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In the traditionally male-dominated realm of the automotive industry, the importance of diversity, equity, inclusion, and belonging (DEIB) cannot be overstated. As society evolves, our industries must embrace a more inclusive approach that celebrates the unique contributions of all individuals. In this paradigm shift, women in the automotive industry are not just welcome – they are indispensable.

Gone are the days when the automotive sector was solely the domain of men. Today, women are beginning to make their mark across every facet of the industry, from design and engineering to manufacturing, sales, and leadership roles. In our rapidly changing world, the old way of thinking simply isn’t good enough anymore. Diversity isn’t just a buzzword – it’s a business imperative. Research consistently shows that diverse teams outperform their homogeneous counterparts, bringing a broader range of perspectives, ideas, and experiences to the table. By overcoming bias and embracing women into this traditional male-dominated environment, automotive companies can tap into new markets, better understand their customers, and create products and services that resonate with a diverse global audience.

Some of Britain’s largest automotive companies have committed to ensuring that women constitute 30% of their workforce within the next six years as part of their ‘30 by 30’ pledge, aiming to enhance gender diversity across all roles and levels. This pledge by the Automotive Council, whose members account for 99% of British vehicle manufacturing and half of the UK’s automotive workforce, presents a significant short-term challenge. Currently, just under 20% of the sector’s workforce is female.

However, simple public pledges of diversity may be insufficient. Women should not be seen as mere checkboxes for HR quotas. True inclusion involves creating a workplace where every individual feels valued, respected, and empowered to contribute their best. This requires breaking down barriers, challenging stereotypes, and fostering an environment where all employees can thrive. Even if the Automotive Council meets its 30% target, sustaining a female workforce at that level will be challenging unless inclusion becomes the norm in the workplace and any biased behaviours are stamped out.

Women bring a unique set of skills and perspectives to the automotive sector. The old saying goes that men are from Mars and women are from Venus, so who better to understand the female consumer than women themselves? In the US, there are 1.4 million more women licensed to drive than men. In addition to this, women tend to purchase more new cars than used ones, with 62% of new cars in the country being bought by women and more than 80% of car purchasing decisions made by women. According to the DVLA, women make up 48% of all motorists in the UK. Research by the female-focused studio WMN suggests that just over half of these female drivers – approximately 8.5 million – believe that the automotive industry doesn’t understand them. These statistics present legitimate business-savvy reasons to increase the representation of women in the automotive workforce beyond mere diversity checkboxes. If not addressed, the issue of deep-rooted bias may be more pervasive than we realise. As Camilla Ellerton, consumer marketing director for AutoTrader, aptly puts it: “Forget, for one moment, the sexism. It’s just financially bizarre and isn’t replicated in any other industry today.”

In addition to these glaring incentives, research indicates that companies with more gender-diverse leadership teams are more likely to outperform their competitors, highlighting further tangible benefits of gender diversity in driving business success.

But beyond the bottom line, the presence of women in the automotive industry sends a powerful message – that opportunities are open to all, regardless of gender. By challenging stereotypes, women pave the way for future generations of female leaders, inspiring young girls to pursue careers in STEM fields and empowering them to dream big and aim high.

The importance of women in the automotive industry cannot be overstated. Their contributions drive innovation, foster creativity, and propel companies towards greater success. By embracing DEIB, automotive companies can create a workplace where everyone feels valued, respected, and empowered to succeed.

If you’d like to discuss your attraction and retention strategies for women in your organisation, get in touch and one of our team would love to help.

Why Women in the Automotive Industry Are More Than HR Quota Checkboxes

The Bus and Coach industry is moving forward fast. The demand for PSV Technicians is at an all-time high as commercial vehicle workshops are chasing to keep up with the ever-growing number of PSVs, bus technology and passengers on our roads.

Of course, each commercial vehicle technician has a preference over what type of vehicles they want to work on. Still, the skills learnt as an HGV Mechanic are easily transferable to buses.

This article will cover five reasons why moving to PSVs could be an excellent route to take when you have HGV experience and are looking for your next role or a change in direction.

1. It is a 24-hour operation

Unlike HGVs, the PSV industry is a 24-hour operation, with bus schedules running from early in the morning throughout the night. As a result, PSV Technicians have more choice when it comes to shift patterns. This allows you to work the shifts that best suit your existing schedule, whether that be days, nights or even split shifts.

Not only that but with an abundance of bus work constantly available, there are plenty of opportunities for overtime should you want to put in some extra hours and earn some more money.

2. The industry is changing

With the rise in the cost of living, fuel prices and an increased focus on sustainability and achieving net-zero emissions, more people are opting to use buses as their primary mode of transport rather than their vehicles.

With the introduction of zero-emission buses predicted to attract more than one million new passengers and driverless buses set to hit our roads as early as 2025, the demand for PSV Technicians will only increase as more buses and coaches head to our roads.

3. You will receive more training

Working on PSVs comes with greater responsibility. Unlike HGVs, you are responsible for a larger group of people, with passengers ranging from young children to elderly and vulnerable individuals. The many health and safety regulations associated with PSVs mean you will have to undergo further training before entering a Mechanic role.

The training required for this role will allow you to expand your skillset and industry knowledge as a PSV Technician and gain additional qualifications to open up a more comprehensive range of progression pathways.

4. You will receive free travel for you and one other person

Who doesn’t love great company benefits, especially when free transport is one of them?! Most Bus Operators repay their technicians by offering free bus transportation for their employees and one other person. Some companies even extend this offer to two children. Having the option to travel for free on public transport can help you save a lot of money on your commute, day trips and out-of-work activities.

5. There are plenty of opportunities for progression

As a PSV Mechanic, progression opportunities do not fall short. Many companies spend their time and resources to develop their staff and ensure they have the skills needed to progress in their careers. Not to mention that PSV Technician jobs open the door to more senior roles within the workshop, allowing you to step into a manager or supervisor role with experience.

When it comes to hiring new talent, Bus and Coach firms tend to favour recruiting in-house instead of externally, allowing you to work your way up the ladder and build a long-lasting relationship within one company.

To sum up, there are a lot of compelling reasons why you should consider moving from a career in HGV to buses. In particular, the more extensive progression, overtime, and work opportunities provide the perfect base for building an advanced career within the PSV industry.

As a commercial transport recruitment specialist, Holt Commercial and its large client base is on hand to help you find your next PSV Technician, Workshop Controller or Workshop Supervisor role that will help propel your career.

Browse our job board here

5 Reasons Why You Should Move from HGVs to PSVs

Feeling like you are being underpaid in your job is one of the most disheartening and frustrating feelings of working life. In an industry where you may be working long hours or spending significant portions of your day on the road, not being paid what you are worth can be demoralising. Unfortunately, this is the case in many HGV Mechanic, HGV Drivers, Truck Mechanics and Workshop Controller roles.

Spotting the signs of being underpaid in your HGV job is a great way to determine whether you are receiving the salary that best reflects your skills and experience.

In this article, we have identified five key warning signs that you are being underpaid and offer some tips for ensuring you earn the money you deserve in your HGV job:

1. Your salary does not align with your HGV skills.

Many jobs within the HGV industry, such as HGV Technician, Lorry Mechanic and Workshop Controller, require highly skilled individuals to carry out the work. Suppose you have upskilled through additional courses and qualifications or have taken on more responsibility in your HGV role since your last pay review. Your previous pay corresponded with your last role. If what is expected of you has significantly changed, you should have a conversation with your manager about how this will affect your compensation.

2. You have not asked for a pay rise.

If salary was not mentioned in your most recent annual review, you will likely remain on your current wage. For many employees, asking for a pay rise can be daunting, which is why numerous people put it off. If you feel your work has been consistently strong and completed to a high standard, it is worth asking for a pay rise to reward your efforts. Your next quarterly review is a prime opportunity to discuss your salary and negotiate a pay increase. As the old saying goes, if you don’t ask, you don’t get!

3. Your salary is not keeping up with the current economic climate.

Research by CV-Library found that most British workers receive a pay rise of just 2% each year. With inflation, cost of living and fuel prices on the rise, many people across the country find their money is not going as far as it was for their expenses. If your salary is not moving with the economic inflation, this could be a sign that you are being underpaid.

4. Competitors are paying more for the same HGV jobs.

Keeping an eye on what your competitors’ salaries offer for the same HGV jobs is a fantastic way to assess whether you are being paid enough at your current company. Utilising online tools, such as Glassdoor’s ‘Know Your Worth’ tool, will help you track your current value by the jobs in your local market and can indicate when it is time to negotiate a salary raise.

5. New employees are receiving higher salaries.

In a market where there are more jobs than candidates, companies have to offer a more competitive salary and benefits package to compete with other brands and attract the best talent in the HGV industry. If you see your company listing new HGV jobs with the same job description but a higher salary than you, then this is a clear indicator that you are underpaid.

Where do you go from here?

After reading this article, if you notice that some of these signs sound familiar, then chances are you are being underpaid. Whether you have gained new HGV skills or have not had a performance review meeting lately, raising the issue with your manager is the best way to see action and negotiate a new salary that matches your current abilities.

If your employer is not able or willing to meet your salary expectations, you may need to consider exploring other options. If you feel it is time to try something new with another HGV supplier, Holt Commercial can find you a new role that will deliver the salary you deserve.

Browse our HGV job board here

Are You Being Underpaid In Your HGV Job? 5 Signs To Look For

It is no secret that experienced Plant & Agriculture professionals are in high demand. Amid an industry shortage of skilled talent, Plant Hire and Maintenance companies always have vacancies such as Plant Mechanics, Agricultural Engineers and Yardmen in their depots or workshops.

If you are out of work or looking for your next opportunity in the Plant & Agriculture industry, there are several routes you can take to find the perfect role. You could use job boards such as Indeed or CV Library or directly contact employers in your area. Alternatively, you could enlist the help of a specialist recruiter operating in the Plant Hire & Maintenance sector. They will have a network of clients with whom they have built strong relationships over time.

This article will give you five reasons why using a Plant & Agriculture Recruitment Specialist is a great route to take when job hunting in the industry.

1. Time

We have all had to go through job searching at some point in our lives. It is common knowledge that it’s both time-consuming and mentally tough. Sending out CVs and applications to countless jobs that you may never hear back from can be inefficient in your job search.

By using a Plant Hire & Maintenance recruiter, you will have instant access to many jobs suitable to your skillset. At Holt Commercial, we’ve spent years developing relationships with our clients and have direct contact lines with HR representatives and Engineering Managers. That means we can get you in front of the right people, quickly. We often have people immediately available to interview and start a new Plant Fitter or Forklift Operator role within a few days. Occasionally even the following day!

2. Decide What Works For You

One of the benefits of working with a specialist recruiter is setting your expectations on that first call. Going into your job search, you may know what you want from your next role in terms of salary, benefits and shifts, or you may be unsure about what the market is currently offering.

Speaking with our consultants will allow you to narrow down the jobs in the area to just the ones that will fit in with your life and expectations. If you don’t know what your area is offering to people with your skills or experience, you can discuss this with the recruiter, who will know the specifics of local Plant & Agriculture employment trends.

3. A Personal Supporter

Can you remember when you used a friend’s help to get an interview or job at the place that they work? Many people will have sought a referral for a job at some point, and having a foot in and someone to vouch for you from the get-go is more likely to get you a chance to sell yourself and boost your chances of success.

Using a specialist recruiter is very similar to this when job searching. In the case of working with us, our consultants are all recruitment industry experts with specialised knowledge of the Plant & Agriculture sector. They are aware of what our clients are looking for and have developed close professional relationships with the people of influence. If you have the right experience, skills and qualifications, then being put forward by a recruitment agency can often be as good as a referral.

4. Range of Plant & Agriculture Options

When using a Plant Hire & Maintenance recruitment agency, you can access the wide range of jobs your recruiter is working on. But, they can also approach their clients personally to see if there is scope for you to join them in your preferred role and shifts; even if they are not actively recruiting for the role at that time.

This way, you might get exposure to jobs that aren’t currently advertising online. Having this option is a great way to get in front of hiring managers before a role is advertised and more competition enters the hiring process.

5. The Offer Stage

One of the main benefits of going through a Plant & Agriculture recruitment specialist is once you get to the offer stage. The offer stage is where a Plant Hire or Maintenance company is ready to offer you that new Agricultural or Powered Access Engineer role you’ve been looking for. It may meet your expectations or might not be enough for you to accept at that time. From here, your recruiter can enter a negotiation process with the employer, equipped with the market and area employment knowledge to argue the case for an agreement that satisfies both parties.

To sum up, using a Plant Hire recruitment specialist has several benefits that make your job search more efficient. Producing a wider range of job options and, in most cases, will get you the offer you want. Plant Industry professionals such as Hire Desk Administrators, Plant Technicians and Field Service Engineers can seek their help at no extra cost. They will gain an experienced supporter to put them forward to hiring managers with whom they have built strong professional relationships.

To make your Plant Hire job search easier, you can reach out to our specialist Plant & Agriculture consultants by applying to relevant jobs on our job board. You can also fill in one of the contact forms on our website or contact us directly.