How Auto Trader is bringing women to the forefront of its business and what can be done to challenge sexism in the workplace
To celebrate International Women’s Day, we hosted a webinar to talk about this year’s theme, #ChooseToChallenge. Our speakers shared some of their experiences, both personally and professionally, how they have challenged sexism in the workplace, and what actions can be taken by businesses and employees to create a more inclusive work environment and beyond.
Our panellists had several questions throughout the session, and they’ve shared their answers in this blog. Read on to find out what they had to say and be sure to share your thoughts in the comments.
Q: Auto Trader have been on an amazing journey - what key learns would you share to help others?
Rebecca C: Try to secure support from the top of the organisation – it helps giving support to everyone else in the business focusing on D&I.
Start off trying to do a few things well rather than lots at once. We started with our Women’s network, then LGBTQ+, BAME and Disability followed.
Gain engagement and support from people in the organisation who are passionate and committed to drive the focus. It’s not easy, takes real time and commitment but is important
Alison: Whatever you do, make sure you do it in a way that feels authentic to your organisation and make sure you bring all (or a high majority) with you. This may mean moving more slowly than some people may want, but it is important to not end up with a two speed or two-tier organisation of the ‘woke’ and ‘non-woke’. This is divisive and the opposite of the inclusive culture you are trying to build. Some people will be further along the journey and they need to be patient to allow others to meet them there – this is very hard to do and can smack of inaction. But hopefully you will avoid doing things that feel like box ticking and create real change.
Q: Do you think the mentality about women in automotive is changing?
Rebecca C: Yes, although there is still a long way to go. We are seeing more egs of organisations actively getting involved in D&I but many still teetering at the edge and not always knowing where to start
positive shifts by many and certainly when I talk with our customers it’s evident more businesses are starting to take action.
Rebecca N: One thing that I think the industry, Auto Trader included, needs to do more around, is bringing up and in women of colour into senior leadership positions. Throughout my career I’ve begun to see more women overall in leadership positions, which is great, but I’m yet to see women who ‘look like me’ or who I can relate to re culture, background, diversity etc. It can be disheartening at times as I wonder why there aren’t these faces in senior positions yet, but I’m also aware of some fantastic BAME talent coming up through the ranks, so I hope they are paving the way for others and secure leadership positions. It’s so important to see ourselves reflected in these types of positions – it does wonders for ambition, motivation and confidence.
I agree with Bex that the mentality is changing but there is still a long way to go. A watch out is to recognise when it’s the same women used over and over for speaking ops/events/gender diversity awareness-raising initiatives etc – if it’s the same women all the time, what does this mean about the actual diversity of a company? I personally am conscious of how much airtime I get myself for speaking on diversity matters and want to ensure I’m not taking away space from other women who have their own lived experiences/opinions/ideas that I can’t even touch upon.
Q: How would you go about addressing comments or jokes in the workplace which have sexist undertones? I have been in multiple situations where the comments don't feel serious enough to report but definitely make me feel uncomfortable. In the past I have just left it but I'm always angry at myself for not addressing it.
Rebecca C: If wanting to call out directly; I’d probably do this along the lines of (and positioned respectfully) “hey XXX I’m not sure that comment was appropriate”, “XXX just to let you know, what you just said about xxxx didn’t make me feel too good” and explain why. Finding the way to call out in the first instance can often be the hardest. 99% of the time when you do respectfully call out, the person is mortified and learns from their behaviour. Depending on how you feel, if not comfortable calling out there and then, I’d pick up separately with the person and raise.
Rebecca N: If you ever feel you’re ‘making a fuss’ or ‘overreacting’ by speaking out, CHECK YOURSELF! Internalised misogyny and sexism make us question ourselves when we feel something isn’t right and we minimise our own feelings. This ensures the status quo is maintained as we’re then less likely to speak out. So, if you ever feel uncomfortable with something, know this, your feelings are totally valid, and if you want to speak out about it, then that is totally valid.
Farooq: For me when challenging it’s about choosing the appropriate action according to the situation. My advice is that if you ever feel uncomfortable, then something is wrong and that it MUST be addressed. Call it out immediately, after the incident, or with the support of an ally. Bottom line, there’s no place for sexual inappropriateness at Auto Trader (or anywhere).
Q: How do you deal with comments such as 'when's international men’s day' 'why are you doing this?' 'If inequality is so bad in other countries, why don't you do it there?' What are we doing as a company to bring our male colleagues on the journey with us?
Rebecca C: I heard this lots when we launched the Women’s network and found myself saying “the Women’s network is not just for women, it’s for anyone passionate about championing women in the workplace or more broadly. We know our women colleagues want support and that’s why this has been set up. Please feel free to come along as a dad, husband or ally – be great to have you”……I always found that most people accept this type of response although I acknowledge it doesn’t talk to why there’s no men’s network.
Farooq: It’s a similar concept to Black Lives Matter. It focused attention on where there was a problem (something was on fire!!!). Similarly, we need to address the issue of equality for women (not men) and so a Women’s network and day makes sense.
Rebecca N: I find that a lot of the time when male colleagues say these types of things, it’s actually a great opportunity to discuss why we do need a Women’s Day and move on to how we need male comrades fighting alongside us. Women’s rights is not an issue just for women. It’s an issue for everyone.
Q: What's the best way to challenge on someone's behalf as a manager if your direct report comes to you and tells you something inappropriate/sexist has happened?
Rebecca C: I have had this happen on several occasions and it’s something I take extremely seriously. In fact, I see it as my obligation to take action and not ignore such instances. My approach has been to discuss with the relevant person individually, talk about how it has made the other person feel. One thing I do always ensure is that the person who has informed me re what’s happened is happy for me to talk to said individual. I think it’s important to be clear on how we’re managing this. On an odd occasion the “reportee” has not wanted to be named so I’ve found an alternative way of calling it out.
It’s been asked a few times; would we call out if it was for e.g. a very important customer? An individual in one of our customers’ businesses. The answer is an absolute yes. Under no circumstances would I accept this behaviour allow to happen and ignore it. I just wouldn’t.
How should one go about addressing internal sexism that a woman has?
Rebecca N: Acknowledge that we have grown up in a patriarchal society that hammers you with certain messages, such as how women should look and act, and what types of jobs they can do. It’s so ingrained in our thinking, we may not always realise that it’s misogyny in play. Whenever you do have a thought, or say or do something, that you then realise is sexist (either by coming to that conclusion yourself, or by someone else calling you out), sit with it, challenge yourself on why you think/act a certain way, and explore alternatives.
If you see/hear someone else acting on internalised sexism, feel free to call it out (in the best way you see fit). We should all get comfortable with being called out – it shouldn’t mean cancellation, but a chance to learn and grow.
I doubt any of us will wake up one day completely free of all biases. Accept this will be an on-going journey for us all. So be kind to others, especially when they make mistakes. And be kind to yourself – don’t beat yourself up for ‘getting something wrong’. We’re all learning and need to give each other the opportunity to learn without fear.
Alison: For this, and lots of different biases or unhelpful thought patterns I like the concept of first and second thoughts. You have to accept that your first thought on a topic, or indeed meeting a person, or hearing someone’s views will be instinctive, probably informed by deeply held bias and although it feels real is likely wrong. You may feel angry, or scared for instance, or want to run away! If you examine these first thoughts and don’t rush to post-rationalise them, or feel too attached to them you can have a more nuanced ‘second thought’ where you allow rational you some time to get into the act. It’s all about recognising patterns of behaviour and thought and knowing they may be ‘bad’ but not too ashamed of it, or get caught up in it, just know them for what they are. I remember that my early human brain thinks all sorts of shit stuff about all sorts of things but my nice intelligent 21st century brain is really in charge!
Q: Apart from trust, what other qualities would you suggest are key to being an ally?
Rebecca N: The weight shouldn’t always be placed on the shoulders of people from marginalised backgrounds to call out and step up. Unless allies also step up, the status quo will remain unchanged. Even when you feel uncomfortable or have to ‘take a risk’, please do step up when you can. I promise you, the person you’re supporting will always remember it.
Farooq: Consistency – not to be an Ally when it suits…..an Ally must be always on!!
If you would like to find out more then be sure to watch the whole webinar by clicking here