How to Improve Gender Equality in the Auto Industry
How to Improve Gender Equality in the Auto Industry
Equality & Diversity
Peninsula Group, HR and Health & Safety Experts
(Last updated )
Peninsula Group, HR and Health & Safety Experts
(Last updated )
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How to Improve Gender Equality in the Auto Industry
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Gender equality is the idea that all people should have access to the same statutory rights, responsibilities, and opportunities – regardless of sex.
People of all genders should be treated with fairness; after all, it’s a fundamental human right. And this concept is just as applicable to the automotive industry as it is in everyday life.
Unfortunately, the automotive industry still suffers from gender inequality, as women only make up 12% of the workforce (according to the Institute of the Motor Industry).
Women are also underrepresented in leadership roles, face prejudices, and are often overlooked for career opportunities.
Automotive employers can take positive steps to help improve gender equality in their business. For example:
· Challenge gender stereotypes related to women.
· Collect data on gender diversity.
· Offer flexible working to help female employees with caring responsibilities.
· Offer support for female-related health issues (like menstruation, pregnancies, and menopause).
· Set onboarding targets to hire more women in the workforce.
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Research by the Institute of the Motor Industry (IMI) found that women only make up 12% of the workforce in the automotive industry. Not acknowledging the importance of gender balances is holding the sector back both in England and across the Isles.
It’s 2025 and the automotive sector is no longer a ‘man’s world’. Employers need to encourage more women to join the auto world, making stronger collaborations between male and female staff. And this should apply from your recruitment stages all the way to leadership roles.
When it comes to gender and equality, there are numerous areas where employers need to show legal compliance. Failing to follow the right steps can lead to serious consequences. Like, losing valuable staff, facing discrimination claims, ruining brand name, and even paying financial penalties.
For further advice, contact one of our expert HR advisors free of charge today. Now, let’s look at what steps employers need to take on improving gender equality in the auto industry:
What is gender equality in the workplace?
Gender equality is the idea that all people should have access to the same statutory rights, work responsibilities, and career opportunities – regardless of sex.
Equal treatment applies to all kinds of areas; like education, healthcare, even employment. It’s a fundamental human right that every person has a right to receive.
Why is gender equality important in the automotive industry?
Gender equality is just as applicable in the automotive industry as it is anywhere else. This sector already suffers from skill shortages, trade strikes, career stagnation, and economic influxes.
Many external industries rely on automotive businesses for vehicles, transportation, and assistance with daily operations. So, the last thing the industry needs is a loss in its workforce numbers – particularly, its female workers.
That’s why it’s crucial to close the gender gap to help meet rising consumer demands. It’s not just about meeting productivity goals. Gender balance also strengthens work relations, ensures legal compliance, and grows steady revenue for the business.
How to improve gender equality in the automotive industry
The automotive industry is a fast-paced industry that thrives on innovation, creativity, and progression. To succeed in this competitive sector, employers must ensure all staff are respected, recognised, and rewarded for their successes – including women.
This applies from customer service levels all the way to executive chairs. Let’s look at how employers can improve gender equality within their automotive business:
Focus on inclusive recruitment
Under the same IMI report mentioned above, female representation in automotive apprenticeships remains as low as 4% in 2024. Employers need to focus on inclusive to help create a better gender balance. Let’s take a deeper look at this:
: Keep job adverts and application forms anonymous to help remove bias thinking. This means erasing information on age, sex, ethnicity, and class.
: Tailor job specifications so they focus more on employment skills rather than experience alone. Use bias-free and inclusive language throughout your descriptions.
Selection: Aim for a 50/50 gender balance throughout application shortlists. Selection should be based on merit rather than personal preferences. Interview panels, hiring managers, and internal recruitment teams should also include diverse groups.
Data collecting: Create a confidential monitoring form to help collect data during your recruitment process. The data comes into use when producing diversity reports on wages, onboarding, career progression, etc.
Representation: Present outreach programs that champion representation on gender and equality. For example, ask female workers to attend job fairs to help build rapport with potential young female candidates.
Look into retention issues
There are numerous reasons that increase employment rates on female retention rates. Employers need to get to the bottom of what’s causing departures and convince employees to stay with their business. Let’s take a deeper look at this:
: Present flexible working environments to increase retention rates. This can include things like working from home, term-time working, and even reduced hours. You can even introduce compressed or annualised hours, too.
: Keep an eye on your turnover rates and focus on departure processes. Schedule to collect information on why this particular demographic chose to leave. Employers need to be steadfast in getting to the root of the issue before they lose more valuable staff members.
: Support female employees before, during, and after their maternity leave. This doesn’t just mean offering paid time off. Provide open support to use during their leave and offer assistance with their return to work.
Keeping in Touch (KIT) Days: Highlight the use of KIT days for employees on maternity, adoption, or other forms of family leave. Clarify how they can help smooth out the transition of returning to work without facing a heap of pressure.
Support benefits: Improve support benefits for female employees on leave for maternity, adoption, surrogacy, neonatal, or pregnancy loss. Update policies like menstrual or menopause to reflect support. Employers can even offer work flexibility to help those with childcare duties, especially during school hours and holidays.
Support their career development
Unfortunately, the auto industry is still a long way from a respectable gender balance. It’s even led to the creation of the 30% Club which promotes women into leadership roles. Employers should aim to support career development for female employees – from their first day to their last. Let’s take a deeper look at this:
: Offer programmes that support career development through coaching and mentoring. Make sure these are on a company-wide basis, for new and existing female employees.
Career opportunities: Ensure female employees are considered for career opportunities, especially if they’re qualified for roles and positions. This can include things like , , and talent management.
Testimonies: Collect stories from female employees who’ve made a considerable impact on your business. Speak to those who’ve reached to management and executive levels. Reach out to former employees who’ve made considerable influences on your business.
Promotions: Ensure managers select individuals for promotional opportunities through panels, rather than individually. This helps eliminate unconscious bias thinking and preferences.
Management: Make sure your management team is fully trained on how to spot and grow internal talents, especially when they’re applying for promotions. This can even include accelerator programmes and leadership coaching for female workers.
Promote respectful and inclusive workplace cultures
Sexism, harassment, discrimination, pay disparities, career stagnation… Female employees have reported work grievances related to their sex for decades. And unfortunately, the auto industry hasn’t escaped this. Employers are legally bound to protect staff from unfavourable treatment relating to sex. A great way to do that is through promoting respectful and inclusive workspaces. Let’s take a deeper look at this:
Diversity, equality, and inclusion: Employers need to promote work cultures and ethics that promote diversity, equality, and inclusion (DE&I). This allows women to thrive within the business, both on a personal and professional level.
Brand image: Ensure your brand-name, guidelines, and ethics reflect your DE&I values. Line managers and executive members should lead by example and promote this through daily operations.
Documentation: Ensure all written content – digital or otherwise – reflects your DE&I values. This includes your website, internet, email signatures, company paperwork, and even office merchandise.
Recognition: Offer rewards for recognising good work and achievements. Whether a new starter has passed their probation; or someone’s smashed yearly sales records… celebrate goals to promote more goals.
Communication: Make sure employees have access to open and confidential communication at work. This can include with their line managers or even HR representatives. Open communication helps blossom mutual respectful relations between colleagues.
Get expert advice on improving gender equality in auto businesses with Peninsula
From mechanical engineers to executive members… the automotive industry must acknowledge both female and male employees on an equal balance. Not only is this a statutory right, but it also helps build a stronger workforce that champions collective achievements, profit, and success.
Peninsula offers expert advice on improving gender equality in auto businesses. Our 24/7 HR advice is available 365 days a year. Want to find out more? Book a free chat with one of our HR consultants. For further information, call 0800 051 3685.
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