OBSERVER: Driving inclusion in EU space and defence with DIVERIS
OBSERVER: Driving inclusion in EU space and defence with DIVERIS
evan
Tue, 11/02/2025 – 16:50
The EU defence, aeronautics, and space sectors thrive on innovation, but can they truly innovate if entire groups of talented people are left out? Today, these industrial sectors are among the least diverse in Europe, with barriers preventing many from accessing or advancing within them. According to a recent Union of Equality report, in the defence, aeronautics, and space sectors, women make up less than 22% of the workforce, people with disabilities face significant accessibility challenges, and individuals from underrepresented regions and ethnic backgrounds struggle with limited opportunities.
Last year, we published an Observer article exploring diversity in space and defence, highlighting industry-wide challenges and the steps being taken to address them. In this Observer, we introduce one of these concrete steps: DIVERIS—a new, innovative network committed to breaking down barriers and fostering inclusivity in the EU space and defence sectors.
With membership applications open until 28 February 2025, now is the time to get involved!
Valuable talent left behind
Imagine a talented female aerospace engineer applying for a senior leadership role. She has ten years of experience, a track record of innovative projects, and several international research collaborations under her belt. Yet, time after time, she is passed over for promotion. The reason? ‘We just don’t see you in a leadership position.’ Meanwhile, her male colleagues continue to rise through the ranks.
Elsewhere, a defence analyst who uses a wheelchair arrives at their new job, eager to contribute their expertise in data-driven security forecasting. But from the moment they enter the building, it is clear that no one expected someone like them to work there. The office lacks even basic accessibility accommodations, and networking events—essential for career advancement—are held in locations they cannot physically access. When they raise concerns, they are met with indifference. ‘We’ve never had anyone in your situation before.’ Instead of focusing on their work, they must fight simply to be included in the conversation.
Lack of basic accessibility accommodations in the workplace can exclude employees and place limitations on their career growth, professional opportunities, and full participation in the workforce.
Where a person comes from can also be a barrier to acceptance and advancement. Imagine a space systems engineer from Eastern Europe submits an application for a prestigious EU research programme. Their qualifications are stronger than many past accepted candidates, yet they are still rejected. The feedback is vague—phrases like ‘not the right fit’ and ‘we’re looking for familiar profiles’ dominate the response. In the end, the selection process has simply reinforced existing networks, shutting out new talent from different backgrounds.
Though these are just hypothetical examples, they are informed by real data from the latest Union of Equality report on the EU defence, aeronautics, and space sectors which revealed that across these sectors, individuals face systemic barriers which limit who gets heard, who gets promoted, and who gets access to opportunities.
The cost of exclusion
The space and defence sectors face ongoing challenges in attracting, retaining, and promoting diverse talent, limiting their ability to adapt in an evolving global landscape.
One of the most persistent challenges is the leadership gap. Women, for instance, remain severely underrepresented in senior decision-making roles, despite their growing participation in technical and research-based positions. When leadership teams fail to reflect the diversity of their workforce, they risk narrowing their strategic vision and reinforcing long-standing biases in hiring, funding, and innovation priorities. The exclusion of diverse voices at the top limits problem-solving approaches, creating blind spots in policy and programme development.
94% of women who have experienced discrimination in the space and defence sector reported discrimination based on their gender. Credit: European Union, Union of Equality: EU Defence, Aeronautics, and Space Sectors (2022) – Final Report.
Beyond leadership, barriers at the recruitment level continue to restrict access to opportunities. The lack of structured pathways for underrepresented groups, including those from different socioeconomic backgrounds or less-established academic institutions, means that many capable professionals never even enter the sector. At the same time, workplace accessibility remains an afterthought in many organisations, excluding skilled professionals with disabilities from fully participating in research, operations, and leadership roles. The long-term consequences of these structural gaps extend beyond individual careers. Diversity fuels innovation, yet when entire groups are systematically underrepresented, the industry loses out on new perspectives, fresh ideas, and a broader talent pool.
The European space and defence sectors also face a demographic crisis, with an aging workforce and declining numbers of young professionals entering the field. If the industry fails to create more inclusive hiring and retention policies, it risks not only losing experienced professionals to retirement but also failing to attract the next generation of engineers, analysts, and decision-makers.
In an era of rapid technological and geopolitical shifts, exclusion is a vulnerability. Companies which fail to adapt to changing workforce dynamics fall behind in global competition, while those which actively invest in diversity and inclusion benefit from stronger teams, greater adaptability, and a competitive edge in innovation. Addressing these challenges requires more than just awareness—it demands a structured, coordinated approach. This is where DIVERIS comes in.
A response to an industry-wide challenge
The challenges facing diversity and inclusion in space and defence are not new, but until recently, efforts to address them have been fragmented and inconsistent. Now, with growing awareness and a clear need for change, the European Commission has introduced the DIVERIS network to systematically tackle exclusion across all levels of the industry.
At her presentation during the European Space Conference in January 2025, Vera Pinto Gomes, Equality Coordinator at DG DEFIS, reflected on how the conversation has evolved over the past decade:
‘Ten years ago, this conference wasn’t so diverse. The DIVERIS Network aims to create a change that ensures diversity is not only an aspiration but a reality.’
Her words highlight an important shift—diversity is no longer an afterthought but a strategic priority.
DIVERIS was created to move beyond symbolic support and build a structured, action-driven network where diversity is measurable, accountable, and transformative.
Vera Pinto Gomes, Equality Coordinator at DG DEFIS presenting the launch of the DIVERIS Network at the European Space Conference in January 2025. Credit: logos – Business Bridge Europe.
What is DIVERIS and how does it work?
DIVERIS is an EU-led initiative designed to foster long-term systemic change in the space and defence sectors by making inclusion a practical, measurable commitment. Unlike awareness campaigns, DIVERIS provides a structured framework to ensure diversity efforts result in real-world impact through collaborative projects, policy engagement, and skills development. It aligns with key EU equality strategies, including the Gender Equality Strategy, the Anti-Racism Action Plan, and the Strategy for the Rights of Persons with Disabilities, supporting a sector-wide transformation which will improve competitiveness, resilience, and adaptability in the face of evolving challenges.
DIVERIS membership is open to both individuals and organisations, each playing a distinct role:
Facilitators are professionals and advocates who promote diversity and inclusion within their workplaces or networks, working to raise awareness, collect and analyse diversity-related data, and develop local and industry-wide initiatives. They may be space and defence professionals, policy experts, researchers, or community leaders dedicated to making the sector more inclusive.
Trailblazers are organisations which commit to institutional change, whether through implementing diversity action plans, improving workplace accessibility, or launching mentorship and leadership development programmes. These organisations range from companies, industry associations, and trade unions to government bodies, research institutes, and universities, all working to reshape hiring, retention, and organisational culture to foster a more inclusive workforce.
The network operates as a collaborative platform, bringing together industry leaders and policymakers to track progress and shape EU policies. Facilitators raise awareness and collaborate with Trailblazers, who lead structural change through inclusive hiring and policy reforms.
DIVERIS is more than a commitment—it is an opportunity to reshape the future of the European space and defence industries. By actively participating in the network, members help modernise these sectors, ensuring that they remain competitive, resilient, and reflective of the societies they serve.
Individuals and organisations can apply to join the DIVERIS Network and again access to its collaboration platform, resources, and events. Credit: European Union.
Benefits to members and how to join the DIVERIS Network
Membership in DIVERIS offers significant benefits to both Facilitators and Trailblazers. By joining, individuals and organisations become part of an EU-wide network of professionals dedicated to making inclusion a core part of the space and defence industries. The network provides access to regular workshops, training sessions, and thought leadership opportunities, which offer deep insights into global and sector-specific diversity challenges.
Members also benefit from increased visibility and recognition, with their contributions showcased at major industry events and through EU publications. For organisations, the impact extends further—greater workforce diversity has been shown to improve decision-making, innovation, and economic resilience, while also making companies more attractive to job candidates and increasing employee retention rates.
Joining DIVERIS is simple. Individuals can apply as Facilitators, while organisations can become Trailblazers by completing a brief application and signing a commitment to promote diversity and inclusion. Applications are reviewed by the European Commission, and successful applicants gain access to the network’s platform, resources, and events.
Membership applications are open until 28 February 2025.
More information on DIVERIS and access to the application form are available here.
Tue, 11/02/2025 – 12:00
