Summary of UNOOSA Space for Women Report

The United Nations Office for Outer Space Affairs (UNOOSA) conducted a landmark study on gender equality in the space sector, published in October 2024, that examined the roles and representation of women globally. This study reveals a significant gender gap: women make up just 30% of the workforce in space sector public organisations, and their presence declines at higher levels of leadership. Only 24% of managers and 19% of board positions are held by women, signalling persistent barriers to leadership roles for women in space-related fields.

One positive finding is that African countries are leading in gender representation, with some achieving near parity in the workforce, and a quarter of African space organisations report gender balance in leadership. However, this level of representation is not consistent across all regions, with North America and Europe lagging in both technical and leadership roles for women. Factors contributing to better representation include clear policies on equal pay, public commitments to gender equality, and a focus on early STEM (Science, Technology, Engineering, and Math) initiatives for women and girls.

Despite these advances, structural challenges limit women’s access to the sector. The study highlights recruitment and retention practices that often favour male candidates, particularly for technical roles, along with biases in promotion. Additionally, societal factors, such as the unequal share of caregiving responsibilities, disproportionately affect women’s availability for demanding or travel-intensive roles in the space industry. The pandemic further impacted women in STEM fields, as increased caregiving responsibilities disrupted their career progression.

Early STEM education is crucial in encouraging girls to pursue space careers, yet gender biases in education discourage many girls from technical fields. The study emphasizes the need for targeted STEM programs that inspire young girls, as well as mentorship and outreach initiatives. To address these systemic issues, UNOOSA has released a Gender Mainstreaming Toolkit, developed with the Canadian Space Agency, to guide space organizations in promoting gender equality. The toolkit includes strategies like gender-neutral recruitment, unconscious bias training, and mentorship programs tailored to the space sector.

UNOOSA’s study also examines how commercial space companies can benefit from gender equality. Diverse teams enhance productivity, innovation, and profitability, making inclusivity a business advantage. As the space sector grows, a diverse workforce will be essential to meet industry demands and foster global collaboration. The toolkit encourages space organizations to measure and report gender equality progress to maintain accountability and ensure sustained change.

The study concludes that, without dedicated funding and strong policies, the space sector may miss out on the benefits of gender equality. As part of its recommendations, UNOOSA calls for continuous research on gender disparities and greater collaboration across sectors to create an equitable environment that aligns with the Space2030 Agenda and the UN’s Sustainable Development Goals. In the long term, initiatives that include intersectional perspectives—addressing race, ethnicity, and disability alongside gender—are crucial for a fully inclusive sector.

What are the statistics for Australia?

• Women’s overall representation in public sector space organisations - 55%

• Women’s leadership in public sector space institutions - 20%

• Women’s representation in management in public sector space organisations - just over 30%

In summary, UNOOSA’s Space for Women study provides a roadmap for both public and private organisations in the space sector to drive gender equality, benefiting not only women but also the broader space industry by fostering diverse perspectives and enhancing global innovation.

Thanks to National Committee Member, Katie Mouser.