Working Group for Promoting Women’s Participation in Pilots and Aircraft Mechanics

Report: Working Group for Promoting Women’s Participation in Pilots and Aircraft Mechanics

Introduction

Japan has set a government goal of increasing the number of foreign visitors to 60 million by 2030, and a significant increase in aviation demand is expected in the future. Securing and utilizing human resources, such as aircraft mechanics and pilots, necessary to achieve this goal has become a critical issue. To address this issue, the Japan Civil Aviation Bureau (JCAB) established a study group, conducted a series of discussions, and in March 2025 compiled specific recommendations, including promoting the active engagement of women.

JCAB recognizes that securing and utilizing aircraft mechanics and pilots is a global issue not limited to Japan.

Purpose of the report

With the upcoming mass retirement of pilots due to aging and the halving of enrollment in aviation technical schools, which are the primary training institutions for aircraft mechanics, expansion of the base of pilots and aircraft mechanics is an urgent issue to ensure safe operations and support future aviation demand.

In June 2024, due to the low ratio of women, it was proposed to establish the «Working Group for Promoting Women’s Participation in Pilots and Aircraft Mechanics,» and study measures to promote women’s participation by the end of FY2024.

Number and age composition of pilots in Japan

Enrolment trends in aviation technical schools in Japan

Intended audience

Intended audience are government, airlines, training institutions, and industry associations.

Body of Report

Current situation and challenges 

Pilot

The ratio of female pilots in Japan is “1.9%”, which is low compared to both other countries and other domestic modes of transportation.

Ratio of women in their 30s and beyond is rising as the ratio of women in their 20s rises.

Maintenance

The percentage of female mechanics is “5.1%,” which is higher than in other countries. The percentage in their 20s and beyond is relatively high at around 15%, but it has remained flat recently, with no noticeable increase in their 30s and beyond. (Possibility of many retirees)

Objective of the WG

• Identify the factors hindering the participation women in pilots and mechanics in Japan through surveys, and referencing successful cases from overseas and other industries, examine and compile measures to promote women’s participation, focusing on (1) expanding the base of candidates and (2) improving staff retention

Factors hindering women’s participation

1. No increase in the number of candidates (Especially pilots)
   • The perception of it as a ”men’s work”（The scarcity of women is a significant factor）

In FY2024, the gender ratio among new recruits to airlines was approximately 15:1 for pilots and 6:1 for mechanics.

In the case of pilots, where the gender ratio is particularly low, the presence and appeal of female pilots are not recognized by students. As a result, this leads to their exclusion from career options due to the establishment of incorrect perceptions.

▼ Survey of female students (1,200) and current air traffic controllers and flight attendants (1,175)

Is it easy for women to work as pilots?

Reasons for NO: more than 50% responded that the lack of female pilots affects the perception.

Why did flight attendants and air traffic controllers not choose to become pilots?

About 30% responded that they had never seen a female pilot, making it difficult to imagine.

※Of those interested in becoming pilots, many have given up the job search due to the high physical examination standards

• • Admission requirements for the Civil Aviation College

※Approximately 40% of airline pilots are trained at the Civil Aviation College

Low percentage of women may be due in part to admission requirements

２．Turnover situation

Female mechanics have a higher turnover rate than males (approximately 1.5 to 2 times higher), making it difficult to maintain the female ratio at the time of hiring. (No difference in pilots)

As a result of interviews with airlines and their pilots and mechanics, the following are the main factors that make them anxious about continuing operations.

1. 1. Anxiety about an uncertain future / sense of loneliness

In organizations with few women:

• • There are systems in place but the atmosphere makes them difficult to use
  • Loneliness and absence of a consultant
  • Uncertainty about future career
    ※The same goes for pilots

     2. Concerns about physical health due to aging

• • In particular, mechanics are concerned about their ability to continue their work in the future due to “physical strength and ability” problems caused by aging, etc.

     3. Impact of the licensing system

• • To obtain a maintenance license, it is necessary to take a skills examination “within two years” of passing the written exam
  • If maternity leave is taken during this period, it is often necessary to retake the written exam

Direction of measures

Examine the direction of measures for “1. Expansion of candidates” and “2. Retention of staff” by referring to precedents in Japan and cases in other countries.

1. Expansion of candidates
   1. Three reforms for women’s advancement at the Civil Aviation College
      1. Review of admission requirements
         • Removal of height requirement (158cm or taller). Operational ability is verified by simulator at the time of exam (Expected to be implemented in FY2026 recruitment)
         • Removal of specialize science subjects such as Math III from the entrance exam referring to airlines (Expected to be implemented in FY2027 recruitment)
      2. Establishment of women’s quota
         • The fact that there are few women is the biggest barrier to women’s participation
         • Expanding the base is an urgent issue, and as an immediate measure, a temporary women’s quota will be established at the College（Expected to be implemented in FY2027 recruitment）
      3. Enhancement of acceptance system
         • Developing a safe, secure, and comfortable environment for students (Currently: Shared rooms and shower rooms. Shared floor with male students.). Soft measures, such as increasing the number of female instructors are also needed.
         • Sequential implementation based on the results of the survey on reconstruction, etc. being conducted at the College
   2. Strategic public relations through PPP（Eliminate unconscious bias！）
      • Conduct strategic and continuous public relations activities in collaboration between the public and private sectors to dispel the image of “pilots = male” and “mechanics = male”
        • In addition to female students, conduct approaches targeting children in their early years as well as parents and teachers
        • Accurate physical examination criteria (allowing corrected vision)
        • Staff raising children (not only women, but also couples raising children)
      • Consideration for implementation by the “Aviation Public Relations Strategy Promotion Council*” to be established in FY2025
        ※An organization that conducts strategic public relations activities through PPP to expand the base of the aviation industry (to be established in April 2025)
2. Retention of staff

1. 1. Review of the national qualification system with consideration for maternity leave, etc.

• 1. • In Europe, approximately 5 years are allowed between passing the written exam and taking the practical exam, subject to recent maintenance experience.
     • In Japan, we will review the qualification system to align with the recent work styles, referring to the example of Europe (First half of FY2025)
     • ※The period from taking the written exam to passing the practical exam is defined as 10 years (expecting approx. 5 years to pass the practical exam)
       Recent maintenance experience is required to take the practical exam
  2. Spreading awareness of maintenance tools to compensate for a lack of physical strength
     • JCAB investigates “maintenance tools and equipment” to compensate for the lack of “physical and muscle strength” of mechanics, and makes this information known and shared with airlines, and encourage manufacturers (FY2025)

Ex. Digital torque wrench

1. 1. Promotion of corporate culture, awareness building, and improvement of communication environment (Cooperation through individual company and industry partnerships) Starting FY2025 in series
      1. Initiatives by individual companies
         • While the aviation industry as a whole has a relatively high proportion of women, the gender gap by occupation is large, and in some workplaces, there is a feeling of loneliness and anxiety about the future
         • To improve the situation, it is necessary to promote understanding and awareness throughout the company, including colleagues, supervisors, and managers, under the leadership of the management of each company and in cooperation with the frontlines
      2. Initiatives by the industry
         • For initiatives that are difficult to address by individual companies alone, such as sharing challenges and success stories in building careers and creating communication environments for consultation, it is important to promote initiatives leveraging horizontal connections through industry associations, and appropriately checking and following up on the situation is crucial to enhance the effectiveness of these initiatives.

Summary

Through these measures, we aim to create a world-class environment for women’s participation in the fields of pilots and mechanics in Japan. (Example of a numerical target: 10% female ratio in 10 years)

Contact

Japan Civil Aviation Bureau

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