Some of the Qantas and Jetstar team members who operated over 50 all-female crew flights in the lead-up to International Women’s Day 2025. The initiative spanned multiple routes and aircraft, showcasing women in roles from pilots and cabin crew to engineers and dispatchers.
In a landmark tribute to International Women’s Day (IWD) 2025, Qantas and its low-cost subsidiary Jetstar orchestrated more than 50 flights operated entirely by women . Throughout the week leading up to IWD (celebrated on 8 March), these all-female crew flights took to the skies across Australia, New Zealand, and parts of Asia. The effort is one of the most extensive of its kind ever undertaken by the Qantas Group, aiming to inspire the next generation of girls and women to pursue aviation careers in fields that have traditionally been male dominated . This article provides a detailed overview of the event, how it was carried out, its significance in aviation history, and the impact it hopes to have on gender diversity in the industry.
Event Overview
Qantas and Jetstar’s initiative saw a broad range of flights – over 50 services in total – being operated with all-female crews in the first week of March 2025 . More than 250 female employees participated, including pilots, cabin crew, engineers, and ground and operational staff, covering over 20 different routes in Australia, New Zealand, and Asia . This meant that for each selected flight, every critical role from the cockpit to the dispatch desk was filled by a woman. The flights ranged from short domestic hops to longer international sectors, reflecting the diversity of Qantas Group operations. For example, the very first service in the program was a Jetstar flight from Adelaide to Sydney on 3 March 2025, and subsequent flights included routes such as Sydney–Hobart, Brisbane–Geraldton, Cairns–Melbourne, Sydney–Perth, a trans-Tasman flight from Auckland–Christchurch, and even a regional hop in Japan from Tokyo–Fukuoka . Major trunk routes between Australian capital cities were featured alongside flights to smaller communities (e.g. Wagga Wagga, Bundaberg, Weipa), underlining the group’s commitment to showcase women at the helm in all corners of its network.
Notably, a variety of aircraft types were involved in these operations, from QantasLink turboprop planes serving regional towns to large jet airliners on cross-country and international flights. One of the pilots leading the charge was Second Officer Brigitte Howe, who flies the Boeing 787 Dreamliner for Qantas. Howe took part in the event and expressed pride in seeing so many female colleagues across different departments come together for this occasion . By including flights operated by Jetstar’s international arms – Jetstar Asia (operating a Singapore–Manila service) and Jetstar Japan (operating Tokyo–Fukuoka) – the initiative also extended beyond Australia’s borders . This gave the campaign a regional footprint and emphasized Qantas Group’s message on an international stage.
Each flight during the week carried a special significance for crew and passengers alike. Announcements were often made to inform passengers that they were part of an International Women’s Day celebratory flight, met with rounds of applause in many cases. Destinations were not limited to major cities; flights to places like Moranbah, Mildura, and Albury were also staffed entirely by female teams, illustrating that the push for representation wasn’t confined to flagship routes. By the end of the week, the airlines had successfully completed all scheduled all-female flights (contingent on operational adjustments if needed), culminating on 8 March itself with final services such as Brisbane–Moranbah and Melbourne–Mildura .
Operational Execution
Pulling off this ambitious program required meticulous planning and coordination. Qantas and Jetstar began preparations well in advance to line up rosters so that an all-female team could cover every aspect of each selected flight. This meant coordinating schedules for female pilots and co-pilots, all-female cabin crews, and even ensuring female engineers were on duty for pre-flight checks. Additionally, the flights were planned and dispatched by women, with female aircraft dispatchers and flight operations managers overseeing the departures . In practice, that entailed tapping into the ranks of women working in Qantas’ operations centre and across airport ground staff to allocate them to these flights. By involving roles behind the scenes (such as flight planners and load controllers) as well as those on board, the airlines strove to make each flight a showcase of women’s contributions at every level of the operation.
Logistically, the initiative spanned five consecutive days – from Monday 3 March through Friday 7 March, plus a few services on Saturday 8 March (International Women’s Day) itself . Dozens of flights were identified for the all-female crews, and each had to have the right complement of female staff assigned. Qantas Group reports that over 250 female employees in total were involved in making these flights happen . This includes around women in the cockpit, cabin, ramp, engineering, and in supervisory roles. Many of these staff swapped into the special flights from their regular duties to be part of the celebration. Some even traveled as passengers on positioning sectors to be available at the departure airport of an IWD flight if needed. The airlines treated it as a team effort: pilots, flight attendants, ground handlers, and others volunteered or were more than willing to adjust schedules to ensure the flights were fully staffed by women.
Because the Qantas Group encompasses multiple airlines (Qantas mainline, regional QantasLink, and Jetstar in several countries), the operational execution had to be coordinated across different subsidiaries and even national boundaries. Jetstar’s participation, for instance, meant involving their teams in New Zealand, Singapore, and Japan. A Jetstar Asia Airbus A320 flight out of Singapore to Manila was one of the services operated with an all-female cockpit (captain and first officer) and cabin crew, complemented by female ground crew – a notable achievement in a foreign station . Similarly, Jetstar Japan fielded an all-female crew on a domestic Japanese flight. These required liaising with local staff and possibly overcoming language or regulatory barriers to ensure everything went smoothly. According to the airlines, the week’s flights unfolded as planned, illustrating that women are present and competent in every operational role needed to run an airline flight. In fact, Qantas noted that 2025’s effort saw “more flights than ever before” being able to take off with all-female crews, reflecting a growing pool of female talent within the group .
Behind the scenes, dispatchers in the integrated operations centre ensured flight plans were prepared and signed off by female staff. Where possible, airport coordination such as pushback operations and air traffic control were also handled by women – for example, some airports arranged for a female air traffic controller to manage the flight’s takeoff or landing slot, adding to the symbolism. Many of the women involved have decades of experience, while others are relatively new hires or graduates of the airlines’ training programs, underscoring a pipeline of female talent at various career stages. The smooth execution of over fifty flights in one week with exclusively female teams was a powerful demonstration to colleagues and the public that such an operation is not only possible but can be accomplished routinely when enough women are employed in all roles.
Industry and Historical Context
The all-female crew flights carry significance against the backdrop of aviation history. For much of the history of commercial aviation, women have been underrepresented, especially in technical and leadership roles. It was not until the mid-to-late 20th century that women began breaking into airline pilot jobs in appreciable numbers. In Australia, for example, Deborah Lawrie became the first female pilot of a major Australian airline in 1980 after winning a discrimination case against Ansett Airlines . Qantas itself hired its first female pilots in the 1980s – Sharelle Quinn and Ann Bennett joined in 1985, marking a turning point for the national carrier . At that time, an all-female flight crew was unheard of; cockpits almost always had two or three men.
One of the earliest known instances of a commercial passenger flight operated by an all-women cockpit crew occurred in the United States in December 1977, when two female pilots (Captain Emilie Jones and First Officer Lynn Ripplemeyer) operated scheduled flights for Air Illinois on a Twin Otter aircraft . A few years later in 1984, Frontier Airlines (USA) made headlines with a Boeing 737 flight from Denver to Lexington crewed by Captain Emily Warner and First Officer Barbara Cook – a coincidence of rostering that turned into a historic first for that airline . By the mid-1980s, larger carriers were following suit; in 1986, American Airlines notably flew an Airbus A300 from Washington D.C. to Dallas with an all-female crew including Captain Beverley Bass, which was widely reported as a commercial aviation first . These pioneering flights were rare milestones that showcased women’s abilities, but they were often treated as curiosities in an era when female pilots numbered just a handful.
Fast forward to the 21st century, and all-female crew flights, while still special, have become more common as statements of progress and inclusion. Many airlines around the world now operate symbolic flights crewed entirely by women, often timed with International Women’s Day or other significant dates. Ethiopian Airlines, for instance, has made it an annual tradition since 2015 to launch an all-female operated long-haul flight on March 8th . Ethiopian’s women have flown services to destinations like Bangkok, London, and Buenos Aires with female pilots, cabin crew, loaders, dispatchers and even female technicians servicing the aircraft – all to “showcase the professionalism and capability of women in the aviation sector” . These highly publicized flights in Ethiopia have the dual aim of celebrating the women in its workforce and inspiring African girls to pursue aviation careers .
Australia’s Qantas Group has supported IWD in past years too, although 2025’s 50-flight effort is by far its largest. In previous years, Qantas and Jetstar marked the day with single flights or one-off events – for example, in 2024 a smaller number of all-female crew services were operated, laying the groundwork for the expanded 2025 program . Other airlines in the Asia-Pacific region have similarly joined in; in 2024, Virgin Australia reportedly rostered several domestic flights with only women in the cockpit and cabin to commemorate IWD, and Air New Zealand has highlighted its female pilots on social media on Women’s Day. Air India – which boasts one of the highest proportions of female pilots in the world at over 15% – operated 15 all-women crew flights on International Women’s Day 2022 across domestic and international routes . The Indian national carrier has frequently sent out all-female crews on marathon flights (including a San Francisco to Bangalore flight over the North Pole in 2021) as a sign of national pride in its women aviators. These examples show that Qantas and Jetstar’s initiative is part of a broader, global movement in aviation to recognise and uplift the contributions of women.
Importantly, such high-profile events align with wider diversity and inclusion efforts in the aviation industry. Globally, organizations and airlines are actively working to improve gender balance. The International Air Transport Association (IATA) launched the 25by2025 campaign – a voluntary pledge for airlines to increase female representation in senior positions and under-represented areas by 25% (or to a minimum of 25%) by the year 2025 . Qantas is one of the airlines that have publicly committed to diversity targets; the Qantas Group has a stated goal for women to comprise at least 40% of management positions and has been making strides toward that in recent years . Industry-wide, there is also growing support for programs like Women in Aviation International’s Girls in Aviation Day, which introduces school-age girls to aviation careers each year, and the Ninety-Nines (International Society of Women Pilots) mentoring programs. All these efforts form a context that makes events like the Qantas and Jetstar all-female flights not just symbolic one-offs, but part of a continuum of change pushing the industry toward greater equality.
Impact on Gender Representation in Aviation
Despite progress over the decades, the hard numbers illustrate that women are still significantly underrepresented in aviation – especially in the pilot pool and technical roles. Only about 5% of commercial airline pilots globally are female, according to industry studies . This statistic starkly underscores the gender gap when one considers that the other visible role onboard – flight attendants – has historically been dominated by women (in the U.S. and Europe around 80% of cabin crew are female ). The low percentage of female pilots is mirrored in aviation maintenance and engineering roles, and women also make up a small minority of airline CEOs and heads of operations . In this context, Qantas and Jetstar’s decision to operate dozens of flights with only female staff is a deliberate statement: it shines a spotlight on the women who have broken into these ranks, and by doing so, it normalises their presence and encourages more to join.
The impact of such an initiative can be both immediate and long-term. In the immediate term, visibility is a powerful tool. When young girls (and boys) see female captains and engineers handling large airliners with confidence, it challenges outdated perceptions about gender roles in aviation. It was this motivation that Qantas had in mind – the flights were intended to “inspire the next generation of girls and women to explore career opportunities within the aviation industry” . Crew member Brigitte Howe remarked that these flights celebrate the women who paved the way and “my hope is that young girls see these flights and are inspired to take up a career in aviation” . Each of the 50+ flights effectively served as a flying billboard for women in aviation, sending the message that “if we can see it, we can be it.”
Longer-term, the success of such operations reflects the slow but steady progress in women’s representation. Even five or ten years ago, Qantas would have struggled to find enough female pilots to roster this many flights in one week. Today, thanks to concerted recruitment and training efforts, the airline has a growing cohort of female pilots and technicians. Globally, the trend is inching upward: in 2017 about 5.1% of licensed pilots were women; by 2021 that had increased to roughly 6.0% – a modest rise, but a rise nonetheless . Some countries are ahead of others: India leads the world with roughly 12–13% of its airline pilots being female, a figure aided by strong STEM education and role models, while countries like the UK and Australia hover around 5% . Qantas has not published a recent percentage for female pilots in its ranks, but given global benchmarks it is likely in the mid-single digits. The airline has, however, reported other encouraging statistics: in 2025, 20% of new engineering apprentices at Qantas were women, and 35% of Jetstar’s engineering graduates were female, both record highs . These figures indicate that the pipeline of women entering aviation roles is improving at the entry level.
That said, significant challenges remain in achieving gender parity. One issue is the long career path and high training cost to become an airline pilot or engineer, which can be a barrier for all but the most determined candidates – and women have historically had less encouragement to pursue these paths. There are also lingering cultural biases and a lack of visibility or mentoring, which the industry is only now actively trying to overcome. Events like the all-female crew flights help combat the notion that women in the cockpit are an anomaly. By operating over 50 such flights, Qantas and Jetstar effectively demonstrated that they have enough women in various roles to make this a routine reality, not just a one-off novelty. This visible show of numbers can have a self-reinforcing effect: as more women join and stick with aviation careers, it becomes easier to recruit others, gradually shifting the gender balance.
Beyond the cockpit and hangar, the airlines are also looking at leadership representation. Women remain underrepresented in airline management globally, though Qantas Group is nearing 40% women in senior leadership positions . The hope is that by developing female talent throughout the company (whether on the ground or in the air), more will rise to leadership roles, creating a virtuous cycle of mentorship and advocacy for diversity. In short, while a week of all-female crew flights by itself doesn’t change the demographics, it puts a spotlight on the progress made and the work still to be done. It celebrates the roughly 250 women within Qantas Group who have already claimed their place in aviation and by doing so, it sends a strong signal to countless others that they are welcome to follow suit.
Passenger and Industry Reactions
Passenger reaction to the all-female crew flights was overwhelmingly positive, according to the airlines and reports on social media. Many travellers did not know ahead of time that they had booked on a special IWD flight, and were delighted to discover that every crew member – from the pilots greeting them at the boarding door to the engineers they saw on the tarmac – was a woman. Some passengers shared photos on Twitter and Facebook of the cockpit crew posing with the Australian flag or IWD banners, alongside captions praising Qantas and Jetstar for the initiative. Families with young children were particularly enthusiastic, with several parents noting how excited they were to point out to their daughters that women were flying and servicing the aircraft. “My 5-year-old got to meet the female pilots after we landed – what an inspiration for her!” one passenger wrote on Instagram, capturing the sentiment of many. The general public response on social platforms was one of celebration and encouragement, using hashtags like #GirlsCanFly and #IWD2025 to spread the word.
Within the industry, the initiative drew commendation from advocates of diversity as well as from Qantas staff themselves. The airline’s own leadership highlighted the significance of the moment. Qantas Second Officer Brigitte Howe, who was part of the flying crew, said it was “exciting to see incredible talent across Qantas and Jetstar come together in force so more flights than ever before can soar in recognition of International Women’s Day” . She noted that the event was a “celebration of all the women who paved the path for the next generation”, paying homage to the female trailblazers in aviation . Jetstar’s Captain Lizzie Archibald, a senior manager in flight operations, echoed that sentiment, emphasising that showcasing women at work in all these roles is crucial to inspire young women to consider aviation careers . “Today’s flights are such an important moment to showcase to young girls and women all the different career paths aviation can offer, including pilots and engineers,” Captain Archibald said, underlining that seeing women in these positions can demystify the profession for newcomers .
The wider aviation community also took note. Media coverage of Qantas and Jetstar’s effort was widespread, appearing not only in Australian news outlets but internationally via aviation news sites and even general news agencies. Industry groups that promote gender diversity – such as Women in Aviation International and IATA – applauded the move. On LinkedIn, numerous industry professionals (both male and female) shared Qantas’s post about the all-female flights, adding comments like “Great to see Qantas leading by example!” and “Visibility matters – well done to all involved.” Competitor airlines offered congratulations as well; a representative of a regional Australian carrier tweeted a thumbs-up, and some peers highlighted their own Women’s Day efforts in response. The event clearly struck a chord as a visible celebration of women in aviation.
However, not all reactions were unconditionally glowing. A few commentators urged caution against complacency. On a popular aviation forum, one user argued that while the all-female flights are fantastic for publicity, the real measure will be in sustained year-round change – hiring, retention, and promotion of women. Critics of such initiatives sometimes label them as tokenistic if not followed up with structural progress. For instance, one social media comment read, “Hope this isn’t just a PR stunt – let’s see more women hired as pilots consistently, not just one day a year,” reflecting a view that tangible outcomes matter more than symbolic flights. Some employees, speaking anonymously, noted that scheduling special flights for one week required flexibility that not all female staff could accommodate (due to other duties or personal commitments), and suggested the airlines should continue to focus on making the workplace universally supportive (for example, with better maternity leave policies or more flexible rostering) so that more women can build long careers.
On balance, though, the sentiment was strongly positive. The visibility of 50 successful flights operated by women was a source of pride for many in Qantas and Jetstar. It also became a talking point among passengers; the airlines reported that some customers specifically booked onto certain flights once news of the initiative broke, just to be part of the experience. For the industry, it set a benchmark – demonstrating that with sufficient female workforce participation, it’s possible to mount large-scale operations showcasing gender diversity. Other airlines may be inspired to attempt similar feats in the coming years, fostering a bit of friendly competition in the name of inclusion. As one aviation journalist noted in an editorial, “Ultimately, the goal is for an ‘all-female crew flight’ to not be newsworthy at all – because equality will be so commonplace. Until then, let’s celebrate each step forward.”
Future Outlook and Ongoing Initiatives
The International Women’s Day flights are over for this year, but Qantas and Jetstar have been clear that their commitment to gender diversity continues well beyond March 8. The Qantas Group has a multi-faceted strategy to recruit, retain, and promote women across its airlines – a strategy that it has been intensifying in recent times. One cornerstone is the Qantas Group Pilot Academy, which in an effort to broaden the talent pipeline has doubled the number of scholarships offered to female and Indigenous trainee pilots (now 20 scholarships per year) . This lowers the financial barrier for women entering the profession and encourages more to join pilot training. In addition, the group runs outreach programs at schools and universities to spark interest in aviation careers among young women. Catherine Walsh, Qantas Group’s Chief People Officer, highlighted the importance of engaging women early: “It starts in our schools. We’re expanding our school outreach to promote aviation as a career to encourage girls to dream big… and follow their interests in STEM,” she said . This approach reflects a long-term view – planting the seed of a future pilot or engineer while girls are still in school, so that years down the line they might fill those roles.
Another area of focus is engineering and maintenance, fields that have been even more male-dominated than flying. Qantas established a new Engineering Academy and reported that in its latest apprentice intake, 20% of the new engineers in training are female, which is a significant increase compared to past years . Jetstar, on its part, has been bringing more women into its aircraft technician ranks – 35% of Jetstar’s 2025 engineering graduate class are women, a record for the airline . These figures, while still indicating a minority, show a positive trajectory. The airlines intend to build on this by providing mentorship programs pairing young female engineers with experienced ones, and by showcasing success stories of women who have advanced to senior engineer or maintenance manager positions, thereby providing role models.
Within the companies, employee-led groups play a crucial role. Qantas has an internal network called the Altitude Network, which is devoted to supporting and advocating for women across all divisions of the Group . Such networks often host workshops, provide mentoring, and advise management on policies that affect gender equality (for example, advocating for flexible work arrangements, or ensuring high-potential women are considered for promotions). Jetstar has similar support mechanisms for its staff. The synergy between these internal efforts and public initiatives like the IWD flights helps maintain momentum. As Captain Archibald mentioned, seeing women leading flights visibly is a morale boost that complements the less visible but critical work of changing corporate culture.
Looking at the broader industry future, Qantas and Jetstar’s efforts are part of a wider push that includes global commitments like IATA’s 25by2025 pledge and ICAO’s gender equality programmes. Many airlines worldwide have set targets to increase the percentage of female pilots and executives by the mid-2020s. There is also a significant focus on improving the retention of women in aviation – ensuring that once hired, women have the support needed (from maternity leave to anti-harassment policies) to stay and progress. Technological changes and the expected growth of the aviation sector in coming years could present both opportunities and challenges: on one hand, a looming pilot shortage in some regions might force airlines to diversify their recruitment out of necessity, possibly opening more doors to women; on the other hand, without conscious effort, the industry could simply repeat past patterns.
For its part, the Qantas Group intends to make the IWD all-female flights an annual celebration and even hopes to expand on it. There is talk of involving partner airlines in the oneworld alliance for future Women’s Day events, potentially coordinating simultaneous all-female flights around the globe. Imagine a scenario where, on March 8 in a future year, not just Qantas and Jetstar but also British Airways, American Airlines, Cathay Pacific and others each launch special flights – it would truly signal a united industry stance on gender diversity. While this is speculative, it’s grounded in the fact that many airlines are now actively participating in such efforts. For example, in March 2023 SkyTeam alliance members undertook a series of all-female flights and shared stories under a common hashtag, and easyJet in Europe has done all-female flight formations (including pilots and air traffic controllers) to mark the day .
The ultimate vision that drives these initiatives is an aviation industry where gender is no barrier – where female pilots or mechanics are so common that we no longer find it remarkable. As one Qantas executive put it, the hope is that in the future “an all-female flight won’t need to be news – it will just be normal.” Reaching that point will require sustained effort: continued recruitment and training of women, addressing the subtle biases that can affect career progression, and promoting STEM education among girls. The all-female crew flights in 2025 were a high-profile reminder of how far the industry has come and how far it still has to go. They encapsulated both a tribute to pioneering women and a call to action for the next generation.
If the enthusiasm generated by these flights is any indication, the future looks a bit brighter – one where more women will quite literally have a seat in the cockpit. Qantas and Jetstar have signaled that they are fully onboard with that journey. As they plan for the coming years, both airlines are likely to continue investing in diversity programs and perhaps set even bolder targets. The sky is by no means the limit; from the classroom outreach programs to the captain’s seat of a Dreamliner, the path is being cleared for women to ascend in aviation. And each March, when International Women’s Day comes around, we can expect to see those efforts take flight in spectacular fashion, until the day such displays become delightfully routine.<br>
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“This article is based on information available as of 3 March 2025. While every effort has been made to ensure accuracy, aviation operations, airline initiatives, and market conditions are subject to change. For the latest information, please refer to official sources.”
