Toronto, Ontario — As the aftermarket continues taking steps to attract more women to the trade, transparency and strong leadership are of the utmost importance, says Stacey Miller, VP of communications for the Auto Care Association.
During her breakout session at AIA Canada’s National Conference last week, Miller delved into data regarding women employed in the automotive sector, from current numbers to ways the sector can do better to provide an inclusive environment for women and other industry minorities.
Miller started with some startling statistics: three percent of employed auto technicians are women. Sixty-three percent of those women have left jobs they felt limited their growth; 84 percent said they have experienced bias in the workplace.
Further, 100 percent of women said they want to be respected for their skills, not their gender…a not-so surprising statistic.
“Talking about diversity, equity and inclusion [in the industry], I feel like we’ve always been a bit diverse. I see women, I see younger generations. But that doesn’t mean there is not work to be done,” she told the audience during the first of two sessions.
Using data from dott., Miller said the top five qualities that women seek in a manager are good communication skills, accountability, respect, approachability and encouragement for growth.
In terms of what women value in an employer, the survey ranked paid time off and work flexibility as number-one. Miller said hybrid work typically falls under this category as, like many employees, women rank work—life balance as a high priority.
“Even being open to having the [hybrid work] conversation is a big step.”
She added that “hybrid work” could include adjusted hours, i.e., starting at 10 a.m. and ending at 6 p.m.
Access to benefits also ranked high for female employees, according to Miller’s referenced survey.
“This extends beyond what you might call traditional benefits, like just covering insurance tabs. Some ‘untraditional’ methods work.”
These efforts can be big or small, for those not offering traditional health care benefits. Miller suggested anything from paid gym memberships to access to healthy snacks in the office, adding that areas for “mental health breaks” in the office are a also a good first step.
Fertility assistance programs and access to childcare are also a topic of consideration for some women employees, said Miller.
“We work in complex organizations—if my manager cannot explain what is going on, I will lose confidence in that manager. And I need to have confidence in my manager in order to grow.”
— Stacey Miller, VP of Communications, Auto Care Association
When considering the “hard skills” women may seek in a manager, Miller said the top five qualities are good communication skills, accountability, respect, approachability and encouragement for growth.
They also value authoritative, concise decision-makers that are able to manage complexity with ease.
“We work in complex organizations—if my manager cannot explain what is going on, I will lose confidence in that manager. And I need to have confidence in my manager in order to grow,” Miller elaborated.
Managers that effectively handle ambiguity or unclear conditions are also appreciated.
“[In general, women] really don’t want to feel like there’s something going on behind the scenes and they’re completely in the dark. Managers need to understand how to effectively navigate sensitive situations and put their employees at ease in the event of any concerns.”
Ultimately, a great step to providing an inclusive workplace for women is to hire more women.
“It’s very important [for women] that they have a diverse workplace. Are there other women that work there? Are there people they will feel akin to, and have support from?
“That’s the number-one reason women leave a role. Lack of support.”
