By Sverre Ivar Elsbak and Betsy Beaumont

Every June, the IFATCA Equity, Diversity and Inclusion Task Force (EDITF) uses the month as an opportunity to highlight a simple but powerful message: “Every air traffic controller, everywhere in the world, should feel safe, seen, valued and included.”

These four words formed the foundation of this year’s June campaign, which was delivered through a series of three short videos exploring the role of Equity, Diversity and Inclusion (EDI) in attracting, valuing and retaining air traffic controllers.

The campaign was closely aligned with the theme of the 64th IFATCA Conference:

“Controllers: Attract them, Value them, Keep them.”

The theme could not have been more timely.

Across the aviation industry, air navigation service providers, training organisations and aviation authorities are facing growing workforce pressures. Demographic shifts, rising traffic demands and lengthy training pipelines are creating significant challenges in attracting, developing and retaining qualified personnel. At the same time, factors such as employment conditions, workforce expectations and retirement trends continue to add complexity to long-term staffing strategies.

Many of the same issues continue to emerge:

• An inability to recruit sufficient numbers of suitable candidates
• Not enough training places and long qualification times
• Many trainees not completing training and difficulties maintaining operational staffing levels due to employee burnout
• Unacceptable or harmful working conditions, contracts and salary concerns
• Fatigue and workload pressures, often inappropriately managed through overtime
• Controllers leaving operational air traffic control (ATCO) positions for other careers and industries

Addressing these challenges requires more than short-term measures. While overtime, changes to retirement age and other mitigations may provide temporary relief, the long-term sustainability of the profession depends on attracting, developing and retaining the next generation of air traffic controllers. Ensuring that people feel supported, respected and able to build rewarding careers in ATC remains a critical part of that effort.

Attracting the Next Generation

The first video focused on what is needed to attract new air traffic controllers.

Aviation needs talent. It needs future controllers, new perspectives, new ideas and new energy.

However, attracting talent is about more than promoting technology, prestige or salary. People increasingly seek workplaces where they feel they belong, where they can contribute and where they can see themselves succeeding.

EDI plays an important role in creating that environment.

When people feel represented, welcomed and respected, the profession becomes more accessible to a wider range of talented individuals. By creating inclusive cultures, we strengthen our ability to attract the next generation of air traffic controllers.

Valuing New Colleagues

Recruitment is only the beginning of the journey.

The second video focused on how we value those entering our profession.

Every new controller arrives with ambition, potential and a willingness to learn. Whether that potential develops successfully depends greatly on the environment surrounding them.

People perform at their best when they feel supported. When questions are welcomed. When opportunities to learn and grow are encouraged. When different perspectives are valued. And when every voice is heard.

Creating inclusive workplaces does not mean lowering standards. It means ensuring that every individual has the opportunity to reach the high standards our profession demands.

When people feel valued, confidence grows. Performance grows. People grow.

Keeping Talent for the Future

The third video addressed the importance of retention in the ATCO world.

Recruiting controllers is important. Keeping them is essential.

Many organisations around the world invest significant resources into selecting and training new controllers, only to see some leave the profession later. While operational and economic factors play a role, workplace culture also matters.

People rarely leave professions they love. More often, they leave environments where they feel unheard, unsupported or excluded.

EDI helps create workplaces where individuals can develop, gain confidence, contribute their ideas and build long-term careers. When people feel safe, seen, valued and included, they are more likely to remain engaged and committed to the profession.

A Stronger Profession for Everyone

The purpose of EDI is not simply to discuss differences. It is to create environments where every air traffic controller can perform at their best.

The challenges facing our profession are complex and will not be solved by any single initiative. However, attracting, valuing and retaining talent requires more than recruitment campaigns and training programmes alone.

It requires workplaces where people feel they belong.

As the EDITF’s June campaign reminds us, every controller, regardless of location, background or experience, should feel:

Safe. Seen. Valued. Included.

Because when people thrive, our profession thrives.

We Are IFATCA.

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^{©2026 The International Federation of Air Traffic Controllers’ Associations (IFATCA). IFATCA is the recognized global body representing air traffic controller associations. Founded more than 60 years ago, IFATCA now represents professionals in over 130 countries, advocating for safety, efficiency, and the welfare of air traffic controllers worldwide.}