The motor industry has made meaningful progress in improving representation and creating new opportunities for women, but long-term success depends on what happens next. Attracting talent is only one part of the equation. The real challenge for leadership teams is creating environments where women are supported to stay, progress and build long-term careers.
Greater visibility and increased representation at senior levels are positive signs, but they do not automatically translate into permanence. Without the right support structures in place, progress can stall. Mentorship plays an important role in guiding development, but sponsorship is what drives momentum. Leaders must actively advocate for talent, create opportunities and ensure that progression is not left to chance.
Workplace expectations are also evolving. Flexible and modern working practices are no longer optional, they are essential. Careers should be able to adapt alongside life, not compete with it. For leadership teams, this means embedding flexibility into operating models, not treating it as a concession, but as a critical lever for retaining high-performing talent.
Equally important is culture. Inclusive leadership sets the tone, but it is everyday behaviours that determine whether people feel supported, valued and able to succeed. At WSG, this is something we actively measure. Our Great Place to Work results showed an overall score of 85%, with particularly strong performance in fairness, inclusion and trust. This is reflected in our leadership structure, where women hold a significant proportion of senior roles, helping to shape both strategy and culture from the top.
Progress is not driven by policy alone. It is reinforced through consistent leadership behaviours, accountability and shared responsibility. As businesses grow, maintaining clarity, communication and development opportunities becomes just as important as the culture itself.
At WSG, this is reflected in a simple principle – lifting as you climb. Leadership is not just about individual success, but about creating pathways for others. As the industry continues to evolve, those businesses that embed inclusive leadership into their core strategy will not only retain talent, but define the future of the motor industry.
Steph Newbery, Group Director, and Lisa Casey, Group Director, Warranty Solutions Group
