The auto industry needs more women. Let’s get moving.

By Jody Stidham Managing director, automotive consulting, Deloitte Consulting LLP

Women account for 47% of the labor force, but only 27% of the autoindustry workforce, according to Deloitte’s Shifting diversity into high gear: Helping to close the auto industry’s talent gap. This disparity comes at a time when manufacturing is expected to see 2.4 million jobs vacant through 2028, according to Deloitte research.

Stidham

The auto industry can be a bumpy ride for women, according to those surveyed for Women at the Wheel, a Deloitte report on diversity, equity and inclusion in the auto industry. Those surveyed perceive work in the industry as unappealing (65%) as well as lacking work-life balance (59%), exible work schedules (46%) and advancement opportunities (39%). These perceived negatives have generational legs, as 14% of women surveyed said they’d encourage their daughters or female relatives to pursue a job in the industry. Even more concerning is that nearly half the women surveyed would choose a different industry if given a chance for a career do-over. They cited lack of diversity, equity and inclusion as the reasons why.

Yet, women in the industry enjoy their work, according to the 330 surveyed as part of a collaboration between Deloitte and Automotive News honoring 100 leading women in the North American auto industry. The 330 women surveyed have an average tenure of 15 years at the same company, and over 26 years in the industry. Four- fths (83%) are senior managers (vice presidents, c-suite occupants, or directors) and more than half (57%) are in marketing, sales, operations, or product development.

Clearly, the industry faces some challenges if it wants to get women on board. There are plenty of reasons to do so, including that projected 2.4 million jobs gap in manufacturing and the fact that diversity of all types results in stronger business results and happier customers.

The automotive industry must communicate more clearly that it is a place for women to forge enjoyable careers. Women at the Wheel offers several steps, the rst of which is acknowledging that there’s an issue. The second step is getting leadership involved in making real change, with real outcomes, which happens in tandem with the third step: recognizing the bene ts, including better decision-making and stronger nancials within diverse teams. The industry must offer women a clear path for advancement, which includes mentorship.

There’s a real gap here, as 60% of women surveyed see a clear path to management, compared with 75% of men.

Finally, automotive has an opportunity to look to other industries, including technology and healthcare, for guidance. The women surveyed who indicated they opt for a different career path said they’d choose either of those sectors (both perceived as leaders in DEI) for their career redo.

I can use my own experiences as an example.

Before joining Deloitte in 2019, I spent over 20 years at two auto manufacturers, both leaders in the global automotive business. I stayed in the automotive industry because I loved the business and recognized the vast amount of opportunity to grow with all the change that was happening around me. I had allies, which was imperative. Perseverance and resiliency also helped me navigate my career.

With that in mind, I’d offer a few suggestions to effect positive change now, including a greater focus on inclusion of younger women as early as possible. While mentorship programs have been widely implemented, it’s important to include allies and continue to evolve those programs where women can get exposure to a wide network. Everyone plays a role and needs to be a part of the solution to solving these challenges. And lastly, there needs to be more accountability for advancing women and giving women equal opportunity to advance.

Automotive can’t afford to be idle when it comes to selling itself as a welcoming career for women. Let’s get moving.

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