Minorities and women face the same challenges as all other candidates when sitting at the interview table. However, they may have had to cross additional hurdles to get there... and have additional hurdles once hired.

Unfortunately, the days when we are all just "pilots" has not yet arrived. Much progress has been made during the last fifty years, yet some people still see "African-American pilots", "Asian pilots", "Hispanic pilots" and others. Not just "pilots". Gender, skin color and culture still cause some to pre-judge a pilot's skills, honesty, motivation and dedication. Since 9/11, pilots of Arabic heritage are assumed to be terrorists. Enter the term "minority pilot" in a search engine and web sites come up that disparage United's effort at diversity, that seek that first "African-American Woman pilot" for such-and-such and that accuse minority hiring of causing a decrease in safety! What is a person to do when potentially faced with such attitudes?

Pride in Identity

What can a minority pilot do to combat prejudice while retaining pride in one's heritage and identity? Turn cultural differences into strengths to enhance your career.

In the article "Cultural Traits Can Be A Hindrance or a Help" (27 July 2005 CareerJournal.com), author Pepi Sappal says: "When talking about diversity in the workplace, there is no single view - either of what members of certain ethnic groups or nationalities are like, or whether there even are specific personality traits or values that characterize a group, or whether such traits or values should surface in the office. But some members of minority groups do at times feel that values considered positive in their culture can be detrimental in the U.S. corporate workplace. On the other hand, there are those who feel such differences can work to their career advantage." Substitute "cockpit" for "office" and the issues are the same.

"Traits such as modesty and humility - valued in Asia - can be misinterpreted as a weakness or low self-esteem in the U.S.", says Denise Wolfe, a Filipino-American, executive coach and diversity trainer. At the opposite end of the spectrum, "Not being able to understand the difference between assertiveness and aggressiveness can be a problem for African-Americans. There's a fine line between the two. African-Americans don't like to give in, because they interpret it as 'selling out' or 'surrendering themselves' " says Greg Hinton, vice president of talent acquisition at U.S. Cellular and an African-American. Hispanics fall in somewhere in between, but are often criticized for bringing family matters into the workplace. In addition, unwillingness to move or relocate far from family can be "a big drawback for many Hispanics," says Abe Tomás Hughes, chairman of the Hispanic Alliance for Career Enhancement (HACE), a Chicago nonprofit.

In her article in CareerJournal.com, Ms. Sappal says minorities "may feel they've become caught between two worlds." While they try to suppress cultural differences to fit in at work, they are not being true to themselves. Rosanna Durruthy, president and chief talent strategist at Aequus Group believes that in suppressing their cultural identity, minorities could be doing themselves a disservice. "Not only is it physically and emotionally draining to have two separate identities, but unless you reveal the real you, you may be losing out on opportunities, too. There's a fine line between cultural identity and what others perceive as stereotype." She argues that by hiding cultural identity and focusing strictly on work, minority employees fail to use their culture, heritage or background to build personal relationships and share values -- a skill companies expect from leaders. The result: Top management feels it doesn't know the personality behind the mask, and minorities miss out on opportunities. Women as a whole are often equally as guilty - in their effort to achieve they dismiss the importance of knowing others and being known.

Cultural traits can be an asset, says Vincent Yee, president of the National Association of Asian American Professionals (NAAAP). "Asians are great at leading [and] building teams, and they are usually bilingual, which is a great asset, too." Mr. Tomás Hughes agrees. "Unique language skills are an added bonus." With airlines expanding operations around the world, being able to speak to ground workers on the ramp in their native tongue enhances the image of pilots and gets more things accomplished for them and their company.

Another big plus in being bicultural is tolerance and patience. Many minority pilots have done more with fewer resources - and as such are more creative, resourceful and dedicated.

In article by Perri Capell in CareerJournal entitled "How a Resume Can Catch the Eye of Diversity-Minded Employers", the issue of revealing race on a résumé or application is addressed. Race, gender, ethnicity and other minority group identification has always been and still is discouraged. "By making your race, gender or other preference your primary qualification, recruiters may feel you don't have much else to offer." Many employers view candidates who mention their minority status as potentially litigous - which means they avoid them at all costs. CareerJournal's recommendation: mention academic connections or professional activities that are minority related. This allows you to subtelly refer to your minority status without it demanding up-front attention.

A pilot of African-American heritage who worked her way through college and her ratings recommends you develop good financial habits, especially by learning to live within your means. "The stress of being in debt is often overwhelming and detrimental to clear thinking and career flexibility, especially in the beginning. Being in debt is also very hard on the family. Flying can be difficult on any family so it is critical to engender their support. Find creative ways to finance your training: consider writing letters to family and friends to let them know your dreams. Ask them to invest in your career and ask them for ideas as to how you can pay for it."

She found that getting family and friends' support is a first step in networking. Use that entry to develop your network, too. Join the Organization of Black Airline Pilots (OBAP) and other groups to further your connections. Talk to people and let them know your dream; be forward and confident yet don't blurt out things or make unreasonable demands. Know the fine line between being aggressive and being assertive and cultivate the latter quality. Be "professionally persistent".

She warns that one of the hazards of networking is that you will, on occasion, get some bad or irrelevant information. Know yourself well and do what is best for you. Prepare, plan and educate yourself and maintain a healthy skepticism. Don't naively think everyone and every situation is for your benefit. Think before you jump; not all situations or opportunities will be a good fit. Have a sense of urgency, yet do not be in a rush.

Watch out for those who may appear helpful, yet are preying on you. Whether this is a male/female situation or a supervisor/subordinate situation, some so called "job opportunities" may be a thinly disguised attempt at taking advantage of your inexperience and subordinate status. You may be pushed to do things you do not want to do. Again, know yourself and know what is right. Everyone's situation is different, so do what is best for you at each time in your life and career.

It is also very important to not have a sense of entitlement - you reap what you sow. Your family and others do not owe you a living. Hard knocks happen to everyone - minority or not - and are a fact of life in professional aviation. Be gracious when setbacks happen to you.

Know the history of your profession: "The Black Box: All-New Cockpit Voice Recorder Accounts of In-flight Accidents" and "Flying the Line", the history of ALPA are highly recommended.

Perspective of an Asian Pilot

A woman pilot of Korean heritage offers the following advice - which if you change the word "Asian" for any other ethnic minority, could apply to most anyone: "Be confident and always set a good example. Accept the fact that people may question you - you may be judged twice: as a woman (if you are one) and as a person of Asian background - recognize this as unfortunately inevitable and do the best you can. Don't take it personally, and work to be recognized as a PILOT. Nothing more or less. If you always do the best you can, you then can develop the confidence you need."

With self confidence, you shouldn't be afraid to seek answers to your questions or to assert yourself to further your career. "Overcome the cultural reluctance to question authority or the cultural belief that authority is a threat. Some minority parents expect their daughters to meet a nice husband and become a proper wife and mother. They expect their sons to stay close and support them in their old age. If this is not your goal, you have yet again another challenge to overcome. Work to have your family accept you as you are. Family support is very important, but even more so is self confidence and determination."

If you wish to become a professional pilot, it is often best for all - minority or otherwise - to attend an aeronautical college. This may help since it focuses on subjects pertinent to your career and there are better connections for networking and other opportunities. There are less distractions with side trips into careers that may be more to your parents' liking. Show a dedication and determination from the beginning!

One technique is to verbalize your goals - repeatedly for reinforcement. It will help commit you to working towards them, and help your family and colleagues understand them. Another is to tell your story to those who'll listen. Above all, you are human, and your story is unique and remarkable - make yourself known. People help and understand those they know, immediately breaking down ethnic stereotypes.

When faced with someone you find obnoxious, consider the old Korean saying: "You can't spit in someone's face when you are smiling." Loosely translated, this means "Kill them with kindness".

Your qualifications must meet the same minimums. With rare exception, minorities and women are given no special consideration if their time and ratings are not competitive. Women and minorities are expected to hold the same ratings as other candidates.

Your experience must be of the same quality. Minorities and women are expected to have flown the same caliber of aircraft, the same types of missions/trips and for the same caliber of organizations as all other candidates.

Candidates are not hired based on the organizations to which they belong. But... organizations such as the Organization of Black Airlines Pilots (OBAP), Women in Aviation, International (WAI) or the 99s are outstanding networking opportunities and information resources.

Family status and pregnancy are irrelevant. By law, you will never be asked about your family status and there is no requirement for you to discuss it. See our discussion about illegal questions: those not allowed by state and federal law to be asked during any interview.