FAA Ends DEI-Driven Pilot Selection Processes in Favor of Merit-Based Pilot Hiring

WASHINGTON, D.C. – The Federal Aviation Administration (FAA) has issued a mandatory directive requiring all United States commercial airlines to certify that their pilot hiring processes are conducted on an exclusively merit-based basis.

The new "Operations Specification" (OpSec), titled OpSec A134: Merit-Based Pilot Hiring, falls under 14 CFR Part 121 regulations. It requires carriers to formally commit to hiring based on technical knowledge, cognitive skills, qualifications, and piloting experience, rather than demographic metrics.

New Requirements and Certification

Under the directive announced Friday, February 13, 2026, by U.S. Transportation Secretary Sean Duffy, airlines must certify that they have terminated any hiring practices driven by race, sex, or creed. The move follows a broader effort by the Department of Transportation (DOT) to dismantle Diversity, Equity, and Inclusion (DEI) goals in aviation, which the administration argues have compromised safety standards.

The FAA emphasized that the effectiveness of flight training programs is enhanced when applicants enter with a verified baseline of:

• Technical knowledge
• Cognitive skills
• Professional qualifications
• Aviation experience

"Someone’s race, sex, or creed, has nothing to do with their ability to fly and land aircraft safely," stated FAA Administrator Bryan Bedford.

Legal Basis and Executive Action

The mandate aligns with President Donald J. Trump’s Executive Order 14173, titled Ending Illegal Discrimination and Restoring Merit-Based Opportunity, and the Presidential Action Keeping Americans Safe in Aviation.

While the FAA has already decommissioned its internal DEI office and related contracts, some airlines had previously maintained diversity-related hiring goals. For example, United Airlines previously set a goal for 50% of its United Aviate Academy graduates to be women and people of color. United has maintained that these efforts focus on removing barriers to entry rather than active discrimination during hiring.

Non-Compliance and Enforcement Risks

Airlines that fail to comply with OpSec A134 or are found to be persisting with race or sex-based hiring face significant federal action. As the directive is part of 14 CFR Part 121, non-compliance is considered a regulatory violation.

Industry Response

Airlines for America (A4A), the trade association representing major U.S. carriers, stated its approval of the directive, noting that its members will “comply with all federal regulations and laws.”

Secretary Duffy concluded the announcement by emphasizing passenger confidence: "The American people don’t care what their pilot looks like or their gender—they just care that they are the most qualified man or woman for the job."