Women Executives and Leadership

1. WOMEN IN AUTOMOTIVE CONFERENCE
Cynthia Hiskes, Cars.com
#WomeninAuto16

2. More flexibility for family
life
Opportunities for
advancement
Respect in the workplace
WHAT
WOMEN
WANT
#WOMENINAUTO16

3. Motivated by promotion
and affirmation
Strong work/life balance
Work that has a higher
purpose
WHAT
MILLENNIAL
WANT
#WOMENINAUTO16

4. More flexibility for family life
Opportunities for advancement
Respect in the workplace
Promotions and affirmation
Strong work/life balance
Work that has a higher purpose
WHAT ALL
EMPLOYEE
WANT
#WOMENINAUTO16

5. FAMILY AND HOME
RESPONSIBILITIES KEEP
EXECUTIVE WOMEN FROM
“GETTING TO THE TOP.”
ONLY 3% OF FEMALE
EXECUTIVES FEEL THAT
FAMILY HAS HINDERED
THEIR CAREERS
MYTH
#1
#WOMENINAUTO16

6. WOMEN ARE NOT SUITED FOR
TOP MANAGEMENT BECAUSE
THEY AREN’T AGGRESSIVE
ENOUGH AND LACK SELF-
CONFIDENCE.
MEN AND WOMEN HAVE VERY SIMILAR
“PROFILES OF HIGH POWER
AND ACHIEVEMENT NEEDS,
HIGH SELF-ESTEEM, AND HIGH
MOTIVATION TO MANAGE” (Harlan &
Weiss)
MYTH
#2
#WOMENINAUTO16

7. MOST PEOPLE BELIEVE MEN
SHOULD BE THE PRIMARY
BREADWINNER, AND WOMEN
SHOULD SHOULDER
RESPONSIBILITIES
AT HOME.
*Men and women under
29 do not differ in their
desire for jobs with
more responsibility.
MYTH
#3
#WOMENINAUTO16

8. MILLENNIALS IN THE OFFICE
EXPECT PROMOTIONS THEY
HAVEN’T EARNED.
MYTH
#4
#WOMENINAUTO16

9. DUE TO SIGNIFICANT DIFFERENCES
IN WORK STYLES OF MILLENNIALS,
GENXERS AND BABY BOOMERS, IT’S
VERY DIFFICULT TO MANAGE A MULTI-
GENERATIONAL WORKFORCE.
MYTH
#5
#WOMENINAUTO16

10. DEVELOPMENT
REWARDS
RELATIONSHIPS

11. Internal development
External development
Growth within the organization
DEVELOPMENT
#WOMENINAUTO16

12. TANGIBILES
INTANGIBILES
REWARDS
#WOMENINAUTO16

13. WITH OUR…
EMPLOYEES
CONSUMERS
CUSTOMERS
COMMUNITY
RELATIONSHIP
#WOMENINAUTO16

14. THANK YOU
#WOMENINAUTO16