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The third A321XLR flight test aircraft – MSN11080 – also known as “FT3”, which is dedicated to the in-flight validation of its cabin-related aspects, is currently in the midst of its busy flight test schedule, following its first flight on 20th October 2022.
This testing focuses on more than just the highly visible Airspace branding elements – such as new overhead stowage compartments (OHSC), ceiling panels etc. – but also the numerous ‘behind the scenes’ new system adaptations and features relating to thermal comfort, ventilation, water & waste, sound insulation, and so on. Together, all these aspects, among others, will contribute to achieving the best possible passenger and flight-crew experience, as well as airline and airport performance and flexibility – given the Xtra Long-Range routes on which this aircraft will routinely fly.
Inside this dedicated cabin flight test aircraft the teams will be able to test all sorts of things which passengers don’t actually see or hear but nevertheless do appreciate – such as water, waste and heating options available – notably including the optional 300 litre waste-water tank, the heated floor panels, the potable water storage and supply, and the associated freezing protection measures – which include ‘tape heaters’ for the water lines.The results from this campaign were recently validated by the programme’s internal steering committee as meeting the design requirements. Subsequently, FT3 has been fitted with flight test instrumentation (FTI) installations for the cold temperature campaigns which are planned to take place in Iqaluit in northern Canada. The freezing protection and insulation of the water lines will be tested as well as the complete waste tank itself and lavatory areas – so this is a big campaign for the team
Later this year there will also be a flight test campaign more oriented to gauging passenger perceptions. “This will include a dedicated flight of up to seven hours with Airbus employees – acting as passengers – on board. Various comfort aspects will be asked, not only from the passengers, but also for the crew. We will conduct surveys, to assess the passenger comfort level on the aircraft during the long flights with regards to temperature and noise,” explains Tuan.
The team will take the opportunity to make some direct ‘spot’ measurements – acoustic as well as temperature – using a hand-held sensing device. Crew noise exposure will be recorded, especially around the main door entrance areas.ADVERTISEMENT
The new Airspace cabin elements will be tested as well. For example, the new parts will be checked for any vibration or resonance during the phases of flight. Ergonomic aspects will also be assessed, such as how easy or hard it is to load and unload the new overhead bins. Airbus will also receive feedback on the visual aspects of the cabin.
Other design changes now being fine-tuned for the best possible in-flight experience inside the A321XLR include items such as the extra fuel pumps for the new underfloor Rear-Centre-Tank (RCT). There are additional pumps to supply fuel from this tank, and any acoustic energy they emit is monitored closely
Higher requirements for the A321XLR long range cabinFor the XLR’s long range missions there are now higher thermal and acoustic requirements for the cabin. “We have added insulation in the forward fuselage section and developed a new lining as standard within the door and door-surround structures, says Mehmet Altay, Cabin & Cargo Engineering Project Leader.“We have also developed an optional thermal/acoustic ‘Textile Door Cover’ for Doors-1 and Doors-4 which can be attached via magnets to each door by the crew during flight. “Additionally, in the Doors-1 and Doors-4 entrance areas we have new heated floor panels, as well as a quieter fresh air vent outlet.”
Comfortable 6,000ft cabin altitude during cruiseA notable passenger/crew wellbeing-related feature of the A321XLR during long cruise at high flight levels is the latest ‘cabin pressure control’ standard (introduced across all the A320 Family). The system actively schedules proportional cabin altitudes depending on the flight level. For the A321XLR this means that a cabin altitude of less than 6,000ft is achieved when the aircraft is cruising at 33,000ft. Low cabin altitudes create a more comfortable and less fatiguing in-flight environment for passengers and crew.
Improved sidewall and ceiling panelsThe teams have also developed a new visually improved lightweight sidewall and ceiling panels for the A321XLR. Of course the panels themselves are already qualified and have passed all the tests, and now the teams are making sure everything will be really robust in flight, as close as can be to airline operations.

New Flexible zone in forward cabinAnother key feature concerns the forward passenger cabin. “The cabin layout itself is becoming more complex than we used to know in the single-aisle business,” observes Mehmet. “While the galleys and other monuments haven’t really changed, we have many more combinations of monuments in the forward cabin.”
In particular, the XLR benefits from the so-called ‘full-flex zone’ which was first introduced on the A321neo “ACF” standard (ACF = “Airbus Cabin Flex”). This is the zone in the forward half of the fuselage between Doors-1 and Doors-2 where airlines can place monuments – such as galleys and lavatories – which conveniently allows them to segment the cabin into different seating classes. The trend for the -XLR is moving towards more ‘enriched’ cabins with at least two-class layouts and going to three-class.
Customer at HeartOverall, all the products developed and decisions made by the teams were customer-focused. “We involved our customers by inviting them to our ‘Customer Experience’ workshops in Hamburg,” says Tuan. “Having this interaction in the development phase was proven essential in getting useful feedback to improve our design.”
For example, based on the airlines’ valuable in-service feedback from their A321neos featuring the more recent ACF configuration, the C&C teams were able to define and implement further improvements proposed for the A321XLR, including the enhanced thermal and acoustic comfort at the forward and aft entrance areas (eg. adjacent to Doors-1 and Doors-4) by introducing insulation means, gap closures and optional textile door covers. This would bring benefits in particular for the cabin crews’ working environment, especially during long range flights.
Next step: MG13“The next step is the Milestone MG13 ‘Maturity Gate’. That means everything that we have developed is now in the phase to obtain EASA Type Certification, and then to hand it over to the series production organisation for Entry Into Service,” says Mehmet. “This is the main milestone we’re heading for now. Stay tuned.”

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This Red Nose Day, British Airways is proud to have raised an incredible £27.3 million for Flying Start, through the airline’s global charity partnership with Comic Relief. The money has been raised over the past 13 years, since the partnership’s launch in 2010.
To celebrate this ‘oarsome’ milestone, British Airways teamed up with Comic Relief celebrity supporters Alison Hammond, Rylan and Sir Steve Redgrave to find out if one of its aircraft could beat the GB Rowing team in a race next to London City Airport.
Never one to shy away from a challenge, rowing legend Sir Steve Redgrave brought together medal-winning members of the GB Rowing Team to take on the challenge. The World Champions and Olympians in the mixed eight boat comprised a cox, four female and four male rowers, who took on a British Airways Cityflyer Embraer 190 Aircraft.
Ahead of the race, Alison Hammond gave words of wisdom to the rowing team, showing them some of her own special warm up tips. At the same time, Rylan prepped the airline’s crew, before both celebs took to the water to cheer everyone to the finish line.The race took place at London City Airport, next to the Royal Albert Docks with the runway running parallel to the water where many Olympic and World Champion rowers train.
A video of the special challenge can be viewed below and customers will also be able to watch it on British Airways’ inflight-entertainment system later this year.ADVERTISEMENTSir Steve Redgrave, an honorary trustee of Comic Relief and five-time Olympic gold medal rowing champion, said: “As a trustee for Comic Relief, it’s so fantastic to combine my passion for rowing with a cause so close to my heart. I trained at these docks for many years, so I know them well, but seeing a challenge like this was certainly a first for me. It was a lot of fun and a privilege to be a part of – I’m so pleased to have had the opportunity to help raise awareness for British Airways’ Flying Start charity partnership, that has helped millions of individuals worldwide with its fundraising.”
Mary Brew, British Airways Community Investment Manager said: “We’re so proud to have reached the 13th year of our long-standing partnership with Comic Relief. It’s the generous donations of our customers and the fundraising efforts of our colleagues that has helped us reach another milestone this Red Nose Day.”
Across the business, British Airways’ colleagues also supported fundraising efforts for Red Nose Day this year, with 56 of its cabin crew taking part in the airline’s eighth trolley dash, pushing aircraft trollies more than 15km around the capital. This year’s trolley dash raised more than £12,000 for Flying Start through donations from spectators and online sponsors.
Funds raised through the Flying Start partnership support projects both in the UK and around the world in destinations that British Airways flies to. Examples include Spina Bifida Hydrocephalus Scotland which provides tailored support to families with children affected by spina bifida and /or hydrocephalus, and Butterflies in New Delhi, which works with children living or working on the streets to give them life skills to prosper. Butterflies has supported an estimated 2,250 children in New Delhi over the last two years.Customers can donate to Flying Start by visiting here.https://www.comicrelief.com/partners/british-airways-flying-start

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Pan Am Flight Academy, a facility that specializes in training aviation professionals from around the world, has announced the addition of a new course to its curriculum. The new, Multi Crew Cooperation (MCC) program is offered to international customers and complies with the requirements of South American and European regulations. Upon completion of the course, pilots will be proficient in multi-crew operations with a focus on operating safely in the National Airspace System under instrument flight rules.
The Multi-Crew Cooperation Course consists of 45 hours of training, including 25 hours of instructor led ground training, and 20 hours of training in a Flight Simulation Training Device (FSTD). The course training objectives includes crew resource management, decision-making, task management, use of checklists, and team member support through normal, abnormal, and emergency situations. MCC training emphasizes the development of skills necessary for working effectively in a multi-crew environment.
“The aviation industry continues to demand more pilots,” said Jeff Portanova, President of Pan Am Flight Academy. “At Pan Am, we continuously strive to offer courses that further enhance pilot skills and qualifications producing highly trained professionals to meet industry demands.”
To enroll, pilots must possess a valid ICAO (International Civil Aviation Organization) Airman Certificate with multiengine and instrument ratings. Pilots should also demonstrate competence in aviation English Language (minimum ICAO Level 4) before enrolling.
Pan Am offers a variety of FAA, ANAC, and other DGCA approved pilot training programs including ATP-CTP, Initial, Upgrade, Recurrent, Requalification, Recency, Type Ratings, Differences, VMC Limitation removals, and Foreign License Conversion to FAA ATP, among others.ADVERTISEMENTTraining programs are offered utilizing a wide variety of full flight simulators, flight training devices and emergency training equipment on the following fleet types: A320; B737CL; B737NG; B747-400; B757/B767; B777 and SAAB-340

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Jetstar Asia has completed its second orientation flights from Terminal 4, ahead of its move on 22 March 2023.
Comments from Jetstar Asia Head of Flight Operations, Captain Geof Lui  
“The focus of this second round of orientation flights was to evaluate the process and validate the efficiency with which passengers and their luggage could be transferred between terminals to seamlessly meet onward connections.
“Following the initial orientation flights, we’ve worked with our airline partners to increase the frequency of shuttle services, both airside and landside, to ensure customers can quickly and easily transfer between terminals from our new home at T4.
“To ensure a smooth experience for our customers, these operational trials included system testing at every stage of the journey, from check-in through to boarding to clearing customs.ADVERTISEMENT“As we approach our move date, we continue to perform operational tests covering crew communications and procedures, ensuring our entire team is ready to welcome our customers to T4 on 22 March.” 
Jetstar Asia will initially operate more than 230 weekly services in and out of T4, to and from key destinations in Southeast Asia including Bali (Denpasar), Bangkok, Jakarta, Kuala Lumpur, Manila and Phnom Penh.
Jetstar Airways will also operate from T4 and continue to fly between Singapore and Melbourne up to six times a week with the popular route being operated by the Boeing 787 Dreamliner, carrying more than 200,000 passengers each year between the two cities.

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Sustainable Aviation Fuel (SAF) is a key element for the future reduction of air transportation’s carbon footprint, and Airbus is continuing its testing of this bio-jet fuel with a new VOLCAN flight test campaign using the best-selling A320 Family aircraft.An A321neo took off today from Airbus’ headquarters in Toulouse, France with both of its engines powered by 100% unblended SAF. Since the end of February, the aircraft is being closely followed by a data-collecting aeroplane with the mission to gather information on the non-CO2 emissions and the creation of contrails.
The A321neo’s flights are the latest demonstration in the VOLCAN project, the acronym of VOL avec Carburants Alternatifs Nouveaux, French for “Flight with new alternative fuels”Close-formation flight with our partnersAirbus’ VOLCAN partners are the French aerospace companies Safran and Dassault Aviation, along with the ONERA aeronautics research laboratory and the French Ministry of Transport. The project is co-funded by CORAC, the French Council for Civil Aeronautical Research.
An A321neo version powered by LEAP-1A engines from CFM International is being used for the latest tests, and provides yet another opportunity to evaluate the potential benefits of unblended SAF versus conventional aviation fuel. This A321neo is the first Airbus single-aisle aircraft and the latest Airbus aircraft overall – following the A350 and A330MRTT – to test 100% sustainable aviation fuel on both engines.

To gather the important information from this flight, a ‘chase aircraft’, a highly modified Dassault jet from the German Aerospace Center, DLR is flown within 100 metres of the A321neo, using the testbed’s sensors to capture emissions data for detailed analysis.ADVERTISEMENTUnblended SAF for the VOLCAN flightsThe VOLCAN evaluations are focused on the emissions of unblended SAF, which – unlike SAF blends that are increasingly being used in aviation today – is not mixed with any fossil fuels.
Analysing the performance of unblended SAF and its promise in reducing emissions (CO2 and non-CO2) is an important step toward the decarbonisation of the aviation industry, and Airbus is once again taking a key role in such forward-looking research.
Currently, all Airbus commercial and military aircraft, as well as helicopters are capable of flying with an up to a 50% blend of SAF. The goal is to ensure 100% SAF capability by 2030 of these products. The potential to cut emissions by up to 80% compared to traditional jet fuel highlights the immense possibilities for SAF usage in the aviation sector.

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Azul Linhas Aéreas has partnered with Chooose to develop a program that allows passengers to understand and offset carbon emissions of purchased flights.
The process is placed within the booking flow of Azul Linhas Aéreas’ mobile app.
Going beyond the current mission of reaching remote locations and connecting communities in the region to national and international destinations, Azul now aims to strengthen its commitment to the biodiversity of the Amazon region.
By offering carbon calculation and offsets for all flights, the company wants to give customers the chance to not only fly to all parts of the country, but to understand the CO2 impact of their flights and support the protection and development of the Amazon.
When buying any ticket with Azul through the mobile app, customers can choose to pay an additional fee that has a double function. ADVERTISEMENTFirstly, it offsets the CO2 emissions resulting from the seat during the flight, and secondly it directs funds to climate projects in the Amazon.
The CO2 calculations are based on the flight distance, route, type of aircraft, number of passengers, seat class, and other variables present in each flight.
The calculations are done using technology from Chooose, a climate tech company that specializes in CO2 offset solutions and is a world leader in this type of solution for the aviation sector.
Offsetting emissions is voluntary, and through this solution, Azul offers a practical, safe, and educational option for customers concerned about the impact of their carbon footprint during their air travel, Filipe Alvarez de Oliveira, sustainability manager at Azul, explained.
“This is because, in the Azul app itself, when buying tickets, customers who offset their emissions find out how much CO2 their contribution will help to offset, and can also learn about the projects supported by the company that will benefit from this compensation,” he said.
This in-app solution with carbon offsetting and climate project support is just one several by the company actions to mitigate the effects of climate change.
This, among other initiatives that Azul intends to disclose throughout the year, are part of a larger strategic plan and represent the airline’s commitment to the ESG principles of environmental sustainability, social responsibility and governance.
“We see a growing trend of individuals and companies worldwide seeking ways to understand and reduce the CO2 emissions associated with their travel.
“In response, Chooose is proud to support Azul in delivering a climate program that enables customers to easily understand and address their carbon footprint – all within the mobile app booking flow – while contributing to high-impact climate solutions like forest conservation and biodiversity preservation.
“Together, we are making climate action more accessible for people worldwide,” said Andreas Slettvoll, chief executive of Chooose.

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After the pandemic, Iberia redesigned and relaunched its Diversity, Equity and Inclusion Plan with a new approach that covers gender, generational, cultural (nationalities), LGTBIQ+ and disability groups. The objective of this new Diversity, Equity and Inclusion Plan is to achieve adequate management of the diverse talent that exists within the company, which enhances the commitment and feeling of belonging of the employees and promotes internal creativity and innovation to face organisational challenges.
Regarding gender equality, the airline is developing internal and external initiatives to give visibility to its female talent and promote the presence of women at all levels and roles within the company.
María Bello, Director of People Development and Diversity at Iberia, explained: “Companies must be a reflection of our society and be as diverse as possible. Through the new plan, we want to refocus DE&I initiatives and understand how diverse our company is, identify opportunities for improvement and break down barriers. To do this, we want to involve the entire organisation, rely on training and awareness programmes, set objectives, plan actions and review all our processes”.
2025: 40% of women in positions of high responsibility
38% of Iberia’s workforce is female; the majority of them are in the administrative team and among cabin crew and are still a minority in professions such as pilots, aeronautical engineers, and aircraft maintenance technicians.ADVERTISEMENTIn line with IAG, its parent company, Iberia is committed to increasing the percentage of women in management positions to 40% in the next two years. Between 2018 and 2022, the airline has gone from having 18% to 34% of women in the most senior positions.
Raise awareness, develop and showcase female talent
Iberia’s Diversity, Equity and Inclusion Plan promotes the presence of women in management positions and brings them closer to those professions in the aeronautical sector where they are still a minority, through a range of initiatives that revolve around three main pillars:
1/ Internal awareness and training in a committed culture to diversity and through different actions:
Carrying out “YoSInEtiquetas” workshops with employees from all areas to identify the framework for action.A community of Diversity Ambassadors for each of the diversity groups: gender, generational, cultural, LGTBIQ+ and people with disabilities.The incorporation of diversity into the internal brand values: “We are one and diverse”.Monitoring the use of inclusive language in all internal and external communications.2/ Processes related, above all, to professional development, inclusive HR policies and the Equality Plan:
Equality Plan: Iberia has materialised the agreements with the airline´s social representation of the three employee groups (ground staff, pilots and cabin crew) and, currently, is working to update it according to the law.Inclusive HR policies:Implementation of the 50% requirement of CVs in its selection processes of external candidates, for profiles where there is enough representation of both genders in the labour market.Review from the gender perspective of various human resources processes such as attracting talent, leadership profile, evaluation, succession plan, climate survey, Training Plan and talent programmes.External competitiveness study to ensure that salaries in Iberia are in line with the market and that there is no gender pay gap.Female talent development and mentoring programme: Take the lead, to promote the professional career of women towards positions of greater responsibility.
3/ External communication actions to make female talent visible and attract women to professions like pilot, engineer, and maintenance technician, where female presence is still very minor.
Attracting and promoting technical careers among young women is the objective of Iberia’s “I want to be” programme, which allows girls between the ages of 16 and 18 to enjoy an “immersion” in the airline’s facilities and learn more about traditionally male professions in the aviation industry.In addition, Iberia supports different associations and events aimed at lending visibility to women:It is part of the “Ella vuelan alto” association, a project that seeks to promote female talent in the aviation industry, giving women a voice and making them more visible.It supports the 50&50 Gender Leadership consultancy project, whose objective is to advance equal rights and opportunitiesAnd it also participates in WoMen Now, a platform that gives a voice to extraordinary women.

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With a clear mission to forge inclusive work cultures where women’s careers thrive and their achievements are celebrated, the Emirates Group is focusing on the 2023 International Women’s Day theme of #EmbraceEquity through discussions on gender equity, record levels of female promotions and providing company-wide access to ‘Unconscious Bias’ training.Women at Emirates Group
More than 23,000 women are employed by the Emirates Group, representing 41% of the total workforce employed at Emirates worldwide and dnata in the UAE. This sizeable number has been on an upward trajectory in 2023 and active recruitment continues. Currently almost 40% of middle and senior management positions across non-operational grades are held by women at Emirates Group.
Emirates recently demonstrated its commitment to gender balance by officially signing the UAE Gender Balance Council’s pledge, supporting the UAE government’s efforts to increase female representation at middle to senior management positions by 2025. The pledge supports the United Nation’s Sustainable Development Goal to achieve gender equality, empowering all women and girls. As part of the pledge, Emirates agreed to support the UAE Gender Balance Council’s work by sharing data and best practices, as well as maintaining an ongoing internal review of company policies, practices, and procedures.
Pay Equity
As the world’s largest international airline and one of world’s largest air services provider, Emirates and dnata are renowned as one of the best companies to work for in the UAE. Emirates Group pay and benefits structures are free from gender bias, with remuneration offered based on skills and experience, regardless of gender or nationality.ADVERTISEMENTRecord Promotions for Women
Celebrating thriving careers, women at Emirates Group account for 56% of total promotions in the last 12 months, the highest figure to date. Emirates Group has many women in leadership roles who have received multiple promotions and worked with the company for more than a decade.
Access to World-Class Training
Emirates Group employees have access to a vast range of educational courses and learning opportunities, as well as in-person training on a range of topics. This International Women’s Day, all employees are being directed to the ‘Unconscious Bias’ learning path on the newly launched Emirates ‘Future Skills’ portal. The bespoke learning journey designed by Emirates, is available to all colleagues and has 6 modules including Break the Bias, Valuing Intersectionality, Women’s Voices, Diversity Equity & Inclusion, Allyship and Culture of Belonging. The Human Resources department is leading the way with over 500 HR employees starting the learning journey, and over 70% completion rate so far. Women also have access to a suite of Executive Leadership programmes and the opportunity to complete international educational qualifications, financially supported by the company.
Celebrating Achievements
In addition to promotions, employees can be rewarded with Najm awards – a programme recognising outstanding contributions across the Emirates Group. The aim of Najm is to enhance a sense of belonging and appreciation, enabling employees to feel energised, inspired and empowered to achieve meaningful goals. Najm awards give Emirates Group employees options to redeem cash prizes, travel vouchers, gift cards and more. The Najm award is also recorded in the employee’s official employment record as a career highlight. In the last 12 months, 35% of Najm awards were awarded to women.
Looking to the Future
The Emirates Group recognises that the International Women’s Day theme of #EmbraceEquity is an opportunity to unify direction and galvanize activity, by creating a meaningful framework to amplify action. In signing the UAE Gender Balance Council’s pledge, Emirates Group has committed to introducing more compliance measures to prevent bias in the hiring processes, identifying, developing, and working on the succession of female leaders in the organisation and reviewing policies to prioritise gender equality in practices and procedures.
About International Women’s Day
International Women’s Day (March 8) is a global day celebrating the social, economic, cultural, and political achievements of women. The day also marks a call to action for accelerating women’s equality. IWD has occurred for well over a century, with the first IWD gathering in 1911 involving over a million people. Today, IWD belongs to all groups collectively, everywhere.
#IWD2023 #EmbraceEquity

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