UAS/AAM Industry
Diversity, Equity & Inclusion (DEI)
2021 Survey Report

Collaborative effort  between:

Our 100+ page research report establishes the current DEI benchmark for the UAS/AAM industry by combining our 2021 survey findings, interviews with key industry stakeholders and relevant proprietary research. In addition to providing more details on the Top 10 Industry DEI Insights, the report includes 57 relevant figures plus pages of direct respondent commentary providing holistic insights into:

  • UAS and AAM diversity broken down by identity group categories in size and strength at the employee and leadership levels across Businesses and Organizations of varying sizes and missions.
  • The size and nature of UAS/AAM Business and Organization training programs, including for DEI training.
  • The views of UAS/AAM participants with regard to the importance of DEI for the industry and the reasons they believe DEI is important.
  • The ability of UAS/AAM Businesses and Organizations to recruit and retain diverse workforce talent at all organizational levels
  • Which type of UAS/AAM Business and Organizations have implemented DEI-focused initiatives and programs.
  • The practices and effectiveness of a variety of current diversity recruitment and retention initiatives.
  • The wide range of specific DEI-related programming, skills-development & training and initiatives including Best Practices and recognition programs.
  • Recommendations to improve and enhance DEI in UAS and AAM Businesses and Organizations.

 

Complete the form below to download a complimentary copy of our 2021 DEI Summary Report.

Complete form to download a complimentary copy of the 2021 DEI Summary Report

Complete the form below to receive our complimentary
2021 DEI Summary Report

Name(Required)
Country(Required)

About the Full Report

Report Structure

The full report will soon be available in secure on-line format. It will only be available by purchasing an Enterprise License for the report.

The report contains prefatory information (purpose, background, methodology, definitions) followed by 8 substantive sections:

SECTION 1: General Business or Organization Information

SECTION 2: Budgeting and Finance

SECTION 3: Diversity Demographics

SECTION 4: Views Towards Diversity, Equity and Inclusion

SECTION 5: DEI Business/Organization Initiatives & Supports

SECTION 6: Observations

SECTION 7: Recommendations

The first 5 sections provide detailed results and analyses, with relevant figures and tables, corresponding to the questions presented in our survey. These critical findings establish the current DEI benchmark for the UAS/AAM industry.

The 2 sections that follow include observations gleaned from the survey findings and recommendations. The analysis in these sections identify needs and related resources to support businesses and organization’s DEI development and implementation.

The final section summarizes the entire report and contains its Top 10 Industry DEI Insights.

Methodology

Our 2021 survey, conducted between August 6, 2021 and September 17, 2021, received a total of 1082 individual responses. There were only 25 duplicate responses that were filtered by identifying IP addresses and 1 duplicate response based on email address. Neither had a statistically significant impact on the validity of the results. The sample size is sufficient to provide a confidence level of 0.00092421441%.

List of Figures

Figure 1.1.Size of UAS/AAM or UAS/AAM-related Organization by number of Employees/Staff by Number of Organizations per Employee Range
Figure 1.2.Business Activities/Primary Sectors
Figure 1.3.Organization Location – State or U.S. Territory
Figure 1.4.Client Base/Population Served Size
Figure 1.5.Length of Time Conducting UAS/AAM-Related Activities
Figure 1.6.Individuals in Leadership Positions
Figure 2.1.Comparison – Budget for UAS/AAM-Related Activities, Training & DEI Training
Figure 3.1.Comparison Diverse Identification Groups by Percent
Figure 3.2.Native American or Alaska Native Racial Identification Category Employed by Percent
Figure 3.3.Asian Racial Identification Category Employed by Percent
Figure 3.4.Black or African Racial Identification Category Employed by Percent
Figure 3.5.Disabled Identification Category Employed by Percent
Figure 3.6.Female Gender Identification Category Employed by Percent
Figure 3.7.Hispanic, Latino or Spanish Origin Identification Category Employed by Percent
Figure 3.8.LGBTQ Identification Category Employed by Percent
Figure 3.9.Native Hawaiian or Other Pacific Islander Category Employed by Percent
Figure 3.10.White Racial Category Employed by Percent
Figure 3.11.Percentage ranges of Leadership positions among the following Diverse Groups employed in UAS/AAM Organizations
Figure 3.12Percentage ranges of Leadership positions among the following Diverse Groups employed in UAS/AAM Organizations
Figure 3.13.Native American or Alaska Native Racial Identification Category in Leadership Positions by Percent
Figure 3.14.Asian Racial Identification Category in Leadership Positions by Percent
Figure 3.15.Black or African Racial Identification Category in Leadership Positions by Percent
Figure 3.16.Disabled Identification Category in Leadership Positions by Percent
Figure 3.17.Female Gender Identification Category in Leadership Positions by Percent
Figure 3.18.Hispanic, Latino or Spanish Origin Identification Category in Leadership Positions by Percent
Figure 3.19.LGBTQ Identification Category in Leadership Positions by Percent
Figure 3.20.Native Hawaiian or Other Pacific Islander Category in Leadership Positions by Percent
Figure 3.21.White Racial Category in Leadership Positions by Percent
Figure 3.22.Ability to Hire and Retain Diverse Talent By Level
Figure 3.23.Ability to Locate and Attract Diverse (Recruit) Talent By Level
Figure 3.24.Sources Used to Locate and Attract (Recruit) Diverse Talent By Level
Figure 3.25.Comparison – Initiatives Used / Of Interest to Retain Diverse Talent
Figure 3.26.Affinity Groups As Retention Tool for Diverse Talent
Figure 3.27.Active In-House Career Advancement As Retention Tool for Diverse Talent
Figure 3.28.Recognition Programs As Retention Tool for Diverse Talent
Figure 3.29.Special Duties for Projects As Retention Tool for Diverse Talent
Figure 3.30.Mentorship As Retention Tool for Diverse Talent
Figure 3.31.Employer DEI Officer/Point of Contact As Retention Tool for Diverse Talent
Figure 3.32.Best Practices Forum As Retention Tool for Diverse Talent
Figure 3.33.Team Building Activities As Retention Tool for Diverse Talent
Figure 3.34.Other Retention Tools for Diverse Talent
Figure 4.1.Belief of Importance of DEI to Organizational Success
Figure 4.2.Reasons DEI is Important to Organizational Success
Figure 4.3.Level of Concern Over Lack of DEI in Our Specific Organizations
Figure 4.4.Level of Concern Lack of DEI in UAS/AAM Organizations in General
Figure 4.5.Projected Financial Impacts on UAS/AAM Organizations that Lack DEI
Figure 4.6.Importance of UAS/AAM Organizations to Understand the Value of DEI
Figure 4.7.Level of Interest to Increase DEI in Our UAS/AAM Organizations
Figure 5.1.Processes/Programs/Training/Other to Bolster DEI in All Business Aspects
Figure 5.2.Zero Tolerance Policy for Harassment or Sexual Assault
Figure 5.3.Programs/Training/Other to Increase Understanding/Skills by Area
Figure 5.4.Demand for Programs/Training/Other to Increase Understanding/Skills by Area
Figure 5.5.Organizational Engagement in Group Social/Morale/Team Building Events
Figure 5.6.Organization Seeks Employee Feedback on Organizational Culture
Figure 5.7.Organization Engages Employees in Strategic Planning
Figure 5.8.Organization Recognizes Employee Achievements
Figure 5.9.Interest in UAS/AAM Advisory Committee Participation

Topics Covered

This report covers a vast array of topics relevant to DEI across the UAS and AAM industry including: employee and leadership diversity composition of businesses and organizations; ability to attract diverse talent and strategies used to do so; initiatives to retain diverse talent and perception of outcomes; beliefs about DEI relevant to organizational mission and financial success; various processes/programs/training/other initiatives to bolster DEI in all business aspects and perception of outcomes; interest levels in a variety of DEI initiatives and specific recommendations for ways to enhance DEI in UAS/AAM organizations and businesses.

Why This Report?

Women and Drones, DDNC and P3 Tech Consulting firmly believe that this 2021 UAS/AAM Industry DEI Survey Report provides the best insights into the status of DEI in the industry across a range of sectors in the market. This is based on our approach in collecting large sample survey data, and relying on our relevant research data that appears to be consistent with trends in the industry. The Report incorporates more than 1000 survey responses and achieved a confidence level of over 99% and margin of error of 0.00092421441%. Our analysis includes a variety of data visualizations and unmatched nuanced insights for stakeholders looking for how to improve the DEI posture of organizations and businesses.

Women & Drones Member Discount

We are providing a $100 discount for members of Women and Drones and the Diversity Development Network of Canada.

How We Process Your Purchase

Women and Drones and the Diversity Development Network of Canada (DDNC) are taking the lead on your purchase experience. Each organization uses a secure 3rd party credit card processer to securely process your payment information.

X