A Decade of Dialogue, Leadership and Change
In October 2025 at the ISTAT EMEA conference, the aviation industry shined a spotlight on a group whose quiet influence has become a powerful force: the Advancing Women in Aviation Roundtable (AWAR). As the 2025 ISTAT DEI Award recipient, AWAR is being honored as a DEI champion — an organization whose projects and advocacy have delivered tangible impact in advancing diversity, equity and inclusion across the aviation sector.
A decade ago, AWAR began as a modest idea born during Dublin Aviation Week. Two industry leaders — Amelia Anderson and Dana Barta — sat down to talk about a problem they both saw: women remained underrepresented in senior roles within aviation finance, despite being among the most capable professionals in the industry. As Emily Wicker, AWAR board member and partner at Clifford Chance US, recounts, “Amelia noticed that Dana was the only woman banker who ever called on her. The two of them got to talking and decided to sponsor a luncheon at Aviation Week in Dublin (which they paid for out of their own pockets), and thus AWAR was born.”
That first luncheon drew 70 attendees; today, AWAR hosts events in more than eight cities, draws over 1,000 attendees annually and is backed by more than 50 corporate sponsors. Its reach now spans major financial and aviation hubs across the globe, with AWAR programs seen by many as essential parts of ESG and DEI reporting among industry leaders.
Building Allyship at the Top
From its inception, AWAR was designed to include — not exclude — the industry’s senior male leaders. “Amelia and Dana were keenly aware that in order to find ways to advance the careers of women into the C-suite, we need to get the buy-in of the people with the power to change organizations, namely CEOs and most often men,” Wicker says. “Leasing companies and other aviation organizations are led from the top, so we know that if we want to see change in these organizations, we need to have the most senior leaders invested in that change.”
That philosophy has defined AWAR’s growth. Each year, the group’s Leaders Luncheons in Dublin, Singapore, New York and beyond bring together roughly half men and half women for frank, often vulnerable conversations about equity and leadership. These aren’t simply networking events — they are structured spaces for learning and accountability. “We are not a women’s networking organization,” Wicker says. “We aim to have 50% men in the room, and we also aim to have provocative conversations with a little bit of homework (or at least food for thought).”
She added that AWAR’s hallmark is candor and empathy: “You will see and hear people being vulnerable and honest. These are not easy conversations, but they are critical. I am frequently moved by the stories that our sponsors and guests tell, and I am so honored that they trust us to be so open. Our goal is to provide a safe space for the exchange of ideas in an empathetic manner.”
Expanding Reach, Deepening Impact
What began as a single event in Dublin has grown into a truly global program. In the last decade, AWAR has hosted more than 40 events, including first-time gatherings in Hong Kong, Tokyo, Dubai, London and now Riyadh. “We have just done our first event in Saudi Arabia,” Wicker says. “Getting 70 people — men and women — in a room eager to talk about the advancement of women in business in Riyadh demonstrates the power of our message. Diversity looks different in different places, and we know that. This is not a one-size-fits-all approach. We want to help people wherever and however we can.”
That adaptability and willingness to meet organizations where they are has fueled AWAR’s influence. Many companies now cite their engagement with AWAR in ESG disclosures. Wicker is pragmatic about that trend. “Sometimes we think that companies are engaging with us in a more transactional way — that they are doing a ‘check box’ exercise for purposes of their public reporting. But that is OK, I’ll take it. If that means they are willing to engage and listen to us. I am happy with that.”
Recognizing Trailblazers
Each year, AWAR honors individuals who have championed the advancement of women through its Trailblazer Award, a recognition that has celebrated industry leaders including Marie-Louise Kelly, Lisa Cusack, Elise Weber, Mahoko Hara and Margaret Clandillon. “Every year we ask our sponsors to nominate a leader who has been a trailblazer in the advancement of women,” Wicker says. “Our board and steering committee review those nominations and come to an agreement on a winner.”
In 2025, AWAR introduced a new recognition — the Jane O’Callahan Award, sponsored by High Ridge Aviation — to honor rising stars who embody O’Callahan’s legacy of leadership and mentorship. “Jane was on the board of High Ridge and was a recipient of our Trailblazer previously,” Wicker says. “As a tribute to Jane’s legacy, this award recognizes rising stars who exemplify the same determination, excellence and passion that defined her career. She believed deeply in empowering women to pursue leadership roles in aviation.”
A Legacy of Inclusion
When Wicker accepted the ISTAT DEI Award on behalf of AWAR at the ISTAT EMEA conference in Prague, Czech Republic, she reflected on what legacy really means. “A very close friend and colleague of mine once introduced me to a new woman in her team at her law firm, and my friend said that I was the ‘grandmother’ of women lawyers in aircraft finance,” she says.
“I strenuously object to that term ... but in retrospect, it is a huge honor. While I don’t pretend to have been responsible for their careers, it is a tremendous honor to think that I have been able to help them grow and thrive. I don’t have children, but legacy is not biology. Legacy is helping other people — creating lasting positive impact on a community.”
That sentiment captures the heart of AWAR’s work. Through deliberate engagement, candid conversation and consistent allyship, the organization has built a global network of leaders committed to advancing equity. Yet challenges remain. “It is still difficult to get a lot of senior leaders to buy into our mission,” Wicker says. “Implicit bias is very difficult to overcome, and many men don’t want to hire someone ‘because she is a woman.’ What I try to get people to focus on is leveling the playing field. We are not trying to put women ahead of men. We are trying to put women next to men on the same track, running the same race without any hurdles.”
Her approach is rooted in pragmatism and patience. “Men can have fragile egos. Especially really successful men,” she says. “The last thing you should do is tell them that they are doing this wrong, especially when they deeply believe they are doing it the right way. What I have learned is to really lean into engagement with people who are willing to have a dialogue around the advancement of women. I don’t over-correct them. It is sort of like what they say about improv theatre: You don’t say ‘no but,’ you say ‘yes, and.’”
The Next Decade
Looking ahead, AWAR’s board is focused on expanding its reach and deepening its digital presence while maintaining the authenticity that has made its programs so impactful. “We are starting to reach a critical mass,” Wicker says. “There is a lot of demand for our programming, and we have great ideas for newsletters and ‘water cooler’ informal talks, but all of us have day jobs. For us to hit the next level, we are going to need to find a way to either clone ourselves or have a kind of transformative growth.”
Her hope for the next 10 years is both ambitious and humble. “Hopefully, we will have a lot more men involved in our organization. We are just about to elect our first male board member, and I hope there will be more. I would also love to engage across the industry with other groups on inclusion,” she says. “For me, this is not just about women; this is about everyone feeling that they are fully respected and that they can trust one another. In all honesty, I would love for AWAR to become redundant. It would be great if we did not have to point out why it is important to have diversity in the C-suite.”
Until that day comes, AWAR continues to embody the spirit of the ISTAT DEI Award — championing practical, measurable and deeply human efforts to advance equity in aviation.
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