Bhanu Choudhrie

Alpha Utilities is one of the companies driving essential desalination and wastewater processes in the Middle East. C&C Alpha Group founder Bhanu Choudhrie launched the company in 2005 to develop utility projects in the United Arab Emirates (UAE) and beyond.

As one of Alpha Utilities’ directors, Bhanu Choudhrie helps steer the company’s long-term growth, ensuring high-quality wastewater management to the firm’s varied client base.

The Middle East is one of the world’s most arid regions and as population pressures increase, so does the demand for freshwater resources. Consequently, Middle Eastern countries rely on non-conventional approaches to water production, such as desalination and wastewater reuse.

Bhanu Choudhrie’s C&C Alpha Group launches Alpha Utilities

Water scarcity in the Middle East has led many countries in the Gulf Cooperation Council (GCC) to adopt desalination as a main source of safe water. Bhanu Choudhrie’s C&C Alpha Group identified this growing demand for freshwater supplies and created Alpha Utilities to address this need.

Headquartered in the UAE, Alpha Utilities is the foremost small-scale desalination technology company in the region. Its reverse osmosis desalination plant produces 1.5 million gallons of water each day. The plant provides essential water products for drinking and industrial use, including demineralized and demineralized water.

In 2017, Alpha Utilities won a major contract from the Sharjah Electricity and Water Authority to build a second reverse osmosis desalination plant in the UAE. This plant will generate 2.2 million gallons of water each day, increasing the company’s total freshwater output to 3.7 million gallons daily.

Besides providing a range of water products, Alpha Utilities designs, builds, and operates desalination plants of various sizes. The company’s team of skilled engineers also develops and maintains wastewater treatment plants.

Alpha Utilities — Harnessing the Potential of Treated Wastewater

Water scarcity is a major problem worldwide, but especially in the Middle East. Many Middle Eastern countries depend on desalination plants, which remove salt from seawater to produce plentiful fresh water.

Alpha Utilities helps the UAE meet its need for fresh water through reverse osmosis desalination technology. Reverse osmosis is the most commonly used and most energy-efficient desalination process.

However, reclaimed water may provide an even more cost-effective solution to the water scarcity problem. Advancements in wastewater treatment technologies and reuse have made it increasingly possible to create high-quality wastewater products. Following appropriate treatment, these products could prove particularly useful in the agricultural sector.

Agriculture is the main source of water consumption in most Middle Eastern and North African (MENA) countries. On average, 86% of water usage goes to crop production. Meanwhile, household and industrial activities account for 8% and 6% of water consumption, respectively.

The challenges of wastewater treatment and reuse

The annual volume of untreated wastewater discharged in MENA countries remains high. The key challenges encountered in the treatment and reuse of wastewater in these countries include:

n Inefficient irrigation and water management systems that diminish the potential for water reuse. These management schemes often neglect the possibility of using reclaimed water as a resource for irrigation; environmental conservation; and other industrial, municipal, or recreational uses.

n Insufficient data regarding the status of wastewater reuse and disposal in various forms. In addition, there is often inadequate data on associated environmental and health impacts. Even when information is accessible, the use of different criteria leads to significant variations in wastewater assessment.

n Incomplete economic analysis of wastewater treatment and reuse options. Analyses primarily focus on financial feasibility and neglect other relevant factors. Such factors include intended final reuse and transport options for the treated effluent.

n The perceived high cost associated with establishing wastewater collection networks and treatment plants. Costs for wastewater treatment facilities differ across locations based on factors like the quality of wastewater collected and the anticipated quality of the treated wastewater.

n The preference for fresh water rather than wastewater. This preference often results from a lack of government commitment to endorse wastewater treatment programmes. This lack of commitment can lead to a public misunderstanding about the environmental advantages of wastewater treatment and the reuse of reclaimed water. Users may also harbour scepticism about the quality of reclaimed water.

n The discrepancy between water pricing and water scarcity, especially in the agricultural sector. Water pricing should take the value of water scarcity into account.

n The lack of mechanisms for recovering costs associated with wastewater treatment and reuse. This factor, along with a lack of commitment to support wastewater treatment programmes, has led to low demand for cost-based reclaimed water.

Bhanu Choudhrie enhancing wastewater systems in the GCC region

The GCC region has taken great strides in tackling wastewater treatment and investing in water reuse. GCC countries, including the UAE, have set ambitious targets through the GCC Unified Water Strategy. These targets include:

n Increasing the use of reclaimed and treated sewage waste to 90% by 2035.

n Increasing wastewater collection networks to 60% by 2030.

n Investing a combined $5.21 billion annually into wastewater infrastructure development.

GCC countries have established initiatives to retrofit existing wastewater systems and create major new capacity for wastewater treatment and collection networks.

As a result of these enhancements, the region can address critical wastewater management issues and develop alternative water sources. These alternative water sources are essential if GCC countries are to meet their growing populations’ water demand.

Alpha Utilities remains dedicated to supporting the UAE and the broader GCC region in advancing wastewater management solutions. The company’s innovative water and wastewater systems continue to provide benefits to corporate and residential clients across the Middle East.

About Bhanu Choudhrie

Bhanu Choudhrie is a serial entrepreneur and experienced investor and has held leadership roles at several international organisations, including the US publicly traded Atlantic Coast Financial Corporation prior to its acquisition by Ameris Bancorp.

Bhanu Choudhrie is a graduate of the Harvard Business School Owner/President Management programme. He also studied International Business and Marketing at Boston University.

In 2002, Choudhrie founded C&C Alpha Group. The private equity firm incubates and develops businesses in banking, hospitality, real estate, utilities, and other sectors. C&C Alpha Group focuses on opportunities that create long-term stakeholder value and provide solutions that address gaps in emerging markets.

Previous C&C Alpha Group successes include the sale of Air Deccan and Alpha Hospitals. Kingfisher bought Air Deccan, India’s first low-cost airline, in 2007. (The Indian National Stock Exchange listed the airline with a market cap of $500 million.) In 2015, Cygnet Health Care acquired Alpha Hospitals for £95 million.

Choudhrie previously sat on the Executive and Risk Committees of Customers Bank in Philadelphia. Customers Bank received widespread acclaim for its BankMobile division, which is the largest and fastest-growing mobile-first bank in the U.S.

Learn more about Bhanu Choudhrie.

The aviation sector is beginning to recover from the COVID-19 pandemic that started in 2020. However, historical problems like the lack of pilots are slowing the momentum it has been building over the last year. Bhanu Choudhrie, founder of Alpha Aviation Group (AAG), advises that this confluence of events presents a unique opportunity to increase the diversity of pilots.

Industry experts predict that the aviation industry will need 645,000 pilots by 2038. In addition, Boeing ‘s CEO recently reported that airlines need to focus on increasing their pilot population through collective recruiting efforts, adding that a talent pipeline is vital to the survival of commercial aviation. The possibility of a severe pilot shortage greatly threatens this industry’s future, but it also provides the aviation sector a chance to rethink the way it engages cockpit talent.

Female Shortage

Bhanu Choudhrie feels strongly that airlines should address the impending shortage by hiring more female pilots. In addition to meeting their current staffing needs, this practice would also help them meet diversity and inclusion requirements. This achievement is increasingly important to building a successful, progressive company in today’s competitive business environment.

Women currently comprise an average of 5.1 percent of all commercial pilots throughout the world, although the variance by region is considerable. For example, the Americas, Australia, Europe and New Zealand are generally in line with this average. However, the Asian Pacific market has only 1.6 percent female pilots, while the Middle East has 2.1 percent. On the other hand, India’s pilot population is 12.4 percent women, and Africa’s female pilots account for 9.8 percent of its total.

Analysis

The primary reason that India and Africa have more female pilots is that both of these aviation markets are growing quickly. Their great need to keep up with the demand for air travel requires these markets to build effective engagement and support systems for female pilots in their infrastructure. The implementation of a goal-based system may also be effective in putting more women on the flight deck.

Airlines in other parts of the world are also following suit. For example, EasyJet, Europe’s low-cost carrier, expects 20 percent of its new pilots to be women. Qantas, Australia’s flag carrier, has an even more ambitious goal, with its plan to increase female pilots to 40 percent within six years. Even the Middle East will be increasing its female pilot population. For example, Wizz Air Abu Dhabi has recently announced its plan to recruit more women through a program dedicated to this purpose.

A recent study by Oliver Wyman identified a lack of female role models as the key factor currently limiting the recruitment of female pilots. While the active promotion of women by airlines is certainly a key factor, this study shows that it’s even more important for existing female pilots to mentor younger recruits. This practice allows older pilots to illustrate the benefits of a career in the cockpit through their own experiences.

AAG’s Response

Bhanu Choudhrie founded AAG in 2006 to train commercial pilots throughout the world. The rapidly growing company provides a variety of aviation training solutions, especially the assessment and selection of cadets. AAG also offers services like type ratings and cadet programs, which it customizes to meet the unique needs of each airline.

It’s important for pilot training firms like AAG to encourage more women to work in aviation as airlines do their part. AAG has always focused on attracting female talent while training over 2,500 pilots. For example, AAG often brings the stories and experiences of female trainees directly to universities, in the hopes that students will develop an interest in aviation at an early age. These events also help provide students with a clear path into this profession.

Summary

The aviation industry’s recovery from the COVID-19 pandemic is limited by the shortage of incoming pilots. Airlines need to meet future demand by recruiting more women and other groups that are underrepresented in the cockpit. This situation provides an ideal opportunity to increase the visibility of these groups by trusting them in leadership roles. Airlines also need to develop a culture that welcomes diversity while also attracting the best talent. These changes are vital to the long-term survival of commercial aviation.

Originally published at https://ukaviation.news on June 21, 2023.

The huge gender gap in aviation means that passengers are far more likely to see female flight attendants than female pilots. However, many companies are trying to change this by analysing its root causes and developing solutions for them. Bhanu Choudhrie, founder of Alpha Aviation Group (AAG), has several approaches for putting more women in cockpits.

There are a number of social and economic factors that make it more difficult for women to get jobs in aviation, which became worse during the COVID-19 pandemic. The International Air Transport Organisation (ATO) reports that the number of women serving a C-level role in an aviation firm is in the low single digits. There are about 290,000 commercial pilots in the world, but only five per cent of them are women. Historical perceptions about the jobs that people should do have often been based on gender, which is starting to change.

Factors

The socioeconomic factors that contribute to the low prevalence of female pilots include a widespread belief that men are more suited to this role, in addition to the scarcity of female role models in aviation. The irregular schedule of commercial pilots also makes this occupation less desirable for women who want to be the primary care giver for their children. Social customs can also hinder women from committing to the flexible work schedule of pilots. For example, women in the Middle East have traditionally been prohibited from working at night, although Saudi Arabia has recently passed legislation that would allow them to do so. In addition, pilot training has historically been a long, expensive process, which tends to be a greater obstacle for women.

Trends

The percentage of female pilots has been slowly increasing over the past few years, according to Bhanu Choudhrie. About three per cent of pilots in 2015 were women, which increased to five per cent by 2021. A broad shift in attitude is the primary driver of this trend, resulting in a demonstration that aviation can be a rewarding career for women. For example, AAG trained the first female pilot from the United Arab Emirates (UAE) to fly for Air Arabia.

Solutions

Pilot training schools are changing the way they attract recruits to make this process more accessible for women. For example, AAG has implemented a Multi-Crew Pilot License (MPL) programme, which has a greater focus on simulator training. This approach has a lower cost and time requirement, providing greater opportunities for cadets from less privileged backgrounds.

The creation of female role models is also essential for closing the gender gap in aviation. AAG’s training centre in the Philippines recently graduated its first all-female class, and the centre’s classes remain well above that country’s average of 12 per cent female pilots. This practice should be effective in encouraging women to train as pilots.

Providing greater career guidance is also essential for increasing the female pilot population. AAG often visits universities to present the career path for women in aviation, helping to bring down some of the barriers that have historically discouraged women from becoming pilots. Scholarship programmes are another way that businesses can balance the gender gap in aviation, as obtaining a commercial pilot’s license remains a financially risky challenge.

Impact of COVID-19

Commercial aviation was one of the hardest-hit industries during the height of the pandemic in 2020. Many pilots were furloughed or completely terminated as a result of the reduction in staff requirements from cancelled flights, grounded fleets and closed airports. This unprecedented change caused many pilots to question whether they should remain in aviation, causing a setback in the gains women had previously made. AAG has been working closely with regulators to implement new programmes in the post-covid environment. For example, a greater emphasis on e-learning has been essential for meeting social distancing requirements, as air travel begins to open up again.

Future Outlook

A recent industry report predicts that civil aviation will require 264,000 new pilots over the next decade, despite the great impact of the COVID-19 pandemic. Making up this shortfall will require increasing the number of female pilots willing to take advantage of the opportunities that are becoming available. Bhanu Choudhrie also believes this goal will require a proactive approach from key players in aviation that provides the flexibility needed to make an aviation career more attractive to women.

The recovery of the aviation sector appears to be well underway throughout the world, after a severe slump due to the 2020 COVID-19 pandemic. However, the traditional problem of insufficient pilots is now hindering its continued recovery, jeopardizing the gains that have been made in the past year. A 2021 report from Boeing predicts that the global aviation industry will need 645,000 new pilots by 2038. The report adds that the industry must maintain a sharp focus on its efforts to increase its pilot population by maintaining its talent pipeline.

The problem of a future pilot shortage poses grave consequences for the airline industry, but it also creates a great opportunity to change the way it attracts new pilots. Bhanu Choudhrie, founder of Alpha Aviation Group (AAG), believes that airlines should redress their pilot shortage by increasing diversity in the cockpit, especially female pilots. An additional benefit of this strategy is that it helps airlines meet inclusion requirements, which is a key pillar of a successful business in the 21st century.

The number of female pilots has always been low, compared to most other occupations. Even today, women only account for about 5.1 percent of all pilots in the world, although this figure varies greatly by region. For example, this average also generally applies to the American continents, Europe, Australia and New Zealand.

The lowest occurrence of female pilots is in the Asian-Pacific markets, where only 1.6 percent of pilots are female. The next lowest rate is in the Middle East, which has 2.1 percent female pilots. The highest rate is in India, where women account for 12.4 percent of pilots. Africa is next, with a female pilot prevalence of 9.8 percent.

Challenges

Many airlines are trying to rehire the pilots they let go during the height of the pandemic, but this process has been slow. Pilots are often unwilling to take jobs in aviation since careers in this industry no longer appear as secure as they once did. In addition, Bhanu Choudhrie reports that it takes up to two years to train pilots to fly new aircraft like the A321 XLR, meaning airlines must plan their staffing requirements years in advance.

Trends

Emerging aviation markets like Africa and India have an advantage when it comes to pilot diversity due to their need to quickly build their work force. Furthermore, their policies and procedures aren’t yet well established, making it easier to develop ways to support and engage diversity. This process often includes goal-based programs for inducting more female cadets.

Mature aviation markets are also actively striving to increase the number of women in the cockpits. For example, Qantas, Australia’s primary airline, has committed to increasing its female pilot population to 40 percent of its total over the next six years. EasyJet, a budget carrier in Europe, predicts that 20 percent of its new pilots will be women. In the Middle East, Wizz Air Abu Dhabi has created a program dedicated to boosting the number of female pilots.

A recent study by Oliver Wyman notes that the lack of female role models is a significant factor in the low number of female pilots. While airlines must actively work towards recruiting more women, it’s equally important to have females who are already experienced in their roles. These pilots can be highly effective at providing guidance and illustrating the benefits of a long career flying planes.

Training

Pilot training institutions can also have a great impact on bringing more women into aviation. For example, AAG has already trained more than 2,500 pilots for international airlines throughout the world. Attracting more female pilots has become one of its key goals, which is why Bhanu Choudhrie has implemented a number of strategies for providing women with a pathway into aviation. For example, AAG often makes presentations at universities, where it shares the stories of women who have succeeded in becoming pilots. These events help women acquire an interest in aviation at an early age, which is crucial to building a recruitment pipeline.

The post-pandemic world may provide the perfect opportunity for aviation leaders to increase the visibility of women in their industry. Achieving this goal requires entrusting women with leadership roles and developing a culture of diversity. The chance to bolster pilot populations will also help avert a staffing crisis that could endanger aviation in the long term.

Originally published at https://www.techandbusinessnews.com on June 5, 2023.

Aviation has always had a particularly wide gender gap. While women account for the great majority of flight attendants, it’s still quite rare to see them in the cockpit. However, companies like Alpha Aviation Group (AAG) are trying to change this by developing solutions to the root causes of this problem. Bhanu Choudhrie, founder of AAG, has many ideas on how the aviation industry can increase the number of female pilots.

A recent survey by UK recruitment firm Search Consultancy shows that the aviation industry has the second lowest gender diversity, with only construction ranking lower. There were about 290,000 commercial pilots in the world as of 2021, but only 5 per cent of them were female. This imbalance is well-established in aviation, although ideas about gender-based roles are starting to change. However, challenging these long-held beliefs requires more work to open new opportunities for women in the cockpit.

Social Factors

The low numbers of female pilots is due to a combination of social factors, starting with widespread beliefs about the types of jobs that people should perform based on their gender. In addition, the irregular schedule of commercial pilots is a greater challenge for women, especially those responsible for raising children. Furthermore, few experienced female pilots are available to serve as role models for women trying to break into the industry.

Social customs also play a role in the occupation of women, depending on the region. For example, women in the Middle East have been traditionally prohibited from working at night, making female pilots impractical. However, these restrictions are beginning to ease in Saudi Arabia, where landmark legislation has recently been passed that allows women to work at night.

Economic Factors

There are also economic factors that make it more difficult for women to become pilots. Training is longer and more expensive than it is for many other occupations, which is often a greater challenge for women. The lack of a well-defined career path for women can also make aviation a financially risky career choice.

Recent Trends

The prevalence of women in aviation has been slowly increasing in recent years. About three per cent of pilots were female in 2015, which increased to five per cent in 2021. Changing attitudes about gender roles are the primary reason for this trend, especially in countries with historical restrictions on occupations for women. Bhanu Choudhrie reports that AAG trained Ghada Al Rousi, who became the first female pilot from the United Arab Emirates (UAE) to fly for Air Arabia.

In addition, airlines and pilot schools are making stronger efforts to increase the accessibility of training for women. For example, AAG implemented its Multi-Crew Pilot License (MPL) programme, which places a greater emphasis on simulator training than traditional programmes. This change makes training shorter and less expensive, opening opportunities for cadets with fewer financial resources. The MPL programme is also more flexible, which is particularly advantageous for women.

Covid-19

Aviation was one of the hardest-hit industries during the Covid-19 pandemic, resulting in mass lay-offs due to the combination of cancelled flights, grounded fleets and closed airports. Many pilots were either furloughed or outright terminated during this period, which left many pilots questioning their careers. These layoffs were typically based on seniority, erasing much of the gains that women had previously made in aviation.

Airlines and training facilities need to work closely if they are to provide the continuity needed to recover from this crisis. Bhanu Choudhrie reports that AAG has also implemented new training programmes in coordination with industry regulators. An increased use of e-learning methods is one of the most significant changes AAG is making, which will help training facilities comply with social distancing mandates as and when required.

It’s important to develop programmes that support women in aviation now, as air travel opens up. The demand for trained pilots will likely increase to pre-covid levels in the near future, providing greater opportunities for women as we emerge from the pandemic.

Summary

While the aviation industry has already made significant strides in closing its gender gap, Bhanu Choudhrie advises that it must continue challenging gender roles. Positive female role models and career guidance for women are crucial to increasing the number of female pilots. Aviation businesses must also maintain a proactive approach to placing more women in the cockpit due to the long training period pilots require.

Originally published at https://www.aviationanalysis.net on June 1, 2023.

Aviation has always had a particularly wide gender gap. While women account for the great majority of flight attendants, it’s still quite rare to see them in the cockpit. However, companies like Alpha Aviation Group (AAG) are trying to change this by developing solutions to the root causes of this problem. Bhanu Choudhrie, founder of AAG, has many ideas on how the aviation industry can increase the number of female pilots.

Overview

A recent survey by UK recruitment firm Search Consultancy shows that the aviation industry has the second lowest gender diversity, with only construction ranking lower. There were about 290,000 commercial pilots in the world as of 2021, but only 5 per cent of them were female. This imbalance is well-established in aviation, although ideas about gender-based roles are starting to change. However, challenging these long-held beliefs requires more work to open new opportunities for women in the cockpit.

Social Factors

The low numbers of female pilots is due to a combination of social factors, starting with widespread beliefs about the types of jobs that people should perform based on their gender. In addition, the irregular schedule of commercial pilots is a greater challenge for women, especially those responsible for raising children. Furthermore, few experienced female pilots are available to serve as role models for women trying to break into the industry.

Social customs also play a role in the occupation of women, depending on the region. For example, women in the Middle East have been traditionally prohibited from working at night, making female pilots impractical. However, these restrictions are beginning to ease in Saudi Arabia, where landmark legislation has recently been passed that allows women to work at night.

Economic Factors

There are also economic factors that make it more difficult for women to become pilots. Training is longer and more expensive than it is for many other occupations, which is often a greater challenge for women. The lack of a well-defined career path for women can also make aviation a financially risky career choice.

Recent Trends

The prevalence of women in aviation has been slowly increasing in recent years. About three per cent of pilots were female in 2015, which increased to five per cent in 2021. Changing attitudes about gender roles are the primary reason for this trend, especially in countries with historical restrictions on occupations for women. Bhanu Choudhrie reports that AAG trained Ghada Al Rousi, who became the first female pilot from the United Arab Emirates (UAE) to fly for Air Arabia.

In addition, airlines and pilot schools are making stronger efforts to increase the accessibility of training for women. For example, AAG implemented its Multi-Crew Pilot License (MPL) programme, which places a greater emphasis on simulator training than traditional programmes. This change makes training shorter and less expensive, opening opportunities for cadets with fewer financial resources. The MPL programme is also more flexible, which is particularly advantageous for women.

Covid-19

Aviation was one of the hardest-hit industries during the Covid-19 pandemic, resulting in mass lay-offs due to the combination of cancelled flights, grounded fleets and closed airports. Many pilots were either furloughed or outright terminated during this period, which left many pilots questioning their careers. These layoffs were typically based on seniority, erasing much of the gains that women had previously made in aviation.

Airlines and training facilities need to work closely if they are to provide the continuity needed to recover from this crisis. Bhanu Choudhrie reports that AAG has also implemented new training programmes in coordination with industry regulators. An increased use of e-learning methods is one of the most significant changes AAG is making, which will help training facilities comply with social distancing mandates as and when required.

It’s important to develop programmes that support women in aviation now, as air travel opens up. The demand for trained pilots will likely increase to pre-covid levels in the near future, providing greater opportunities for women as we emerge from the pandemic.

Summary

While the aviation industry has already made significant strides in closing its gender gap, Bhanu Choudhrie advises that it must continue challenging gender roles. Positive female role models and career guidance for women are crucial to increasing the number of female pilots. Aviation businesses must also maintain a proactive approach to placing more women in the cockpit due to the long training period pilots require.

Originally published at https://www.aviationanalysis.net on June 1, 2023.

The Smart Use of Data and Artificial Intelligence Are Transforming Commercial Aviation Training, Says Bhanu Choudhrie

Forget COVID for a moment. Life is well, you’re cruising at 38,000ft with a drink in hand and a bite to eat. You’re watching your favourite movie, perhaps. Your captain makes a familiar announcement, updating you on your flight and what you can expect on arrival [yes, it’s warm]. All is normal. Except, that pleasant and reassuring voice isn’t coming from the flight deck. Rather, it’s coming from behind a computer screen, many hundreds of miles away by a pilot monitoring your journey in much the same way that you or I play a flight simulator.

Granted, we are guilty of a little sensationalising and — for now — this is an extreme example, but it’s one that Bhanu Choudhrie believes isn’t entirely implausible. “If you fast forward 30 years or so into the future, I fully expect to see more autonomous flying. And remember that currently, close to 90/95% is already being done by computers, a typical pilot will fly an aircraft for no more than 15–20 minutes. You may have a pilot on board, or you may not.

“If Amazon can deliver you parcels like that, or Tesla can drive you anywhere you want to go, why should commercial aviation be any different?”

Bhanu Choudhrie

“Look at an equivalent example,” he continues. “Unmanned aerial vehicles (UAVs) have flown for the last 15 or 20 years without a pilot on board. Such is the pace of innovation that the lag time, which used to be a couple of seconds for this kind of remote control, is down to a couple of milliseconds. In many ways it would be no different to the simulators we operate on the ground. Your pilot would be in the simulator while your plane is in the air, monitoring and maintaining the systems, and they could intervene should they need to at any point. Other than that, your aircraft will do everything for you: taxi, takeoff, land and even disembark — it all happens seamlessly and digitally. If Amazon can deliver you parcels like that, or Tesla can drive you anywhere you want to go, why should commercial aviation be any different?”

Why indeed. After all, in recent years — as with every other industry sector — AI, machine learning and automation have seen increasing adoption across a host of aviation tasks from reducing operating costs for airlines, improving ticketing and customer service and ground handling, through to traffic management, delivering increased fuel savings and improved maintenance, and supporting pilots in their strategic decision making and mission management.

And, as Choudhrie goes on to explain, the same technologies are having a marked effect on the training and onboarding of new pilots, particularly in light of an evolving industry facing the reality of travel post COVID. Specifically, the AI-driven data that Choudhrie’s company, Alpha Aviation Group, provides to prospective airlines on its cadets’ training programmes can help analyse the routes they fly and specific information on flying skills, such as angle of descent, acceleration and fuel burn. For an aviation industry tentatively getting back on its feet, such information is invaluable in demonstrating which pilots are best suited for specific routes and for reducing costs.

“When it comes to simulator training, the basics are the basics,” he says, modestly. “Beyond that, technology evolution means that you can add significant value by implementing things like AI into that spectrum of training. It can take up to two years to train a student pilot, and that’s a mix of classroom training, simulator work and flying; the data that comes out of that journey is vast. Analysing that data using artificial intelligence rather than a training captain sitting next to the student just lets you be so much more accurate and get the information quicker.”

“We’re moving away from people towards technology”

Bhanu Choudhrie

Pilot training is one of the most significant costs to airlines, for good reason. But such is the granular detail of the data derived from training work that Choudhrie believes it will be a crucial factor in airline decision making in the future. “The beauty is that there’s so much data. It’s all there, and has been for some time, but nobody knew how to dissect and examine it, or to gain insight from it. That’s where AI has proved so beneficial. And, because it’s intelligent, it can pull out certain elements that even the most experienced training captains may not actually see.

“I’ll give you an example,” he continues. “Such is the focus on cost now that airlines want to know every detail of a flight. Say they’re flying seven or eight times a day between Manila and Hong Kong, the data from the simulator will show which pilot or crew consumes the most and least fuel on that journey. It will show the inputs they’re making during takeoff and landing and how they treat the aircraft when in charge of it, which is essential to forecast potential maintenance costs.”

You’d be forgiven for thinking this a little big brother-esque, but the work carried out by the likes of Alpha is anything but. Not only, for example, is such a high level of data providing insight to guide the aviation industry in one of its most perilous periods, it is improving airmanship and standards of safety across the board.

Addressing the ongoing global pilot shortage issue — Finance Derivative

The Covid-19 pandemic brought the aviation industry to a halt, causing vast market disruption and putting the future of many key players at risk. Now, just as airlines were getting back on track, staffing shortages are causing new complications — and part of this issue is a growing pilot recruitment problem.

So, where does the sector go from here and what steps need to be taken to mitigate pilot shortages?

The root of the issue

Even before the pandemic, there was a global shortage of pilots, with people flying more due to a rise in more affordable airlines and falling fuel costs. In fact, the 2020–2029 CAE Pilot Demand Outlook suggested that the global civil aviation industry will require more than 260,000 pilots by the end of the decade.

However, when demand for air travel dropped across the globe, airlines were quick to offer early retirement packages to reduce immediate outgoings. Whilst this approach helped some airlines stay afloat during the slowdown, a wave of early retirements has left them on the back foot.

Now demand is coming back much faster than expected. In the US alone, the Bureau of Labor Statistics is expecting 14,500 openings for commercial and airline pilots each year until 2030, and this imbalance is already having a detrimental impact on the aviation industry. With flights being cancelled, travellers left stranded, and some airports losing service altogether, it is crucial that the larger aviation ecosystem comes together to work out a solution to effectively address this pilot shortage crisis, so that it can once again meet capacity demands.

Re-directing efforts to rebuild pilot pools

With vast swathes of pilots put on furlough during the pandemic — and therefore unable to maintain their license requirements, the damage isn’t just in the ongoing pilot shortage, but also in the decades of experience the industry has lost. In response to this narrative, last month a Senator in the US introduced legislation to raise the mandatory retirement age of commercial airline pilots from 65 to 67 — and the US are not alone in this shift. Last week, Air India announced that it will be raising their retirement age for pilots from 58 to 65. Now we need to see other countries and airlines follow suit to help retain the talent that can help guide and mentor the next generation of cadets.

Moreover, training schools and airlines will need to work together to challenge industry stereotypes and empower more women to pursue a career in the cockpit. Currently, just 5.1 per cent of the world’s commercial pilots are women. This means that for every twenty flights taken, only one of them will be piloted by a woman. Unfortunately, this gender imbalance has become a long-established trend within the aviation industry and, stereotypically, pursuing a career as a pilot has been considered a male occupation, with women type cast to cabin crew instead. Therefore, if we are to make proactive strides towards addressing the current pilot shortfall, finding a way to shift that percentage is essential.

The cost of training to be a pilot is also a key barrier the industry needs to address, and at pace. On average, the cost to train as an air transport pilot can exceed $100,000 — making a career in the cockpit unattainable to many. One way for the industry to help narrow the gap and mitigate what is often seen as a considerable financial risk, is to make bursaries more accessible. There are already a number of programmes in place, to support both aspiring pilots and those who need to maintain their licenses, however, now the industry needs to work on championing and expanding these support systems.

The industry also needs to start to embrace alternative approaches to alleviate this substantial outlay. For example, at Alpha Aviation, we have started running the the Multi-Crew Pilot License (MPL). This is a shorter, more simulator-focused way of training that not only opens up opportunities for prospective cadets from less privileged backgrounds, but also offers a more flexible training programme and quicker route to qualification — reducing the financial expenses for cadets to cover.

Technological innovations can also play a crucial role in advancing the training process to help support a consistent employee base. For example, e-learning programmes can enable airlines to expand cadet class sizes. No longer restricted by the physical capacity of training centres, e-learning programmes have the potential to significantly open up access to becoming an aviator and will ensure airlines can recruit the best talent, irrespective of locality. In addition to this, pilots still need to clock up over 1,500 flying hours to receive their ATP certificate. Therefore, investing in simulator training facilities is now pivotal in supporting cadets to keep on top of the legal requirements and improve their skills set at a significantly quicker pace, alongside supporting existing pilots to retrain on new aircrafts when necessary.

Looking ahead

The pressure on the aviation industry shows no signs of abating any time soon. Therefore, while it is great to see passenger numbers returning to near pre-pandemic levels, the industry needs to take this as a significant wakeup call and re-assess its pilot recruitment process.

At the end of the day, there is no quick fix — training top of their class pilots takes time, investment and enthusiasm. However, addressing the ongoing chaos and driving the sector out of this turbulent period is essential to the economic revival of the nation. Therefore, decisive action is needed — and it is needed now.

Originally published at https://www.financederivative.com on September 23, 2022.

Alpha Aviation Group Founder Shares Thoughts With Arabian Business

Global Pilot Training Group — Alpha Aviation Group’s Founder — Bhanu Choudhrie has shared his thoughts on how ‘The pilot shortage can be the right catalyst to increase the number of women on the flight deck’ with Arabian Business.

Extract from the article — you can find the full article here.

“While it is important for airlines to promote women, more valuable is for existing women pilots to offer guidance and mentorship to younger recruits, allowing their experience to act as a guiding beacon for new entrants and showcasing the benefits of having a long career in the cockpit.

While airlines do their bit, it is also vital for pilot training institutes to double down on attracting more women to the industry.

We at Alpha Aviation Group have trained over 2500 pilots for several international airlines and attracting female talent has been one of our key focusses. We have often gone straight to universities, shining a light on the experiences and stories of successful women trainees, aiming to pick up on interest in aviation at a young age and offering youngsters a clear pathway into the profession.

This perhaps is the perfect moment for industry leaders to transform the industry by increasing visibility of women, entrusting them with leadership roles, and cultivation of an open and welcoming culture.

This is truly a once-in-a-generation opportunity for the industry to attract the best talent and avert a crisis that might cause serious damage to its long-term future.”

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Check out the more than 2729 relevant pilot training industry updates here.

Originally published at https://afm.aero.

By Bhanu Choudhrie, Founder of Alpha Aviation

As global air travel rebounds rapidly, staffing shortages have thrown a spanner in the works, and it is not just ground staff that are in short supply. More importantly, there is an acute crunch of professionals on the flight deck, a problem that is afflicting airlines across the globe. The signs of a shortage of pilots being a major hurdle for airlines and the aviation industry have been around since even before the pandemic. The 2020–2029 CAE Pilot Demand Outlook suggested that the global aviation industry would require more than 260,000 pilots by the end of this decade, however, with the current staffing crisis, this number is sure to have jumped considerably.

Consequences due to the shortage of pilots are many, but chiefly, airlines having to cancel flights, shrinking networks, and airlines pushing their existing workforce to the brink are the most severe. It is crucial that the larger aviation ecosystem comes together to work out a solution to effectively address this pilot shortage crisis, and now is perhaps the perfect time for the industry to broaden its horizons and take recourse to some creative solutions.

Pilot training is often an expensive proposition and especially with the economic climate across the world being tight, airlines can offer monetary incentives and significant improvements in remuneration to shore up their pilot population. Demand for air travel is currently high, so it is plausible that airlines stand to recoup their investment in pilots over the summer and beyond. Already, several North American airlines have introduced temporary hikes to pilots’ salaries, helping attract new entrants but also retain existing flight crews.

Raising the retirement ceiling for pilots is another great way to ensure that flying talent is retained, and planes are kept in the air. India’s recently privatised Air India has mooted a proposal to reach out to recently retired pilots, many in their late-50s. Experienced pilots bring many benefits, not least that they already possess requisite type-rating on most major aircraft in operation, often take up less time to train, and possess the right mindset. And with experience proving to be invaluable in the profession, they can also be deployed to mentor and guide their younger colleagues on the flight deck.

Localising training hubs and incentivising airlines in that region to recruit from these bases is also a great way to ensure staff retention and often recruiting pilots for jobs where they live is a great way of ensuring lesser attrition. Localising training and providing job opportunities close to home is something that we at Alpha Aviation have actively pursued through our facility in the Philippines which has had a longstanding collaboration with multiple airlines from the country.

Spinning off businesses, and floating separate entities, has also been a route explored by several airlines, particularly in the US. SkyWest airlines have recently spun-off a new charter business, allowing them to employ pilots who do not possess the requisite flying hours for mainstream commercial aircraft. Through this modification, airlines would fly smaller aircraft, cut down capacity on certain aircraft, and utilise government subsidies to ensure pilot strength is maintained, the pilots earn the required hours, and economic ramifications are kept within control.

Lastly, there have been growing calls around the world for government support to help the aviation sector to effectively rebound. Government support can come in handy for pilot training initiatives, with targeted subsidies helping aspiring pilots complete their training, appear for their exams, and log the required hours.

While there is no quick fix to resolving this predicament that the aviation industry is battling, comprehensive, creative, and coordinated action between all stakeholders is urgently required to climb out of this particular bout of turbulence.

Originally published at https://www.globalbankingandfinance.com on July 26, 2022.