EQUALITY AND DIVERSITY REVIEW : A NEW APPROACH TO ADDRESSE GENDER EQUALITY FOR FEMALE ATCOs IN INDONESIA

 Abstract

The Air Traffic Controller community, consist of profesionals people with different

gender,age,religion, race and culture. According to ICAO assembly resolution adopted in 2016

gender equality become one of the serious issues. Gender Equality means when people of all gender

have equal rights, responsibilities, and oppotunities . Futhermore diversity is about taking account of

differences between people and placing positive value on those differences.

Background

In May, 2019 at annual conference in Costa Rica, IFATCA was established the Equality, Diversity, and

Ethic Task Force (EDETF) to face the critical shortage of Air Traffic controllers in general. Prediction

from ICAO (United Nations specialized Agency) in the next 20 years there will be a shortfall of over

40.000 ATCOs. To continue the innovation and development in aviation industry , we have to recruit

young generation from diverse background. In November and December 2018, IFATCA made a

survey of all Member Associations was conducted. In some countries there are a few number of

female ATCOs just as the whole aviation industry.

The activities of the EDETF is reviewing IFATCA’s Code of Conduct, presenting a working paper for

conference 2020 with an Equality Plan for IFATCA, and futher researching the ratio between male

and female ATCOs, and in management with in ATM industry.

In Indonesia, we are heading toward to the Demographic divident (Bonus demografi) that predicted

to peak within 10 years ahead. The manufacturing industry and service sector like ours are expected

to absorb the largest part of the labor force.

Purpose

This paper focusses on the implications of the gender equality and diversity review in the body of

Indonesia Air Traffic Controller Association (IATCA) before considering policy responses and their

effectiveness to the work place levels.

Method

In this paper I present result from a small survey to some selected female ATCOs as the

representative of female ATCO over Indonesia. The questionaire was the same questionaire from

previous research made by IFATCA’s EDETF. Including an interview study to selected participant to

get another prespective.

Finding

1.There is no gender and diversity bias in the selection process to become an ATCo in Indonesia.

Everyone has the same right and opportunities. This profession is generally open to female

applicants.

2. ATC become a favorable job for woman in Indonesia, since AirNav Indonesia (ANSP) established

and its offers flexible time (working at shift), fair salary, and support for mothers (even for fathers)

such as Parental leaves, the mother has the right to four weeks of maternity leave before estimate

delivery date and eighth weeks of leave after give birth. The father also entitled to take five days of

leaves at or after the birth of their child. They get full sallary except license and rating allowances

(for mother) and also one month sallary bonus (or condollence allowance if one’s reported

miscarriage). All the birth medical expanses are fully covered by the ANSP.

In line with above, Indonesia is one of some countries in the world that offer period leave (menstrual

leave) for women. This Leave is specifically provided for those who request to stay at home due to

painfull symptoms related to menstrual cycle.

3. The number of female ATC members in IATCA’s Executives on board (EB) doesnt reflect the

percentage of female members. Theres only one female out of seven EB in IATCA . It shows that

women participation in EB remains low at rate 14 percent comparing with 31 percent of total female

members at IATCA. It will be much better if there are at least two woman sitting at IATCA’s EB.

4. Gender discrimination cases are still found, despite this in small number. Pregnant woman and

woman who has baby or toddler sometimes get less chance to enhance their skill and career through

the trainning and education programs.

Conclusion

It is natural for a female to get married, pregnant, and have children. Managing the balancing

between mothers life and work is a challange. Women labour is a reality not a choice. It is important

to recognize that conflict between motherhood and profesional advancement. In fact at the

workplace, other employee are disturbed to cover for working mothers who come late, leave early,

or miss work on short notice because of their children.

Anyhow, There are many research shows that diversity in the workplace would bring many benefit

to the company. Encouraging more girls to become ATCO is the effort to close the gender gap issue.

Self promotion to the relative, participate in Career days or Inspiration Class at Scholl, promotion

through the internet (social media and blogger) about ATC are the effort to promote about Air

Traffic Controller.