She shares that there are two broad factors that could help remove these barriers , and accelerate the move to a more gender-balanced aerospace industry .
1 . The role of organizations
— It starts from the top of organizations . Strong advocacy from the CEOs is essential .
— Strategic approach to gender diversity with clear goals , performance indicators and metrics that are tracked on a regular basis .
— Allocation of realistic resources to support the strategy .
— Keeping executive leaders accountable for results and their actions , reflecting it in their performance reviews .
— Effective recruitment , training , coaching , and mentoring that are a part of a company-wide strategy , conducted over time .
— Internal support processes for women who are external hires or promoted to executive positions .
— Family-friendly policies .
— More female role models and more women at the table .
2 . The role of individuals
— Share with your organization what your career goals and interests are . Do not wait to be discovered . Consider goals that will stretch you .
— Understand that your unique ability adds value to the organization ; do not inhibit yourself from talking about it , and being adequately compensated for it .
— Embrace what makes you unique , and respect it . If you do not , why should others ?
— Know you are in control of your career and have choices .
Fariba continues sharing her thoughts on leadership skills and DEI at different forums , and coaches female executives . With a lot of conviction , she expresses that , “ The move to a genuine DEI has certainly gathered momentum , and I am very optimistic that more women will courageously fly high as the industry is moving back to the sky .”
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