Ok then, I revise my question. Take the demographic of mainline pilots with under 2 years seniority. If that demographic doesn't match regionals, then we can start finding problems. But even then we have to adjust for military and prior experience.


It's easy to point and say yeah she's a woman of course she got hired. But I know plenty who can't even get a call.

 

Man I love chicks.

I'm happy for everyone getting the call.

 

THIS right here!


Sent from my iPhone using Tapatalk

 

I've moved on as well, but I wasn't trying to single you out. My point is for the general audience (I'm a white dude btw). Let me try again...

Let's say a regional captain and his FO are down at the bar one night having dinner and the FO recognizes a friend who works at a legacy. A certain legacy whom the captain has wanted to work for all his life. The legacy guy comes over to join for a drink, the conversation ebbs & flows and overall goes well. As the evening progresses it turns out the legacy pilot happens to be on the hiring team. Bonus!

After awhile the discussion turns to hiring practices and the regional captain decides to get foaming at the mouth angry about a fraction of a fraction of pilots he believes is taking his job. "I'm owed this job, these kids and titties don't know a wing from an engine." Right.

Now...do we believe the well-connected legacy pilot will remember the fact that our regional captain was a check airman with 8,000 hours TPIC? Or will he remember that this dude decided to vent about the perceived reasons he isn't getting hired and showed an ugly side? It could go either way of course, but a bad attitude will leave a bad taste in a hurry.

Attitude. It's all about attitude is my point.

I'm no fan of affirmative action either. I also have buddies waiting for the call who are well qualified. But I've also heard guys first hand complain about this issue but refuse to do something about it. I don't know the formula nor the magic to getting a call but I do know this business is small and attitude goes a very, very long way.

 

Or maybe, just maybe, they are a really good pilot who has worked hard, tried to make the best decisions for their career and family, networked with legacy and those lowly (sarcasm) regional Captains, went to job fairs that everyone says is a waste of time, paid all the money that everyone says is a waste to get their app reviewed and interview coaching, worked towards being the best pilot they can be and learn from pilots they have flown with, and worked just as hard as those with more hours (maybe harder??)

Oh and they happen to have big "titties".... Yeah it's probably just the titties.

 

Stats and percentages of ATPs doesnt mean much without the missing data of percentages hired recently across the majors.

Until then we have two competing opinions.

Facts.

 

There are many women that deserve the opportunity, but as stated about some have been hired that are well below the qualifications of the average regional pilot. It's the 2000tt with 500sic that have no degree and are hired that really fuels the fire.

The interview should be based on qualifications alone.

 

I'll be the first to say that there are plenty of qualified female pilots out there. My mom was one of them. But there is zero doubt she was hired when she was hired because she was a woman. Late 70s. Weren't too many of them out there at that time.

 

I flew with this person a few months ago. Good pilot, good attitude, and she spent some time on the Brasilia which is always a good thing. I'm happy to hear she has moved on.

 

We can debate the specifics of why said person was hired, but I am sure that we can all agree that it is a very good thing that Delta is hiring many of our pilots regardless of how many hours TPIC they have.