50%) are in favour of new legal measures to accelerate progress, with the other half opposed. Four in ten respondents (40%) believe the term 'diversity, equity and inclusion' (DEI) should be rebranded to reflect shifting organisational priorities.

The findings reflect a wider global divide. Across the UK and US, regulators and corporations are scaling back or rebranding DEI initiatives. In contrast, new EU rules are enhancing diversity obligations. The Gender Balance on Boards Regulations, introduced in May 2025, set a 40% target for board representation by mid-2026. The Pay Transparency Directive, due next year, will require employers to include pay ranges in job advertisements.

The gender pay gap reporting net expanded in 2025. Over a third (34%) of organisations now conduct pay gap analysis, up from 18% last year. Among those reporting, 28% saw improvement, 62% saw no change and 10% highlighted a widening gap. The results underscore that measurement alone does not ensure progress.

In Ireland’s aviation sector, formal diversity frameworks continue to lose ground. One third (33%) of organisations have a DEI committee, which is down from 38% in 2024 and 51% in 2021. A further 7% have reduced or ended DEI training programmes in the past year, and 5% have rebranded them. Despite this, 63% of companies without a committee believe they would benefit from one.

Christine O'Donovan commented:

"The need for inclusivity has not changed, despite varying levels of support for gender and diversity programs globally. Companies that maintain focus on transparency, clear career pathways and structured support for minority groups will be better positioned to attract and retain talent. The gap between awareness and action poses the most critical challenge. The majority of organisations recognise the value of diversity structures, yet struggle to sustain them when resources tighten or priorities shift."

Workplace culture ratings have remained stable over the ten years of the survey. Half (49%) of respondents rate their organisation's culture as good for supporting diversity, with 9% saying excellent. However, 41% rated it fair (21%) or poor (20%).

Work-life balance remains the single biggest barrier to career progression, cited by four in ten respondents (41%). That figure has held steady for nearly a decade, indicating persistent structural challenges.

Support for employees returning from extended leave remains limited. Just 41% of organisations offer structured programmes, unchanged since the question was first asked in 2021.

Christine O’Donovan added:

“The aviation sector has made important progress over the ten years of our survey. But lasting change will depend on persistent and consistent attention. By keeping the focus on practical and supportive DEI measures, the industry can continue to move forward and deliver meaningful results for its people and its future.”

Read more about the survey results on Irish Legal News or the Law Society of Ireland Gazette. For more information and expert advice on any of the topics covered in the report, please contact a member of our Aviation & International Asset Finance team.

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