In a 2021 survey, ** percent of pilots globally were employed and flew aircraft in this period, up from ** percent during the 2020 survey. ** percent of individuals were left unemployed, with a further *** percent of pilots furloughed in the same period.

Annual data on civil aviation employment. Details on employment include the average number of employees, and wages and salaries expenses, by category of employment (total, average number of employees, pilots and co-pilots, other flight personnel, general management and administration employees, maintenance personnel, aircraft and traffic servicing personnel, and all other employees). Data are for Canadian air carriers, Levels I and II combined, Level III, and Levels I to III combined. Data on wages and salaries are expressed in thousands of dollars.

Graph and download economic data for Employed full time: Wage and salary workers: Aircraft pilots and flight engineers occupations: 16 years and over (LEU0254521300A) from 2000 to 2024 about pilots, engineering, aircraft, occupation, full-time, salaries, workers, 16 years +, wages, employment, and USA.

Since 2010, the figure has been gradually increasing again but declined again amid the COVID-19 pandemic, dropping to around ****** employees in 2021. However, this figure rebounded and reached ****** employees in 2022.

In 2023, the registered airlines in the United Kingdom employed some ****** workers. Thies was the highest number of workforce registered in

This statistic gives the projected number of unfilled U.S. commercial airline pilot jobs from 2016 to 2018 and gives a forecast through 2026. In 2026, there will be a pilot deficit of over ***** in the United States, as more captains are retiring and fewer young people are interested in a career in commercial aviation.

Graph and download economic data for Employed full time: Median usual weekly nominal earnings (second quartile): Wage and salary workers: Aircraft pilots and flight engineers occupations: 16 years and over: Men (LEU0254681500A) from 2000 to 2024 about pilots, engineering, aircraft, second quartile, occupation, full-time, males, salaries, workers, earnings, 16 years +, wages, median, employment, and USA.

In a 2020 survey, 66 percent of pilots globally were actively seeking a new pilot job. 15 percent of pilots opted to wait for the recovery of the aviation sector before looking for a new job in the aviation industry.

In a 2021 survey, ** percent of pilots surveyed revealed that they have been worried about their job security. During a 2020 survey, ** percent of respondents stated that their current employer does not care about the pilots' wellbeing.

The Employment Opportunities Pilot Projects (EOPP) data are two extensive surveys conducted during 1980 at selected sites. One is of roughly 5,000 establishments and the other of 30,000 households. The surveys were conducted under contract with the Labor Department by Westat. The Employment Opportunities Pilot Projects were designed to test the effects of an intensive job search program combined with a work and training program. In order to be eligible for the program, individuals had to meet eligibility requirements of being unemployed and either below a given family income or on AFDC or SSI. The survey was designed to measure the impact of the program on participants, nonparticipants, and the local labor market. The baseline survey collected preprogram measures of earnings, wage rates, and unemployment. An additional survey of the program's participants and of private employers was conducted. The program lasted from the summer of 1979 until the beginning of 1981.

In a 2021 survey, ** percent of pilots surveyed revealed that they plan to change their job in the next 12 months. During a 2020 survey, ** percent of respondents stated that their current employer does not care about the pilots' wellbeing.

Annual data on civil aviation employment. Details on employment include the average number of employees, and wages and salaries expenses, by category of employment (total, average number of employees, pilots and co-pilots, other flight personnel, general management and administration employees, maintenance personnel, aircraft and traffic servicing personnel, and all other employees). Data are for Canadian air carriers, Levels I and II combined, Level III, and Levels I to III combined. Data on wages and salaries are expressed in thousands of dollars.

Abstract

Throughout the Middle East, unemployment rates of educated youth have been persistently high and female labor force participation, low. Researchers from the World Bank studied the impact of a randomized experiment in Jordan designed to assist female community college graduates find employment. One group of graduates was given wage subsidy vouchers that could be redeemed by their employers for up to six months for a value equivalent to the prevailing minimum wage; a second group was invited to attend 45 hours of soft skills training; a third group was offered both interventions; and the fourth group formed the control group.

To conduct the study, researchers chose eight public community colleges with the largest female enrolment numbers. Four colleges were in Central Jordan (Amman University College, Princess Alia University College, Al-Salt College, Zarqa University College) and four in Northern and Southern Jordan (Al-Huson University College for Engineering, Irbid University College, Ajloun University College, and Al-Karak University College).

Four individual level survey questionnaires were administered during the impact evaluation study. The baseline survey was conducted in July 2010, the midline - in April 2011, the first endline was carried out in December 2011, and the second endline - in January 2013.

Geographic coverage

Amman, Salt, Zarqa, Irbid, Ajloun, and Karak.

Analysis unit

Female community colleges graduates from the class of 2010.

Kind of data

Sample survey data [ssd]

Sampling procedure

Researchers chose the eight public community colleges with the largest female enrollment numbers, which comprise over 85% of total female public community college enrollment. In July 2010 just before final graduation exams, data collectors conducted baseline surveys for most of the 404 male and all of the 1,776 female second-year students from these eight colleges. In August 2010, the researchers merged the baseline data with administrative data on examination results, which revealed that 324 men and 1,418 women passed their examinations. Of the 1,418 women who passed their examinations, the researchers randomly assigned by computer 1,349 of these graduates to be in the experimental sample. However, two of these graduates were male but incorrectly recorded as female. They were subsequently dropped from the sample.

The experimental sample of 1,347 was stratified into 16 strata and randomly assigned by computer into three treatment groups and a control group. The strata were created based on the following four characteristics: whether or not (1) the community college was in Amman (Amman, Salt, and Zarqa) or outside Amman, (2) an individual's Tawjihi examination score at the end of high school was above the sample median, (3) an individual indicated at baseline that she planned to work full-time and thought it at least somewhat likely that she would have a job within 6 months of graduating, and (4) she is usually permitted to travel to the market alone. Within each of the 16 strata, 22.2% of the students were allocated to receive the wage voucher only, 22.2% allocated to receive the soft skills training only, 22.2% allocated to receive both, and 33.3% allocated to the control group. This resulted in 299 or 300 in each treatment group, and 449 in the control group.

Sampling deviation

The only deviation from the sample design involved dropping two graduates from the sample because they were incorrectly recorded as female.

Mode of data collection

Other [oth]

Research instrument

All questionnaires were initially developed in English and subsequently translated into Modern Standard Arabic.

The questionnaire design process was based on standard labor force survey questions, academic literature on well being, mental health, and female empowerment, and inputs from Al Balqa Community Colleges, the Chamber of Commerce, the Ministry of Planning and International Cooperation, the Social Security Corportation, the Department of Statistics, Dajani Consulting, Business Development Center, and local firms.

The questionnaires were piloted and adjusted accordingly in each survey round.

Response rate

In the midline, first endline, and second endline surveys, researchers successfully followed up with 92%, 96%, and 92% of graduates in the sample, respectively. In the first and second endline surveys, the team collected a portion of the survey data (3% and 9%, respectively) by proxy through their relatives. This survey experienced very few problems with outright rejections to answer the survey questions although the proxy responses reflect graduates or their families refusing to allow the graduate respond for herself. The vast majority of attrition comes from disconnected cell phones and the inability to completely track individuals down.

The attrition rates are low and slightly vary by treatment status. The wage voucher group has the lowest attrition (3% midline, 1% 1st endline, 4% 2nd endline), which is likely due to the additional information gathered through monitoring the voucher usage. On the other hand, the control group experienced the highest attrition (11% midline, 7% 1st endline, 11% 2nd endline), which is likely because there was no additional contact with the control group outside of the surveys.

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This note provides an update on the number of starts and outcomes on the Youth Unemployment Innovation Fund Pilot. This will cover both round 1 and round 2.

Source agency: Work and Pensions

Designation: Official Statistics not designated as National Statistics

Language: English

Alternative title: Youth Unemployment Innovation Fund Pilot, Starts and Outcomes

The European Union Labour Force Survey (EU-LFS) pilot data collection carried out in 2022 provided information on Digital Platform Employment (DPE).

The DPE statistics provide information on the type of digital platform work or service, encompassing details on working conditions and arrangements. Together with demographic characteristics, such as sex and age, these statistics allow the description of the profile of digital platform workers.

The results of the pilot data collection are published as experimental statistics. In particular, these statistics show the share of digital platform workers among all people aged 15 to 64 , defined as those who have worked for at least one hour through a digital platform in the last 12 months, broken down by type of DPE activity.

For those who reported to be in DPE for at least 1 hour during the last month, indicators on employment characteristics and working arrangements are also presented by:

• number of hours worked,
• share of income from DPE in total income,
• social insurance coverage,
• type of the assignment of the work, service or task,
• degree of autonomy in accepting work or services, deciding on working hours or price setting.

The pilot data collection included 13 variables: see the annexed methodological note.

The experimental statistics tested:

• the conceptual framework and
• the measurement approach to this new form of employment.

The data was collected on a voluntary basis by 17 countries: 16 EU countries and 1 EFTA country. The indicators are presented for an aggregate of 17 countries.

Pilot License Accelerated Program Market Outlook

According to our latest research, the global Pilot License Accelerated Program market size reached USD 1.47 billion in 2024, reflecting robust growth driven by rising demand for skilled pilots across both commercial and private aviation sectors. The market is poised to expand at a CAGR of 10.2% from 2025 to 2033, with the total market size forecasted to reach USD 3.55 billion by 2033. This accelerated trajectory is primarily fueled by the aviation industry's rapid recovery post-pandemic, increasing fleet expansions, and a pronounced pilot shortage worldwide, which is compelling airlines, flight schools, and military organizations to adopt faster, more efficient training models.

One of the primary growth factors for the Pilot License Accelerated Program market is the acute global pilot shortage, which has been exacerbated by the rapid rebound in air travel and aggressive aircraft procurement plans by commercial airlines. As the aviation sector recovers and surpasses pre-pandemic levels, airlines are faced with the challenge of filling thousands of cockpit seats to support new routes and increased flight frequencies. Accelerated pilot training programs, which condense traditional multi-year training into intensive, streamlined curriculums, are becoming the preferred solution for airlines and aspiring pilots alike. These programs offer a faster route to employment, allowing airlines to mitigate operational disruptions caused by pilot scarcity and enabling individuals to enter the workforce sooner, thus meeting the surging demand for qualified pilots globally.

Technological advancements and digital transformation within the aviation training ecosystem are also significant contributors to the market's growth. The integration of advanced flight simulators, virtual reality (VR), and online/hybrid learning platforms has revolutionized the delivery of pilot training, making it more accessible, flexible, and cost-effective. These innovations not only enhance the learning experience but also enable training providers to scale their offerings to a larger, geographically dispersed audience. The adoption of these technologies is particularly pronounced in regions with limited access to traditional flight schools, thus democratizing pilot education and supporting the growth of the Pilot License Accelerated Program market on a global scale.

Additionally, regulatory reforms and government initiatives aimed at standardizing and supporting accelerated pilot training are propelling market expansion. Aviation authorities in several countries have acknowledged the need for streamlined training pathways to address the pilot shortage crisis. As a result, regulatory frameworks are being updated to accommodate innovative training models without compromising safety or competency standards. These supportive policies, coupled with financial incentives and partnerships between airlines and flight schools, are fostering a conducive environment for the proliferation of accelerated pilot license programs worldwide.

From a regional perspective, North America continues to dominate the Pilot License Accelerated Program market, accounting for over 38% of global revenue in 2024. The region's leadership is attributed to its mature aviation industry, high concentration of flight schools, and proactive regulatory support. However, Asia Pacific is emerging as the fastest-growing market, driven by rapid economic development, expanding middle-class populations, and ambitious airline growth strategies. Europe and the Middle East are also witnessing significant investments in pilot training infrastructure, further reinforcing the global momentum behind accelerated pilot licensing programs.

Program Type Analysis

The Program Type segment of the Pilot License Accelerated Program market encompasses Private Pilot License (PPL), Commercial Pilot License (CPL), Airline Transport Pilot License (ATPL), and other specialized licenses. Among these, the Commercial Pilot License (CP

In 2023, ** percent of the jobs generated by the aviation industry in Asia Pacific were created for hiring on-site airport workers. Meanwhile, airline staff accounted for ** percent of the job offered in the industry.

About this dataset

Context

The dataset presents median income data over a decade or more for males and females categorized by Total, Full-Time Year-Round (FT), and Part-Time (PT) employment in Pilot Knob. It showcases annual income, providing insights into gender-specific income distributions and the disparities between full-time and part-time work. The dataset can be utilized to gain insights into gender-based pay disparity trends and explore the variations in income for male and female individuals.

Key observations: Insights from 2023

Based on our analysis ACS 2019-2023 5-Year Estimates, we present the following observations: - All workers, aged 15 years and older: In Pilot Knob, the median income for all workers aged 15 years and older, regardless of work hours, was $31,111 for males and $30,151 for females.

Based on these incomes, we observe a gender gap percentage of approximately 3%, indicating a significant disparity between the median incomes of males and females in Pilot Knob. Women, regardless of work hours, still earn 97 cents to each dollar earned by men, highlighting an ongoing gender-based wage gap.

- Full-time workers, aged 15 years and older: In Pilot Knob, among full-time, year-round workers aged 15 years and older, males earned a median income of $36,319, while females earned $31,933, resulting in a 12% gender pay gap among full-time workers. This illustrates that women earn 88 cents for each dollar earned by men in full-time positions. While this gap shows a trend where women are inching closer to wage parity with men, it also exhibits a noticeable income difference for women working full-time in the city of Pilot Knob.

Remarkably, across all roles, including non-full-time employment, women displayed a similar gender pay gap percentage. This indicates a consistent gender pay gap scenario across various employment types in Pilot Knob, showcasing a consistent income pattern irrespective of employment status.

Content

When available, the data consists of estimates from the U.S. Census Bureau American Community Survey (ACS) 2019-2023 5-Year Estimates. All incomes have been adjusting for inflation and are presented in 2023-inflation-adjusted dollars.

Gender classifications include:

• Male
• Female

Employment type classifications include:

• Full-time, year-round: A full-time, year-round worker is a person who worked full time (35 or more hours per week) and 50 or more weeks during the previous calendar year.
• Part-time: A part-time worker is a person who worked less than 35 hours per week during the previous calendar year.

Variables / Data Columns

• Year: This column presents the data year. Expected values are 2010 to 2023
• Male Total Income: Annual median income, for males regardless of work hours
• Male FT Income: Annual median income, for males working full time, year-round
• Male PT Income: Annual median income, for males working part time
• Female Total Income: Annual median income, for females regardless of work hours
• Female FT Income: Annual median income, for females working full time, year-round
• Female PT Income: Annual median income, for females working part time

Good to know

Margin of Error

Data in the dataset are based on the estimates and are subject to sampling variability and thus a margin of error. Neilsberg Research recommends using caution when presening these estimates in your research.

Custom data

If you do need custom data for any of your research project, report or presentation, you can contact our research staff at research@neilsberg.com for a feasibility of a custom tabulation on a fee-for-service basis.

Inspiration

Neilsberg Research Team curates, analyze and publishes demographics and economic data from a variety of public and proprietary sources, each of which often includes multiple surveys and programs. The large majority of Neilsberg Research aggregated datasets and insights is made available for free download at https://www.neilsberg.com/research/.

Recommended for further research

This dataset is a part of the main dataset for Pilot Knob median household income by race. You can refer the same here