Air Niugini commemorates International Women’s Day
March 12, 2018
Air Niugini’s continuous support and promotion of gender equality is evident in the number of female staff appointed to managerial positions and the number of women the airline employs in general.
ANG’s Acting Chief Executive Officer, Mr Marco McConnell highlighted this during a luncheon organized for the airline’s female managers and management on Thursday 08th March to commemorate International Women’s Day.
Mr McConnell said, “ir Niugini could be considered as one of the leading organizations in the country in terms of supporting and promoting gender equality. Of the total 2018 employees we have, 812 are females of which 52 are holding management roles.”
“Our International Sales Offices and airports in Sydney, Brisbane, Cairns, Manila and Honiara are managed by women. This also includes our domestic ports in Popondetta, Kavieng and Wewak as well as sales offices in Hoskins and Lae.
Air Niugini recently appointed two female Captains including Captain Beverly Pakii who is now in command of the airline’s Fokker 100/70 aircraft and Captain Sharon Tara on Dash 8.
Mr McConnell said, Air Niugini provides a conducive, leveled working environment for both male and female with no discrimination, adding that staff appointment and promotions are based on merit.
Several female staff were given the opportunity to share their thoughts on gender equality and how the airline is closing in on the imparity gap by providing conducive work environment, something most of them didn’t experience in their former employment.
Earlier during the day, Air Niugini’s first female General Manager for Properties and Facilities, Mrs Bonai Pepena Wala was invited by United Nations(UN) to be part of a panel discussion on International Women’s Day at UN Office in Port Moresby.
Mrs Wala spoke on how Air Niugini’s continuous support and implementation of gender equality at workplace, stressing that gender imparity is not an issue at Air Niugini as recruitment and promotion is based on the “most fit and proper person” and not gender biased.
She said whilst the gender imparity gap is closing in, the airline is still working with partner agencies to address other issues affecting women including violence against women and policies promoting healthy and safe work environment for women.
Unless we have a change of mindset and view ourselves as unique individuals and that we have great potential to work in unison and be gender inclusive we will continue to have the issue of gender equality.
“We must strive to promote a culture that recognizes potential in terms of most fit and proper person based on merit and not be gender biased, a culture that conducive for career progression and development for all that is not gender biased. Together we can form a powerful unit to drive change and achieve much” Mrs Wala concluded.
Corporate Communications Department
Friday 09th March, 2018