International Women’s Day (IWD), celebrated annually on March 8, serves as a moment to reflect on the remarkable progress women have achieved throughout history. From groundbreaking advancements in civil rights to leadership roles in business, IWD honors the resilience, strength, and innovation of women worldwide. It also serves as a reminder of the barriers that women have faced — particularly in industries such as aviation.
Today, we are honored to share the story of Linda Kunz, Envoy Vice President of Flight Service. Gain insight into her extensive experience in the aviation industry and the challenges she has overcome — not only for herself, but for the countless women striving to make their mark in the field.
Back To the Beginning
When I was in college, I had no clear direction for my future career. One evening, I met a young woman with a vibrant personality who shared that she was a stewardess. As she described her role and responsibilities, I realized it was something I could see myself doing — at least temporarily —until I determined my long-term career path. That conversation ultimately led me to pursue a career as a Flight Attendant, marking the beginning of my journey in the airline industry.
When I first applied to an airline, I received a document outlining numerous prerequisites for the role, which will sound outdated today. Among them were requirements that I had to be single, physically attractive, and without children — though divorcées would be considered. Additionally, if hired, I would not be permitted to be in a relationship for the first six months of employment. The airline also enforced a mandatory “retirement” at the age of 32, which, for them, meant stepping down from the position without any benefits.
As part of the application process, I submitted a personal photograph along with my measurements before being invited for an in-person interview. I was thrilled when I received an offer from Ozark Airlines. Upon entering training, however, much of our time was spent on personal grooming — perfecting our makeup, having our hair cut and styled, and ensuring our nails were properly manicured. We were also required to weigh in weekly, as maintaining a specific weight was a key aspect of the airline’s appearance standards.
Another part of our training focused on in-flight service, including learning how to mix drinks and elegantly arrange trays of chocolates, along with packs of cigarettes and matches, to distribute to passengers before takeoff. We were also trained on how to bend at the knees to maintain professionalism while wearing our short uniforms. However, safety training was notably brief, lasting approximately 30 minutes.
During this time, I learned that airlines were heavily regulated and unable to compete on airfare prices. Instead, they distinguished themselves through the quality of their in-flight service and the attractiveness of their Flight Attendants. In the 1970s, National Airlines launched an advertising campaign featuring their Flight Attendants with the slogan “Fly Me,” which blatantly portrayed them as sex objects. While the campaign led to an increase in ticket sales, it was just one of many ways the airline industry degraded and discriminated against Flight Attendants for decades — until we began to push back.
Here’s To Rewriting the HERstory Books
Fast forward to when I was married and became a mother while continuing my career as a Flight Attendant. When I had my first child, I was required to leave work — not for maternity or medical leave, as the airline did not offer either. Instead, I was placed on a leave of absence, as pregnancy was not recognized as a medical condition but rather considered self-induced. This leave came with no pay, no medical benefits, and a loss of seniority for every day I was away — a reality that came as a major surprise to me.
When I was ready to return to work, I first had to pass the airline’s mandatory weight check. Expecting a congratulatory remark about my newborn, I was instead met with, “Congratulations on losing the weight,” from my manager at the time. After being fitted for my new uniform — which now included hot pants (very short shorts) — and completing a refresher training, I received my first paycheck, only to find an unexpected deduction for the cost of my uniform. Startled, I reached out to my manager for clarification. She explained that because my leave was classified as a self-induced leave of absence, I was responsible for covering the cost of my new uniform. That was major surprise number two.
I decided to visit my local Flight Attendant Union Representative to seek guidance. She, too, was a Flight Attendant and advised me to carefully reread my contract. She also suggested that I consider reaching out to the Equal Employment Opportunity Commission (EEOC). By this time, Title VII of the Civil Rights Act of 1964 had been enacted, bringing significant advancements for women by prohibiting employment discrimination based on gender. This legislation also led to the establishment of the EEOC, which was responsible for investigating complaints from individuals who believed they had been subjected to discrimination. If a case of discrimination was found, the EEOC would engage with the employer and, depending on the findings, either issue a right-to-sue letter to the complainant or pursue legal action on their behalf. After rereading my contract, I was livid by what I discovered. Everything was clearly stated in black and white.
Around that time, Flight Attendants across the industry were growing increasingly frustrated with the numerous restrictive company policies and prerequisites. Their dissatisfaction reached a tipping point, leading Flight Attendants at various airlines to begin organizing their own unions. Previously, Pilots were the ones negotiating Flight Attendant contracts at each airline, often agreeing to company-imposed policies without direct input from the Flight Attendants themselves. Recognizing the need for independent representation, the Air Line Pilots Association, International (ALPA) stepped in to provide financial support, funding Flight Attendants for five years to help establish their own union. This effort ultimately led to the formation of the Association of Flight Attendants-CWA (AFA-CWA), ensuring that Flight Attendants had their own voice in shaping their working conditions and rights.
“Whenever one person stands up and says, “Wait a minute, this is wrong,” it helps other people do the same.” – Gloria Steinem
Although I never considered myself a particularly political person, I made the decision to run for President of the AFA-CWA — and was quickly elected. I believe this was largely due to my unwavering determination to ensure that no other Flight Attendant would ever have to face the same discrimination that I had endured.
While working for the Union, Trans World Airlines (TWA) acquired Ozark Airlines during a prolonged and contentious Flight Attendant strike. At the time, I was actively negotiating with TWA management on behalf of Ozark Flight Attendants, addressing key issues such as seniority, training, uniforms, and vacation policies — which gave me significant exposure to TWA’s leadership team. Once the strike concluded, TWA approached me with an offer to join their management team. Although honored, I was hesitant, as I felt I had not yet established credibility with TWA Flight Attendants. I knew that before stepping into a leadership role, I needed to experience their work firsthand — so I made the decision to fly alongside them before transitioning into management.
She Believed She Could, So She Did
At the time, Flight Operations — the Pilot workgroup — was responsible for training both Pilots and Flight Attendants on all Safety Programs. However, since this training included critical areas such as Emergency Procedures, evacuations, and First Aid, instructors were required to hold an Advanced Ground School Instructor (AGI) license. I applied for the position and was thrilled to be selected. It quickly became one of the most enjoyable and fulfilling roles of my career. Eventually, I advanced to the role of Manager of Regulatory Compliance, where I had the unique opportunity to serve on TWA’s Go Team, investigating accidents and gaining invaluable insights about myself and government processes.
During this time, TWA’s In-Flight team brought in a new Vice President, who later offered me the role of Director of In-Flight Operations — another position I absolutely loved. While serving in that capacity, TWA merged with American Airlines, and shortly after, American Eagle Airlines— now Envoy — approached me about a Vice President position they were looking to fill. Initially, I was hesitant to take on the role, but after learning more about the company and its needs, I was honored to accept the opportunity.
Here’s To Strong Women — May We Know Them, May We Be Them, May We Raise Them
I’m often asked how I’ve managed to balance my career and motherhood, and the truth is — it’s not easy. It’s challenging. Amid it all, I even went back to college and earned my degree in Aviation Management. But at the end of the day, you do what you have to do. If it’s the right path, you follow it. You take the high road, give it your best effort, and accept that there will be moments you may have to miss with your family — but you won’t miss them all. What truly matters is that your family knows you love them and that you have their support. With that foundation, you will make it through. It won’t always be easy, but it is possible.
No ‘Glass Ceiling’ Here, Just Clear Skies and Infinite Potential
Today, women comprise the majority of Flight Attendants worldwide. While challenges remain in achieving full equality across all workgroups in the aviation industry, significant progress has been made in breaking down barriers. The increasing presence of women in leadership roles serves as a powerful inspiration for future generations, demonstrating to young girls and women that they, too, can become decision-makers, innovators, and changemakers. Leadership is not defined by gender, but by ability, vision, and determination.
On this International Women’s Day, we celebrate the victories, honor the struggles, and look ahead to a future where women have equal opportunities to thrive, lead, and succeed. At Envoy, we are proud to have Linda Kunz as a key member of our leadership team, championing the advancement of women both within the company and beyond.