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Berufswahlprozesse junger Frauen am Übergang Schule – Beruf
Abstract
Im Vergleich zu früheren Generationen sind junge Frauen heute besser gebildet denn je. Häufiger als gleichaltrige Männer machen sie ihr Abitur, beginnen ein Studium und schließen dieses erfolgreich ab (vgl. Allmendinger et al. 2011).
... Der Großteil der Literatur, die sich mit den Geschlechtsunterschieden in Bezug auf mathematische Leistungen befasst, kam jedoch zu dem Ergebnis, dass mathematische Leistungen in der Gruppe der Frauen nicht, wie von vielen Lehrern angenommen(Wolter, Braun & Hannover, 2015) geringer ausfielen, als bei in der Gruppe der Männer.Auch heutzutage sind demnach noch strukturelle Barrieren für Frauen in der Arbeitswelt zu finden. Gerade für Frauen mit großem Interesse in den mathematischen, naturwissenschaftlichen und technischen Bereichen sowie in der Luftfahrt stellen diese Barrieren durchaus schwer überwindbare Hindernisse dar, wobei das vorher bestehende Interesse vermehrt nach der schulischen Laufbahn und dem langjährigen Austausch mit den Lehrern verloren zu gehen scheint(Micus-Loos et al., 2016). ...
Aviation is one of the fastest growing industries in the transportation sector. In recent decades, the aviation industry has shown a series of advances and, above all, rapid growth (Ferla et al., 2019). In order to keep up with the growing demand and counteract the shortage of workers and an early retiring population, the industry should draw on all available talent, especially women, as they are still the minority in the air traffic controller profession with an overall share of 20.6% (Perez, 2022; International Civil Aviation Organization, 2021). This issue could pose a critical challenge for this sector of the aviation industry, as the lack of success in recruiting and eventually hiring women could hinder the professional development and growth of this sector, leaving female talent and skills out of consideration. This is particularly significant and relevant in light of the labor shortage the industry will face in the coming decades due to the ever-growing demand for air travel. The early retirement of the air traffic controller population, most of whom are forced to retire at the age of 55 due to age-related unsuitability, could also play a role in the future labor shortage (Airliners, 2023). Identifying reasons for the gender imbalance among air traffic controllers can help to develop recruitment strategies and more attractive working conditions to attract more women to the air traffic con- troller profession. Research in this area can also help to correct any existing attitudes and prejudices that stand in the way of gender equality (Seligson, 2024). The aim of this study was therefore to explore the intrinsic reasons for the career choice of female air traffic controllers and the possible resulting underrepresentation of women in the profession of air traffic con- troller, which is one of the most male-dominated sectors in the aviation industry (International Civil Aviation Organization, 2021). For this purpose, 7 qualitative interviews in the form of problem-centered interviews with female air traffic controllers were conducted to identify and understand the main challenges and issues faced by women in this profession in relation to the underrepresentation of female air traffic controllers, as well as to identify and analyze possible other causes for the lack of representation of women in this sector. The results show that previous experience, personal interests and extrinsic factors, such as the high salary and flexible working hours, were particularly decisive in choosing a career. Employer-friendly support, a friendly working environment and fun at work were the main factors that contrib- uted to well-being. Indications of challenges were found during the training period and partly in the working environment. These manifest themselves in the form of sexist comments and attitudes on the part of colleagues and coaches, as well as the performance expectations during training. Based on these findings, various recommendations for action were formulated, such as long-term strategies to promote the proportion of women, improve the work culture and promote the well-being of women in this profession.
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