A nonprofit dedicated to increasing female representation in aerospace engineering, the Brooke Owens Fellowship, recently announced its latest cohort of 45 students, known as “Brookies.” These exceptional undergraduates were selected from over 400 applicants and will embark on internships at various aerospace companies nationwide, ranging from industry giants like SpaceX and Blue Origin to innovative startups such as Vast and Stoke. Paired with executive mentors, these students are poised to launch their careers in the aerospace field.
However, this year’s group of Brookies faces an uncertain future due to recent developments in government policy. A new executive order signed by President Trump on January 20 aims to dismantle diversity, equity, and inclusion (DEI) programs, which have been instrumental in fostering opportunities for underrepresented groups in the aerospace industry. The Brooke Owens Fellowship, along with similar initiatives like the Patti Grace Smith Fellowship for black undergraduates, relies on partnerships with aerospace companies to provide internships and mentorship to aspiring engineers.
The implications of this executive order extend beyond the immediate impact on fellowship programs. US companies with federal contracts are now required to certify the elimination of DEI hiring practices, potentially hindering future collaborations with organizations promoting diversity in the aerospace sector. As companies scramble to comply with the new regulations, the aerospace industry faces the risk of losing valuable talent and diversity, which are essential for innovation and growth.
Emily Calandrelli, an engineer and science communicator, highlights the detrimental effects of these policy changes on women and minorities in the industry. The erosion of supportive networks and inclusive practices within aerospace companies could deter talented individuals from pursuing careers in the field, leading to a loss of valuable expertise and perspectives. Moreover, the aerospace industry’s ability to compete for top engineering talent is at stake, as women and minorities may seek more welcoming environments in other sectors like technology.
Despite these challenges, there is a growing recognition of the need to diversify the aerospace workforce. With only around 15% of engineers in the US aerospace industry being women, efforts to create a more inclusive and supportive environment are crucial for attracting and retaining diverse talent. Programs like the Brooke Owens Fellowship play a vital role in breaking down barriers and fostering a sense of community among underrepresented groups in the industry.
Looking ahead, the future of initiatives promoting diversity and inclusion in aerospace remains uncertain. While facing potential obstacles, advocates like Lori Garver, co-founder of the Brooke Owens Fellowship, remain committed to advancing opportunities for women and minorities in the industry. The ongoing dialogue surrounding diversity and equity in aerospace underscores the importance of creating a more inclusive and welcoming environment for all individuals pursuing careers in this dynamic field.
As the aerospace industry grapples with evolving challenges and opportunities, the resilience and determination of individuals working to promote diversity and inclusion will be crucial in shaping its future trajectory. The impact of policy changes on the industry’s workforce underscores the need for continued advocacy and support for underrepresented groups in aerospace engineering. Through collaborative efforts and ongoing dialogue, the aerospace industry can strive towards a more equitable and diverse future that benefits all stakeholders involved.
