Why Are Women Still Scarce in the Automotive Manufacturing Industry?
From factory floors to executive suites, men have long dominated the automotive industry. Data from the U.S. International Trade Commission shows that in 2020, women accounted for only 24% of the automotive manufacturing workforce. As the shift to electrification drives factory expansion and hiring needs, how to attract and retain female talent has become a focal point for the industry. This article, drawing on insights from multiple industry experts and automaker executives, analyzes the roots of gender imbalance, corporate response strategies, and explorations into flexible employment.
From the factory floor to the executive office, men's historical dominance in the automotive industry remains fundamentally unchanged. According to data from the U.S. International Trade Commission, as of 2020, women were still underrepresented at all levels of automotive manufacturing, accounting for only 24% of the industry's total workforce. Understanding the causes of this gap and seeking solutions is crucial to building a more inclusive and sustainable future for the industry.
"People don't stay in organizations where they don't see themselves," said Allison Grealis, founder and president of the Women in Manufacturing Association. "If people don't see diverse individuals on the leadership team and board of directors, they are likely to question: 'Can this be a long-term home for me?'"
The lack of gender representation has become a central issue in automakers' discussions about attracting and retaining manufacturing talent, especially against the backdrop of large-scale factory expansions and new hiring driven by the electric vehicle transition.
"The automotive industry is undergoing a massive transformation," said Jody Stidham, managing director of Deloitte's global automotive practice. "This is the perfect time to create opportunities for women."
Whether it's software-defined vehicles, battery technology, or electric vehicle charging infrastructure, new technologies and products are emerging that go far beyond traditional automotive manufacturing. Stidham noted that having more women in key positions brings more diverse perspectives, which is crucial as the industry landscape evolves—especially regarding consumer preferences.
The U.S. International Trade Commission reported that in 2019, women accounted for 62% of all new vehicle purchases in the United States. Increasing women's participation across all aspects of automotive production can help automakers better reach this large consumer base.
"Companies have realized that a homogeneous workforce is not good for the bottom line," Grealis said. "Diversity of thought and talent is essential to a company's success."
Nevertheless, a 2020 Deloitte industry survey showed that 64% of female respondents cited "lack of diversity, equity, and inclusion" as the top issue preventing people from considering a career in the automotive industry—a higher percentage than any other category; among male respondents, it ranked only sixth.
Women need their own path to success
In recent years, the proportion of women in roles such as service technicians and mechanics has increased in the automotive industry. However, Joanna Cooper, plant manager at Daimler Truck's Mount Holly facility, said via email that as careers progress, many women choose to change roles or leave the industry due to factors such as unfocused recruitment practices, limited representation, and a lack of role models.
Addressing these issues requires systemic change, such as broadening candidate pipelines and implementing targeted talent development and growth programs to facilitate advancement. Cooper added that leaders must reflect on "the way things have always been done" mindsets to foster a more inclusive culture.
Grealis also emphasized the importance of career development. She believes that automotive companies and the broader manufacturing sector should invest in programs to cultivate internal diverse talent, as advancement opportunities are central to retaining talent.
To advance gender representation, each manufacturing facility under Toyota Motor North America runs its own inclusion initiatives, Anthony Allen, manager of Toyota's North American talent acquisition strategy group, said via email. For example, Toyota Motor Manufacturing Indiana has successfully attracted female applicants by publishing videos featuring current employees' experiences.
"Hearing directly from Toyota team members on the front lines of the roles we're hiring for helps potential candidates envision new possibilities. We know the power of seeing someone like you," Allen explained. "Employee testimonials have proven to be one of the most effective ways to change outdated perceptions about manufacturing jobs and the people who do them."
When Grealis began touring manufacturing facilities 23 years ago, she said the processes and shop-floor roles were vastly different from what they are today. She noted that many job seekers are unaware of what modern automotive manufacturing truly looks like.
"Modern manufacturing requires more brain than brawn," Grealis said. "Look at the most successful companies—they have strong, deep partnerships with educational institutions."
Employees crave more flexibility
Flexibility has proven to be a core issue for women in manufacturing, and the automotive industry is no exception. Grealis said that flexible work arrangements are closely tied to childcare, with accessibility and affordability posing challenges for families, especially in manufacturing roles that typically operate on fixed, on-site shifts.
She noted that many companies have begun investing in on-site childcare services and reconsidering shift arrangements for parents or caregivers, such as offering later start times or shortened shifts to accommodate school drop-off and pickup. Toyota offers multiple shift options at its manufacturing facilities and subsidizes 24-hour childcare at two plants in Indiana and Kentucky.
"We continuously strive to offer shift flexibility across all manufacturing roles—this helps improve work-life balance for all team members, and we also hope it attracts more women to join," Allen said.
Although women's organizations and companies like Toyota are working to shift the narrative around childcare in manufacturing from a "women's issue" to a "parental concern," a 2022 study by The Manufacturing Institute found that women still report a lack of flexibility and childcare support at significantly higher rates than men.
Nevertheless, Stidham believes that gender equality is making progress as automakers implement diversity and inclusion programs and begin measuring progress. "We need to continue along this trajectory and ensure it becomes part of every business decision going forward," she said.