# The Outlook for Diversity in Aerospace: The Uncertain Destiny of the Brooke Owens Fellowship
## Introduction
For almost ten years, the **Brooke Owens Fellowship** has stood as a symbol of opportunity for women and gender minorities in aerospace engineering. This program, offering internships and mentorship at premier aerospace organizations, has been instrumental in launching the careers of numerous aspiring engineers. Nevertheless, recent policy alterations jeopardize its sustainability, amplifying concerns regarding diversity, equity, and inclusion (DEI) within the aerospace sector.
## The Significance of the Brooke Owens Fellowship
Established to pay tribute to the late Brooke Owens, a pioneer in the aerospace domain, the fellowship has facilitated **internships at leading firms** such as SpaceX, Blue Origin, and Lockheed Martin. Annually, a selective cohort of students—termed “Brookies”—are matched with executive mentors, acquiring essential industry exposure.
The initiative has been widely viewed as a **beneficial arrangement for both students and employers**, aiding in closing the gender divide in aerospace. However, the most recent cohort of Brookies could potentially be the last due to emerging government regulations.
## The Executive Order That Altered Everything
On **January 20, 2025**, President Trump issued an **executive order** terminating DEI programs within federally funded entities. This order asserts that **government assets should not be leveraged for preferential hiring** practices, thereby preventing companies with federal contracts from engaging in diversity-centered initiatives.
As numerous aerospace firms depend on government contracts, they are currently **reassessing their participation** in programs like the Brooke Owens Fellowship. Some organizations, such as the **Zed Factor Fellowship**, have already suspended their selection process for 2025.
## The Aerospace Industry’s Reaction
Prominent aerospace corporations, including **Lockheed Martin and RTX (previously Raytheon)**, have initiated measures to align with the executive order. A few have even opted to **suspend internal employee resource groups**, which provided networking avenues for women and minority individuals.
As stated by **Emily Calandrelli**, an engineer and science communicator, this transition creates an **unwelcoming atmosphere** for underrepresented demographics. She cautions that the aerospace industry risks losing elite talent to **technology giants like Apple and Google**, which remain committed to promoting diversity.
## The Significance of Diversity in Aerospace
Despite advancements, **only about 15% of engineers** in the aerospace industry are women. Many female engineers express feelings of isolation in male-centric environments, where informal networks often favor male colleagues.
Initiatives like the Brooke Owens Fellowship have sought to **dismantle these obstacles** by fostering their own supportive networks. Numerous Brookie alumni have transitioned to **mentor upcoming generations**, nurturing a cycle of inclusion and professional development.
## What’s Ahead for the Brooke Owens Fellowship?
Lori Garver, the co-founder of the fellowship and former NASA deputy administrator, retains optimism regarding the program’s continuity. Although some firms might withdraw due to the executive order, others could explore **alternative avenues to uphold diversity initiatives**.
Interestingly, **SpaceX**, despite Elon Musk’s outspoken opposition to DEI initiatives, has been a significant advocate for the fellowship, employing many of its interns. This indicates that certain companies may persist in valuing diversity, even in the absence of formal DEI frameworks.
## Conclusion
The trajectory of diversity in aerospace stands at a pivotal moment. While governmental policies may curtail formal DEI initiatives, the **demand for inclusive opportunities continues to resonate strongly**. If the aerospace sector aims to maintain its competitive edge, it must devise strategies to **attract and secure diverse talent**—whether through fellowships, mentorship initiatives, or internal corporate policies.
As Garver articulates:
*”Is there a need for these kinds of fellowships today? It would be great if there wasn’t.”*
