Date of Conferral

6-24-2025

Degree

Doctor of Business Administration (D.B.A.)

School

Business Administration

Advisor

Inez Black

Abstract

Some aerospace leaders face challenges in implementing effective strategies to advance women in leadership roles in the industry. Executive leaders are concerned with the lack of strategies to retain women, which contributes to their underrepresentation in aerospace leadership. Grounded in transformational leadership theory, the purpose of this qualitative pragmatic inquiry was to explore the strategies aerospace leaders use to advance women in aerospace leadership. The participants were seven aerospace leaders from the Southeastern United States who had implemented successful retention strategies. Data were collected through semistructured interviews and a review of public documents. Through thematic analysis eight themes were identified: (a) retention through trust, (b) idealized influence and interpersonal relationships, (c) career advancement and role modeling, (d) equitable compensation practices and transparency gaps, (e) mentorship as a cultural lever, (f) organizational culture and sponsorship, (g) inclusive recruitment and pipeline development, and (h) leadership development and training. A key recommendation is for aerospace leaders to implement structured mentorship and sponsorship programs to support the advancement of women in aerospace leadership roles. The implications for positive social change include the potential for aerospace leaders to increase the representation of women in leadership roles by implementing targeted strategies such as mentorship programs, transparent promotion practices, inclusive recruiting pipelines, and leadership development training, thereby promoting gender equity and challenging persistent industry stereotypes.

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