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Federal Aviation Administration
Federal Advisory
Committee Act (FACA)
Requirements
Presented to:
Women in Aviation Advisory Board
By:
Alexandra R. Randazzo, AGC-400
FAA Office of the Chief Counsel
Date:
August 11, 2020
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Federal Advisory Committee Act
• FACA governs the WIAAB activities
• FACA dictates that: – Unless specified by a law or presidential directive, federal advisory
committees (FAC) must be used solely for advisory functions
– Congress and the public must be kept informed of the advisory committee’s purpose, membership, activities, and cost
• FACA includes requirements on: – Advisory committee procedures
– Meetings
– Publication of notices in the Federal Register
– Federal officer responsibilities
– Recordkeeping
– Annual Reports
Federal Aviation Administration
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Establishing a Federal Advisory Committee
• A charter must be filed with the agency head, the Library of
Congress, the appropriate Senate/House standing
committees, and the Committee Management Secretariat
before a FAC can meet or take any action
• Federal Register notice was required when establishing the
advisory committee
– Must appear at least 15 calendar days before the charter is filed
• A FAC terminates two years after its date of establishment
unless otherwise provided by statute or renewed
– The Board will terminate upon submittal of the report to the FAA
Administrator and Congress
Federal Aviation Administration
3
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Meetings
• Agency must publish a Federal Register notice at least
15 calendar days before the meeting, including: – Date, time, place, and purpose of meeting
– Summary of the agenda, and/or topics to be discussed
– A statement whether all or part of the meeting will be closed
• Agency, through the Designated Federal Officer (DFO),
manages arrangements for meetings, including: – Approving and attending the meetings called
– Approving agenda of the meetings
– Adjourning any meeting when he or she determines to be in the public
interest
– Chairing meetings when directed by Agency head
Federal Aviation Administration
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Records/Minutes
Agency:
• Ensures detailed minutes are kept and certified of each FAC meeting within 90 days of meeting, including ones that are closed or partially closed to the public – The Chair must certify the accuracy of meeting minutes
• Makes minutes and other documents available to the public at a single location for copying and inspection (unless related to closed/partially closed meeting) – FACA requires that a FAC reports, transcripts, minutes, appendixes,
working papers, studies, agenda, or other documents which were made available to or prepared for or by the FAC be made publicly available, unless they are subject to a Freedom of Information Act (FOIA) exemption
• Manages committee records in accordance with General Records Schedule 6.2
Federal Aviation Administration
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Membership
• The Secretary will appoint all FAC membership,
including the Committee chairs, to parent committee,
and subcommittee members
• Non-voting membership designations are prohibited
unless otherwise required by statute
• All nominations must be reviewed by the FAA Ethics
Official for proper classification prior to submission to
the Office of the Secretary
Federal Aviation Administration
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Member Responsibilities
• Prepare all committee reports, recommendations, and other similar committee work products based on FAA taskings
• Attend all meetings called by the DFO
• Speak with Congress and the media only in his or her personal capacity, not on behalf of the FAC
• Unless prior approval is received, members should not receive or discuss information concerning matters which would be covered by what are known as FOIA exemptions 4 and 6 – trade secrets, commercial or financial information
– records, the release of which would constitute a clearly unwarranted invasion of personal privacy
Federal Aviation Administration
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Subcommittee
• FAC subcommittees must report back to the parent
committee and must not provide advice or work product
directly to the agency or to another subcommittee
• Subcommittees must be created by the FAA
Administrator
• Not subject to the requirement to hold public meetings
unless determined otherwise by the agency
• Not subject to the requirement to announce meetings in
the Federal Register
• Not subject to the requirement to take minutes and post
those meetings, but there are recordkeeping
requirements
Federal Aviation Administration
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Questions???
Federal Aviation Administration
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Women in the Aviation Workforce
Dr. Becky Lutte
Associate Professor
University of Nebraska Omaha Aviation Institute
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Where are the gaps?
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Research Partners
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Title
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• Aircraft Mechanic: 2.4% (FAA, 2019)
• Dispatchers: 19% (FAA, 2019)
• Air Traffic Controllers: 19% (FAA, 2019)
• Aerospace Engineers: 13% (BLS, 2019)
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• Airport Managers: 16.6% (AAAE, 2018)
• Aerospace Industries Association: Aerospace workforce: 24% (AIA, 2018)
• Aviation Higher Education Faculty: 21% (Luedtke, 2019)
• Cybersecurity: 11% (Frost & Sullivan, 2017)
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Female Active Pilot Population
700000 Female Trends in Total Pilot Population
600000
500000
400000
300000
200000
100000
0
1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018
Pilot Total Student Female Pilots Female Students
Replacement Rate is Roughly Equal to Exit rate
Female Population is Stagnant
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Male Pilot Lifecycle
0
10,000
20,000
30,000
40,000
50,000
60,000
14-15 16-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74 75-79 80 and over
Male Pilot Demographics
Active Certificated Pilots Student Private 1/ Commercial 1/ Airline Transport 1/ CFI 3/
Men Convert Early and Remain Active Flyers
Population Benefits from Retention
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Female Pilot Lifecycle
Female Pilot Age Demographics
6,000
5,000
4,000
3,000
2,000
1,000
0
Active Certificated Pilots Student Private 1/ Commercial 1/ Airline Transport 1/ CFI 3/
14-15 16-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74 75-79 80 and over
Women Do Not Complete their Training And They Struggle to Remain Active Pilots
Early Fall-Out Negatively Impacts Population
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Female/Male Relative Populations
Women Comprise 13% of All Students, But Only 6-7% of All Pilots
Women Fail to Complete their Training at the Same Rates as Men
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Why do
women fly?
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Traditional Outreach Program Miss the Mark
Approximately 57% of Surveyed Women in Aviation Report NOT
Having Participated in a Youth Aviation Outreach Program
Most Aviation Programs Focused on Female Outreach are Based
on STEM: Science, Technology, Engineering, Math
Glut of STEM Grant Funding Requires STEM Foundation
• Aviation Outreach Begins with STEM
• Studies Show that Girls Age 12-15 Self-Eliminate Out of STEM
Tracks
• Interest Does NOT Recover
“If You Aren’t Interested in STEM, Aviation Isn’t Interested in You”
STEM Focus is Counter-Productive
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Why Do Women Fly?
In research by Dr. Rebecca Lutte, professional female pilots
reported their motivation for flying:
• Passion for Aviation (87%)
• Perceived as Adventurous (86%)
• Perceived as Fun (85%)
• Desire to Prove Personal Abilities (81%)
• Desire for Challenge (80%)
According to a 2010 AOPA survey:
• 76% of Women Enter Aviation for Recreational Purposes
Focusing Recruitment Efforts on Professional Opportunities May
Sub-Optimize General Aviation AND Professional Female Pilots
Understanding These Motivations Should Guide Outreach Efforts
Any Initiative Must Be Aligned
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More Data Needed
To Increase Female Pilot Population:
• Tap into Known Motivations
• Market to Women 18-34
• Remove Training Barriers to Achieve High Conversion
BUT: More Data is Needed:
• FAA Data on Female Cohort Conversion and Exit
• WHY do Women Leave Aviation? What Are their Barriers to
Remaining Active Pilots?
• WHO and HOW Can We Help Re-Enter Aviation?
Any Effort Must be Able to Set and Measure Performance of
Recruitment, Conversion, Retention, and Re-Entry Targets
Increasing the Female Pilot Population Must be Multi-Faceted Strategy
Leverage Known Motivations, Convert Early, Remove Barriers
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Driving advancements and making progress in overcoming a long legacy
of gender bias within the global aviation and aerospace industry.
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The need.
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The gap.
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The study.
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The partners.
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The participants.
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The how.
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The results.
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Reported inhibitors.
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The opportunity.
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Your involvement.
• Raise awareness
• Sponsor philanthropic programs
• Public recognition
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Your involvement.
• Close the gap via recognition
• Set diversity objectives
• Publicize a cross-industry "campaign"
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Quote
"The business case for gender equality does
not need more evidence, it needs more action."
- Alina Nassar, President of IAWA
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Soar with us.
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Women in Aviation Recruitment &
Retention Survey
Dr. Becky Lutte
Associate Professor
University of Nebraska Omaha Aviation Institute
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What draws women into aviation &
what makes them want to stay – or leave?
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What draws women into aviation (top 5)
1. Passion for aviation (87%)
2. Perceived as adventurous profession (86%)
3. Perceived as a fun profession (85%)
4. Desire to prove personal abilities (81%)
5. Desire for challenging career (80%)
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Early exposure to aviation as a child positively
influenced decision to pursue career in aviation
54%
Outreach is essential
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• Influencers
– Parents: 55% positively influenced decision
– High school counselors: 84% no influence/NA • When they did – more negative than positive
– Mentors: Not a major influence • Pursue avn: 23% + influence (pursue)
• Play a larger role in retention than recruitment (35% +)
• Opposite gender mentors greater role
• Open ended responses revealed this is a need
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What discourages women from pursuing
aviation (top 3)
1. Cost (48%)
2. Perceived existence of good old boy
network (35%)
3. Perceived family life impact (27%)
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Considered leaving aviation industry
38%
Focus on retention is essential
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Why do women stay in aviation (top 5)
1. Passion for aviation (92%)
2. Fun profession (88%)
3. Adventurous profession (84%)
4. Opportunity to prove personal abilities (83%)
5. Challenging career (80%)
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What discourages women from staying in
aviation
1. Existence of good ole boy network (41%)
2. Cost of required training/education (37%)
3. Family life impact (34%)
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Greatest Challenge/Barrier
comments summary
1. Workplace culture (287)
2. Cost (272)
3. Family/life/work balance (79)
4. Training related issues (77)
5. Lack of support (72)
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Workplace culture: survey comments
• Men were the biggest challenge I have experienced. As a female in aircraft maintenance management, you have to work harder, perform more and basically be held to a higher standard to prove your worth.
• sexism isn’t blatantly obvious, but it wears you out over a long period of time
• "you'll never really be one of us"
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• A big part of this is learning how to be heard and respected. It takes honing both technical and people skills. Not an overnight thing for most, certainly not for me!
• Overcoming discrimination and harassment.
• So far I am still in high school so nothing has stood in my way but my own fears of future employment due to gender stereotyping.
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Family/work/life balance: survey comments
• Poor policies surrounding maternity leave
• Being a mother and trying to juggle "everything".
• Overcoming fear about how it would impact my
marriage
• The sacrifice to friends and family
• Expected to work like I don’t have a family and
expected to parent like I don’t have to work.
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Training related issues: survey comments
• Finding a reliable CFI
• Not finding a good instructor or flight school.
• Being alone during training.
• I felt like I did not see myself represented in the
industry until I began working with a female flight
instructor for my instrument rating. Seeing her
success made me feel like I could also be
successful and truly pursue commercial aviation and
flying for an airline.
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Lack of support: survey comments
• Not having a woman support system up front or a
mentor. I think this is very important
• Not having any women aviation teachers or mentors
in college and flight training.
• Not knowing/seeing any women in prestigious
commercial aviation positions. Feeling very “alone”
• I feel isolated.
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Confidence: survey comments
• Learning to believe in and trust my own abilities.
• Confidence in my skills.
• as with most women, I stand in my own way far
too often. Believing in myself and taking risks
are two areas where personal growth has led to
increased success. The faster or earlier we can
get younger women there, the more diverse and
inclusive those leadership teams will become.
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How does all of this inform action/strategies
for recruitment & retention of women in
aviation?
• Continued industry focus on cost, family/work balance
policies & inclusive workplace culture
• Diverse faculty/flight instructors/leadership
• Youth outreach – awareness, empowerment
• Outreach to influencers
• Active support/mentors