The National Automobile Dealers Association says it seeks to be diverse and have gender balance among its members.
But while it seems to be able recognize the organization’s problem, seizing opportunity & need to act is the challenge.
Now claims new awareness of imbalance & inequity is an “awakening” by doing “something” about racial & gender imbalance.
But still there are only 3 women yet 32 men on NADA Staff & Executive Committee. One black & one Latina.
Men still seem to be uncertain & sometimes unaware of how women are doing with or in their organization, family, church, club and neighborhood.
There seems to be a new book or business pub article telling men what they should or can be doing to support and learn from women.
These 7 lessons from two authors of repute and credibility might be a timely & instructional list of action-able even on Zoom during COVID 19.
Women are not really running most automotive dealerships.
For example, only 19 % of F&I management professionals are women.
Women are the majority of employees working in auto dealership.
Most are in the office management & administrative positions.
Men make the decisions; Women, generally, do the crunch work. This needs to change.
Even though it seems at times that neither men nor women can figure out what to do about the imbalance in the automotive industry,
Here are some action-ables until the next posting about the problem.
If the industry wants to attract and retain a gender-diverse workforce, it should realign its cultural norms to make them more conducive for all;
Weed out the biases that discourage women from joining auto companies;
The auto industry has and still is finding it difficult to deal with issues of women & race.
Women of color and women in general continue to struggle for empowerment & identity in the Automotive Industry.
There is still an imbalance in industry leadership, management, and ownership.
Highest ranked women of color in the industry leaving GM dramatizes the need for nonwhite women to lift themselves up & find open doors
You talking to me? The way men and women talk to each other is a problem & a challenge.
The use of gendered language by males perpetuates workplaces that favor men.
This language needs to change because the needs of those who use it have changed.
Using gender inclusive language like “they” instead of “he” or “her” is a major step toward inclusion