2016年-德勤全球_Women_at_the_wheel_25页_1mb

Summary of "Women at the Wheel" - Recruitment, Retention, and Advancement of Women in the European Automotive Industry

Core Content

This document presents the findings of a collaborative study between Automotive News Europe and Deloitte, focusing on the recruitment, retention, and advancement of women in the European automotive industry. It highlights the challenges and opportunities in creating a more inclusive and diverse workforce, emphasizing the business case for increasing women's representation in leadership roles.

Main Findings

• Talent Crisis: The automotive industry is facing a significant talent shortage, driven by technological advancements, changing consumer preferences, and regulatory pressures.
• Women's Role: Women represent a critical, yet underrepresented, talent pool that can help close the skills gap and enhance competitiveness.
• Workforce Statistics:
  • Women make up nearly half (46%) of the EU labor force but less than a third (29%) of the manufacturing workforce.
  • There are approximately 325,000 manufacturing job vacancies in the EU, with Germany and the UK being the top two countries.
• Leadership Representation: 64% of survey respondents feel women are underrepresented in leadership teams, citing gender bias and lack of flexible work environments as key reasons.
• Work Experience:
  • The average work experience of respondents is 16.6 years.
  • The average tenure at their current company is 10.2 years.
• Career Motivations:
  • 62% of women would remain in the automotive industry if they were to start their careers today.
  • Top reasons for staying: attractive income, challenging assignments, and work-life balance.
  • Top reasons for leaving: low pay, poor work-life balance, poor working relationships, and lack of promotion opportunities.
• Preferred Industries: If moving to another industry, 64% of women prefer consumer products, 62% energy and resources, and 59% technology, media, and telecommunications.
• Top Impactful Programs:
  • Flexible work practices
  • Visibility of key leaders as role models
  • Customized learning and development programs

Key Recommendations

• Start at the Top: Senior leaders must champion diversity and inclusion (D&I) as a business priority and lead by example.
• Address Gender Bias: Actively combat gender bias in leadership selection and decision-making processes.
• Foster Growth Programs and Sponsorships: Develop sponsorship programs to support the growth and development of women in the industry.
• Create a Flexible Work Environment: Implement flexible work practices to improve work-life balance and attract more women.
• Develop Workforce Early: Encourage early interest in automotive careers among female students through school initiatives.
• Promote Personal Development: Invest in opportunities for challenging and interesting assignments to retain and advance women.
• Create a Legacy: Establish programs like the Automotive News Leading Women Network to mentor young women and highlight the contributions of female leaders.

Challenges and Opportunities

• Work-Life Balance: Perceived lack of work-life balance is a major deterrent for women entering the automotive industry.
• Pay Gap: 68% of respondents believe there is a pay gap, with 97% stating men earn more.
• Network Groups: Only a small percentage of women feel that their organizations have effective women's network groups.
• Industry Perception: The automotive industry is viewed as less attractive for women compared to other sectors.

Conclusion

While the automotive industry in Europe is making progress, significant work remains to be done to improve the recruitment, retention, and advancement of women. The study underscores the importance of cultural change, addressing gender bias, and implementing supportive programs to foster a more inclusive environment. These efforts are not only essential for business success but also for shaping a sustainable and innovative future for the industry.