ANALYSIS ON THE LOW NUMBER OF WOMEN PILOT AT GARUDA INDONESIA USING FOUR FRAMES OF GENDER IN ORGANIZATION

• Main Author: Widyananda, Prayudha
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/48107
• Institution: Institut Teknologi Bandung

Today, having the same treatment as humans is a challenging matters even though it is our basic rights as humans, especially for women, not only in Indonesia, but throughout the world. Based on data from the 2019 GLOBE Project report, egalitarianism and gender inequality are among the most serious problems in Indonesia, Indonesians tend to ignore the practice of respecting leadership and performance in the workplace even though they highly value gender equality. Gender stereotypes and traditional representations of women's roles continue to endanger girls and women in Indonesia, making it challenging for women to be full and equal participants in social, economic and political life. While Indonesian women are involved in many features of public life and face no legal obstacles, most professional fields continue to be governed by men in Indonesia. The occupation of a pilot is very closely related to masculinity. The gender equality movement in the aviation sector began in 2018, understanding that gender equality in air transportation requires special attention according to ICAO rules. Garuda Indonesia as the flag carrier airline of Indonesia and Indonesia as a member of ICAO can initiate gender equality pilots in Indonesia and even in Asia, because Garuda Indonesia is one of the best and largest airlines in the world. When the company becomes bigger, fair and equal treatment among all normal employees must be guaranteed because it will benefit Garuda Indonesia's marketing and operations, as well as its long-term business growth. However, the number of female pilots is still so low that there is no gender equality in the aviation world in Indonesia. The author will analyze this phenomenon with internal and external analysis with several methods using the Four Frames of Gender in Organization along with the SWOT theory, PESTLE analysis, public surveys, interviews and analysis of company reports. Based on the analysis found that the root of the problem lies in the absence of women skill development program, scandals, glass ceiling, the low interest of women in STEM, the unpleasant treatment of passengers, the high cost of flight school, and the masculine culture of aviation. Based on the root cause analysis, the best strategy for Garuda Indonesia is skills development through education and information, recruit more women, a mentorship program to improve women’s leadership traits, embracing women’s personality for the passengers in the safety video features, having women as an Agent of Change to have more women in top-level management, Organic Women Leader initiative, and gender-based scholarships program for women pilot and joining IATA’s 25by2025 Program, NOTECH training, and teamwork training.