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Pages 13-17

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From page 13...
... For much of the history of the aviation industry, the federal government made the key decisions that determined route structures, fares, capacity constraints and other physical characteristics of the air transport system, work rules and worker qualifications, and more. Even though the era of tight federal economic controls ended with implementation of the Airline Deregulation Act of 1978, federal agencies continue to have important oversight responsibilities for aviation safety, and the public still tends to expect government to pay special attention to how the aviation industry is faring.
From page 14...
... Fears of a coming shortage of trained personnel led Congress to call for a study, which was carried out by a Pilot and Aviation Maintenance Technician Blue Ribbon Panel set up under the auspices of the Federal Aviation Administration (Blue Ribbon Panel, 1993~. A subsequent airline "bust" in the early 1990s, brought on in part by recession and the Persian Gulf War, caused tremendous upheaval in the industry and resulted in the airlines' losing more money within a few years than they had earned in profits during the preceding half-century.
From page 15...
... Especially at the level of individual job categories like pilots and maintenance technicians, the aviation workforce is small enough that most standard employment surveys have large margins of error; although they can give an overall idea of employment levels, they are not very accurate as a gauge of year-to-year changes. Few statistics exist at all on managers, and none that separates senior management from the more junior ranks.
From page 16...
... Data limitations included imprecise statistics on airline hiring levels and on aviation education enrollments, the costs and quality of training, and airline selection and hiring practices. When we turn our attention specifically to diversity and options to increase the representativeness of the aviation workforce, we view aviation careers more broadly.
From page 17...
... The chapter analyzes past and present obstacles affecting the employment of women and minorities, examines ways to expand the pool of interested and qualified individuals, and recommends improvements in educational preparation, selection criteria, industry climate, and other areas that could help create a more diverse workforce.

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