![]() Passengers taking photos of employees’ ID cards, searching for their identity on social networks and attacking them cause stress and the loss of existing employees, and therefore a reduced interest of candidates for these positions. Here, there is an increase in the number of unruly passengers, and in extreme cases, cyberbullying. Another example is security, where the employees permanently interact with passengers. Moreover, they are exposed to the weather be that wind, rain, snow or heatwave. For example, Ground Handlers do lots of manual tasks without advanced automation. Third, aviation is slow in development, modernisation, and automation, and still depends on manual labour in some cases and the attractiveness of this manual work is generally decreasing. Therefore, aviation must compete for the talented people with other sectors. Nowadays, there are many other sectors attractive enough for technically oriented jobseekers. Second, aviation is not alone in the labour market. They will need at least two good traffic seasons to forget all the pains of the COVID-19 crisis and then, the confidence will be regained. First, as already mentioned, people still do not fully trust in the stability of aviation employers. Credit: ACI Worldĭifficulty to win back employees is given by three aspects. 1: Mega trends and other factors influencing the workforce. At the time, however, no one knew how long the crisis would last without operations, and the measures were necessary for the aviation organisations to survive at all.Īll the factors and so called “megatrends”, that the Taskforce identified are presented on the following picture. Today, we sometimes hear voices that it was wrong decision and that it was better to keep all employees on board so that they are not missed now. The sector was among the most affected and it was necessary to take extreme and unpleasant measures, including the layoffs of employees. Before the pandemic, the airport sector was widely regarded as a strong, stable and secure employer, and that perception literally turned 180° overnight. The first objective of the Taskforce in which I had the opportunity to act as a rapporteur was to understand and briefly describe the reasons why aviation was facing a shortage of people. It turned out that aviation could join forces when it was needed and pull together. The working atmosphere was fantastic and everyone could feel an interest of people in doing something useful for aviation. Experts from the industry from all around the world were invited to participate and share their views and ideas. It was aimed to write a new whitepaper on ‘The Evolution of the Airport Workforce’ and through it to improve the situation with the airport workforce in the medium- and long-term. ![]() This confirmed the assumption, that staff shortages were a global issue, and it was right to address them.įor the same reason, a dedicated Taskforce was established and launched by the ACI World. ![]() The boards represent roughly 200 airports overall, and only two members raised their hands. I took the opportunity for a small poll and asked the airport representatives present to raise their hand if their airport had enough staff in place for the approaching summer season. The lack of staff phenomenon was already known at the time, thus an entire working session was dedicated to it. Airport experts from all continents gathered at a joint conference table. For the first time in history, the ACI World Safety and Technical Standing Committee met with the ACI Europe Technical, Operations and Safety Committee. It was May 2022 and a major event was held in Istanbul. However, the number one topic that affected aviation around the world had been staff shortages. It was affected by a relatively rapid increase in traffic after the COVID-19 pandemic pause and was also heavily affected by the war in Ukraine. The year 2022 in civil aviation was framed by major events.
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