00:00:05: Welcome
00:00:05: to our very last episode of our five-part visionary club special series, Recorded Life during the IAA conference at IAA Mobility twenty-twenty-five and brought you exclusively for our podcast listeners.
00:00:21: In this episode Stephanie Mai Director at Woman Automotive Network, Mandy Böbinger, Managing Director Czech Republic and Slovakia at Renault Trucks.
00:00:32: Sabina Scheunert, Managing Director Central Europe at the Sold Systems, Antonija Kassar Chief Cyber Security Governance.
00:00:39: Engineer Carriott are talking about how to attract and retain top talents in automotive.
00:00:46: Sit back, enjoy!
00:00:47: Thank
00:00:47: you everyone.
00:00:48: good afternoon.
00:00:49: um I'm welcome to this panel discussion on future proofing the workforce.
00:00:53: we're not quite sure what that means with the industry going through so many changes right now.
00:00:58: but Firstly, I just want to thank you all for coming and thank the IAA.
00:01:05: For this amazing collaboration.
00:01:07: it's where the automotive industry is going right now.
00:01:10: You know partnerships, collaboration.
00:01:12: we've got a work together um to make a better industry.
00:01:15: so
00:01:16: those of you that don't know Uncertainty May represent The Women Automotive Network.
00:01:22: We are a global community forty thousand from a hundred countries and the mission basically is to inspire, empower and connect women and their allies together.
00:01:35: And so without further ado I would love to introduce these amazing panellists that we have with us today.
00:01:41: yeah!
00:01:42: We've got Tanya Castle Chief Cyber Security Governance Engineer of Karyat Savina Cherneth Managing Director a Central Europe of the
00:01:52: South System
00:01:54: And Mandy Borea, managing director Czech Republic and Slovakia of Renault Trucks.
00:02:00: Thank you so much!
00:02:01: Thank you ladies.
00:02:04: Super... So instead me talking so much an obviously a job title is the job title.
00:02:09: Help Me & The Audience get to know You A Little Bit Better.
00:02:12: Tell Me Something That Isn't On Your CV Tanya.
00:02:15: let's start with yourself.
00:02:17: Yes well first Let me say good afternoon everybody.
00:02:21: I do hope your enjoying our time here at the IAA.
00:02:24: i certainly am And one thing that's not on my CV is I live very close by ten minutes, by foot.
00:02:31: So
00:02:32: for me this is
00:02:33: like
00:02:34: something happening in front
00:02:36: of the watch.
00:02:38: What an amazing front garden!
00:02:39: The city was absolutely incredible.
00:02:41: it's my first IAA.
00:02:43: unfortunately it was raining yesterday but yeah its transformed isn't.
00:02:49: Well, what should I say?
00:02:50: It's the first time for me being at the AIA and not in the auto industry anymore.
00:02:55: And that is something radically different.
00:02:58: Amazing!
00:02:59: Are you enjoying yourself ?
00:03:00: Yes !
00:03:00: I'm very busy on stage every
00:03:02: day... That's true.
00:03:03: How about Monday ?
00:03:06: What's not on my CRE ... I am really passionate about empowering people especially females to reflect on their strengths so they are able to unfold full potential with all the confidence they deserve.
00:03:21: Amazing, thank you so much!
00:03:23: So before we go into the main discussion and sharing of examples I just want to challenge you all about future-proofing the workforce.
00:03:33: You know look at what technology around us The transformations that's going through industry right now.
00:03:39: How can we?
00:03:41: Future proof for work force.
00:03:43: Is it possible?
00:03:44: Shall i start?
00:03:45: Yeah You're next to me.
00:03:46: Okay
00:03:48: Nobody knows the future nobody can predict it.
00:03:50: So, The best thing we can do is have people Together with us and the company who kind of are ready to take on the challenge whatever It looks like.
00:04:01: so its more about building a workforce that Can evolve with Whatever challenges life throws at Us.
00:04:07: then To sit in your room And reflect and think what could be next Challenge.
00:04:13: have people on hold just because you imagine that this is going to be the way society will evolve,
00:04:19: right?
00:04:20: Never know what's around the corner.
00:04:22: I think i would add something for me a future-proof work first.
00:04:27: it probably not of workforce which is only relying on skills um...I think we'll need to push more into the right mindset.
00:04:38: It's about learning and unlearning as so many things that we learned are not valid anymore.
00:04:44: So it's also about unlearning and dropping, to be able to have room for a reinvention And I think this is something that we're lacking today.
00:04:54: in many workforces We still think its only about skills Yeah.
00:05:00: I think it's about mindset as well, probably even more important and this important part is really how can i start in unlearning?
00:05:08: because this something which isn't so natural.
00:05:11: but if you want
00:05:12: to reinvent
00:05:13: yeah its also starting to learn to be able to reinvent.
00:05:17: Okay thankyou.
00:05:19: Landi would u have anything to share?
00:05:21: Well sure!
00:05:23: It's a great technology you're all working in.
00:05:25: it has everything that makes us sexy, right?
00:05:30: IT,
00:05:30: environmental developments and sustainable transport.
00:05:37: So just listen to your people And understand what drives them To stay, work Something they really catches them And develop.
00:05:47: for That You need maybe constant dialogues.
00:05:50: Find out What People Want Engage and talk to you.
00:05:54: Talk to them, let them talk, expose them to different
00:05:57: situations.".
00:05:58: And then as she said, unlearn the known processes... Right!
00:06:03: ...the known ways and try something new.
00:06:05: We bold enough to try something.
00:06:07: Yeah, you're never too old to learn something new.
00:06:10: You've got to be uncomfortable and challenge yourself constantly definitely so even though this show seems super positive the energy is very much out there.
00:06:20: Tanya I'm going.
00:06:23: It's not all rosy and shiny in the automotive industry.
00:06:28: There are incredible job crats across the board, Not that many companies or even hiring.
00:06:35: So
00:06:35: how can we attract new talents when it is not hiring?
00:06:40: Yeah thank you for putting me on this spot here.
00:06:43: I think We know under a lot of pressure right now And most publicity we get is negative.
00:06:52: Talents aren't really attracted to negative publicity.
00:06:57: So I think that the challenges that we're facing right now require us to think like a salesperson, okay?
00:07:05: The first thing that i would do is kind of reframe as the automotive industry... ...to be something like tech company which in fact are!
00:07:15: In a car you have just many lines of code as in jet fighter.
00:07:20: so Traditionally, people see the automotive industry as male-dominated conservative very much outdated.
00:07:30: But in reality we have to become more and more of a software company which by the way Carriott is right with all of the challenges that software brings with itself.
00:07:40: And it also is an industry that targets on all those social Challenges We Have like decarbonization Like you can really make a difference Right now.
00:07:51: The younger generation is so interested.
00:07:53: They want
00:07:54: a sense of purpose, you know?
00:07:56: And that we can really offer because with... I don't know who today was in a traffic jam on the A-nine Because some activists glued themselves to the highway To make a statement.
00:08:07: So if these things going on If you as an engineer help decarbonisation Proceed and environmental benefits Then this could be the place for you to work
00:08:20: almost repositioning the automotive industry
00:08:23: as a tech player and as a place where you can make a difference for society.
00:08:28: So that's what I would do,
00:08:29: okay?
00:08:30: I'm going to go back to you Sabine.
00:08:31: actually i heard in a discussion yesterday with a couple of the OEMs who were hiring um And they was specifically talking about attitude rather than skill sets.
00:08:41: Um...and You've just mentioned it in your opening.
00:08:43: so What is more important when you are hiring because I think that sounds humming.
00:08:49: Well, as I said...I would still say both.
00:08:52: You should not hire someone without the right skillset in particular when you talk about data and technology and software skills.
00:08:59: You have to have experience!
00:09:01: You wouldn't give a surgery here for your youngsters probably only by intuition but just passion and attitude.
00:09:09: So my son who is going to turn twelve will say that he's capable of doing it But i woudn´t somehow trust him.
00:09:17: So I hope you agree with me if i'm saying that skills are absolutely relevant and skills will stay relevant, but you have to have that mindset in understanding.
00:09:27: That the world is changing so dramatically fast... ...that it's about that unlearning aspect which we somehow forgot!
00:09:35: Yeah?
00:09:35: Um..so ..I don't know whether you know or not ,but for a couple of while now I've been in China And I adopted enormously that population is capable in learning a lifetime while we still, in Europe think after university or your education you are finished and prepared for your professional career.
00:09:56: That's something... We have to bear in mind by recruiting it about being an attractive employer ...that someone joins us with the right purpose.
00:10:07: You are there in creating a better world, a better planet.
00:10:10: A more individualized individual mobility offering.
00:10:15: but at the end you need to identify those work or individuals who integrate into your culture and workforce constantly transforming and I think this is what we have to do.
00:10:31: We are trying to create programs for that, really attractive for those who can identify the workforce of the future as well because in the past you were hiring a bit of what you know.
00:10:46: it's your most comfortable choice but by taking the person who challenged was often for me at least the one who surprised me then also the most.
00:10:58: Okay, that's super interesting.
00:11:00: I think we're gonna fast forward and come back to the hiring And actually whilst were talking about this skill set side of things ask you for some real examples.
00:11:10: so We've heard a lot of discussions during this IAA About their need to reskill upskill and share knowledge Especially with more traditional profiles Of experienced employees.
00:11:23: This new talent AR.
00:11:25: You cannot escape it.
00:11:27: Are there any company programs and initiatives that you can share, that's really working with retaining and retraining these adaptive employees?
00:11:38: Well yes.
00:11:39: What I can share
00:11:40: is we have a couple of formats that constantly force people to engage and talk to each other And one of them you all know it like your constant dialogues about your performance.
00:11:55: I encourage them not to speak about performance, more on growth opportunities.
00:12:00: What do people want?
00:12:01: And encourage them to actively listen to your people and that's what they dream of.
00:12:07: The second thing we did is put it in place a year ago still an ongoing process.
00:12:13: It's the co-creation often local company culture i would say.
00:12:17: That really enforces engagement from everyone.
00:12:21: Driving a bit the own company, right?
00:12:24: Because you can put so much of your own self yourself in it.
00:12:28: that is really um A success story.
00:12:32: We are on constant dialogues with our newcomers Finding out.
00:12:36: what did we do?
00:12:37: well What can be improved when it comes to preboarding onboarding and what can we pass onto our current work force already?
00:12:45: So there's Plenty of ideas you can put in place, but what do need is find something and it's really creative
00:12:55: to
00:12:56: be in contact with your employees every day.
00:12:59: Find out talk listen And then You have the engagement that gives them psychological safety To be brave enough and confident to expose themselves.
00:13:14: in that way they learn.
00:13:15: if you find a space where You can put them out of their comfort zone They learned.
00:13:21: And then your what Sabine just said the Learn something new.
00:13:25: it's lifelong learning, and this at the same time.
00:13:28: we do have a global project That's called People growth.
00:13:33: Where?
00:13:34: We really need two in a structured way as a manager find out What are my.
00:13:39: You know, employees need to develop.
00:13:42: But it comes back to continuous learning and that you need to listen for
00:13:47: I think the younger generation are quite good speaking out loud And sharing their opinions?
00:13:52: Yes It's all very well organically when we talk about companies exchanging ideas but can it happen organically or do We need these specific dedicated reskilling programs and initiatives?
00:14:06: Well i would say you need both.
00:14:09: We are currently facing enormous challenges because when you think about the automotive industry, we're going to talk about huge divisions which will not be in the same task as they're currently.
00:14:21: AI is going to accelerate that in a magnitude.
00:14:24: I think it's unprecedented.
00:14:27: Automatically we talked about specific group of people who have been doing for decades.
00:14:36: I'm not saying disappears, but it changes radically.
00:14:40: And um...I would say you absolutely need both.
00:14:43: You need to have a reskilling program for those Um and here-you have to kind of grab an identify external um yeah providers Of solutions or even by giving free off charge Udacity licenses name them.
00:15:00: But i think somehow It also starts with an internal training program because you benefit of so much knowledge, and I have that chance now currently in being in the new company.
00:15:10: And as we are a platform-based company which is not the case for an automotive OEM or supplier... We have that knowledge of decades of workforce.
00:15:22: just left wikis and potentials where I see that huge potential, the knowledge platform internally is also a very high source of intelligence and it's not only about searching for an external program or organizing a trainer to come into company.
00:15:44: It's also little bit.
00:15:45: there are lot of intelligence about rescaling internally which i think its not yet super exploited.
00:15:53: if you're capable as HR person Yeah, in identifying and giving that variety then people will open up.
00:16:05: And we'll also start in identifying themselves in a new position somewhere else.
00:16:09: Perfect.
00:16:09: so I think it's about leading by example.
00:16:11: um and Amanda and i were talking just having an open space.
00:16:14: you know when we have employees who've had external hobbies maybe they can do something in their extra time.
00:16:22: I feel like every company that you've worked at, and have known for a long time.
00:16:30: You know?
00:16:30: You got this legacy of teamwork and leadership in real-company culture.
00:16:34: And i think during these times the identity of a Company it's so important In terms of attracting talents.
00:16:43: and when talent has to choose between The automotive industry and others How important is company culture?
00:16:50: what if you done was your magic trick?
00:16:56: Emily, I have to say that I was lucky so far in my professional career because I was capable of choosing employers with a very strong company culture.
00:17:05: And I immersed yeah?
00:17:07: So I chose them and God thanks the author chose me right um...and uh..I mean being in the automotive industry for many decades years i have there is a very strong culture.
00:17:24: I mean, the German automotive industry belongs to the strongest one that we have here in our country and as it's a B-to-C driven perspective of customer... The product is so much emotional.
00:17:39: automatically you'll have a strong culture inside such a company.
00:17:41: So now also being at software company ...I find again a really strong culture And I think it's important that you as an individual, choose where you want to be.
00:17:55: Yeah?
00:17:56: Also how can fit and what you bring into the table but also get back from the table?
00:18:02: It is at least talking for myself... ...I always tryed keep in balance with energy and it cost a lot of energy changing roles and cultures That i bring something to the table except that there is something new coming to the table because when you're entering, always bring something.
00:18:25: You automatically don't fit immediately completely a hundred percent and I chose... And i was lucky in choosing companies that allowed me bringing something into the table but also could take from it back onto my next role.
00:18:38: Yeah!
00:18:39: All of us have worked internationally.
00:18:41: Do you think it gives you that special edge?
00:18:43: maybe?
00:18:44: Would you encourage your employees to think outside the box and experience these different cultures.
00:18:49: I would say definitely, It provides with a background so they understand not everything is always done in the same way.
00:18:57: Okay!
00:18:57: And this will still work You know.
00:18:58: So when are only in Germany then everybody has behave in such a way, or dress in such away.
00:19:05: Or think in such ways that these values are globally accepted and they're not because other cultures see things quite differently.
00:19:12: And what you think is very polite.
00:19:14: They think it's very rude.
00:19:15: You claim for yourself.
00:19:16: Well I'm direct and honest.
00:19:18: Everybody must really love That.
00:19:20: No they don't!
00:19:20: They think you lack somehow politeness.
00:19:25: So that opens your mind to realise Your values are individual And they're not universal to everybody, so I think that's really important.
00:19:35: Well coming
00:19:36: back to Sabina's point of giving the space you give something and others learn...I like it a lot!
00:19:45: What we experience right now is i have coupled up with some youngsters who are young employees, Jenn said everyone says they are lazy and whatever.
00:19:56: They're not, um...they really have something to share!
00:19:58: And there will be some knowledge where by all these I'll have a lack of knowledge right back-to the skills.
00:20:04: so we paired them up gave them bit like extra time..and umm....I asked my newbies, my genset employees to teach something that is really expert in to my oldies, but think of how does that bring the company a bit further ahead?
00:20:23: So we learned from each other.
00:20:24: And it's great to see with all this skepticism there was for my oldest.
00:20:29: so what can these twenty-five year old girl teach me?
00:20:32: being in the company really bring processes forward where it was stuck for the time being because It has been done in twenty five years that way.
00:20:47: I don't want to change and we successful what you know all That kind of obstacles, You have and prejudice.
00:20:53: so there is something i really experience right now And thats the space?
00:20:57: You need Something To give something to take and We will scale it down and see how how much it flies and bring the company forward.
00:21:06: But I love that, yes?
00:21:07: So whether...
00:21:09: And again to your international... ...I always try to force young managers climbing up the career ladder.
00:21:19: Benefiting for being abroad is huge in terms of what you gain.
00:21:25: It's not for you only individually but a lot risk takes courage.
00:21:30: It's always out of your comfort zone.
00:21:31: I can tell you, even between Germany and France... And i thought it was just more or less next corner.
00:21:38: that is not ...I would encourage everyone who has a chance going through the door in doing if they are able to work abroad internationally.
00:21:48: Amazing!
00:21:49: That's a good point working at a company with a French headquarter but right now with the Czech and Slovak team Just around the corner, two directions totally different.
00:22:02: Love it!
00:22:07: I'm gonna ask you again back to The Job Cuts.
00:22:11: You know... It's a difficult time right now.
00:22:13: This is an afternoon where we're talking about female talent and female leadership And traditionally they are generally part-time employees.
00:22:21: They're most effective.
00:22:24: Female population is twenty percent of their workforce When it's such a small minority already and you know, they're the first to leave industry.
00:22:33: How can we support female talent?
00:22:37: Especially right now when a lot of the companies are going through the cost-cutting And then really focusing on the business needs not employee resource groups or these external activities.
00:22:50: Okay so that is another one of these tough questions Reality check questions.
00:22:58: We are experiencing that at Carriott also.
00:23:01: And what we try to do is not count work hours, but count the roles people have and jobs they complete.
00:23:12: So you don't have to sideline part-time employees.
00:23:18: That's not always women These aren't always women.
00:23:20: Also male part time employees Not sidelined to jobs that are meaningless and have no visibility in the company, and require little-to-no skills.
00:23:33: So that is wasting a lot of potential.
00:23:37: so one of things you need to do cut your work into chunks which can be handled at a definite amount of time And if you do this then people who only work for like fifteen hours per week in meaningful positions as long they can complete that at the time.
00:23:57: That's quite a lengthy process though,
00:23:59: it is
00:24:00: working
00:24:01: in the long term?
00:24:02: It does work but requires a lot of front-loading.
00:24:04: so you have to know exactly what your department is delivering for processes internally and how much time or skill required because otherwise people who work part-time in meaningless, silly jobs.
00:24:24: And they will hate that too!
00:24:26: I'm so sorry
00:24:32: to say, but at the end we are forced by a logical reasons you know.
00:24:57: To often take care about as soon as kids are there and again it's an easy say yeah?
00:25:09: But for sure you cannot know
00:25:11: what you saw in the
00:25:11: beginning always
00:25:13: proves
00:25:13: to be.
00:25:14: then also what happens And still it belongs and will always belong, somehow is in our DNA.
00:25:22: We probably would be the ones saying we take care of other people leaving earlier or picking up early afternoon.
00:25:31: but I have a very precise understanding that this something Europe cannot afford anymore.
00:25:40: so we need to bring more into the game, in terms of being able that women are able to work longer.
00:25:48: And I'm not saying it's wrong to work short-term or while short hours only fifteen or twenty something.
00:25:56: But we have also to admit by running a business We're... ...in specific pressures
00:26:02: on quarterly
00:26:03: results.
00:26:05: There are deadlines to be capped and its kind of machine which is going And if you just sneak out, You might identify area where it is possible.
00:26:16: But there are many areas Where you cannot foresee so much anymore.
00:26:20: So from a physical standpoint or availability standpoint more available and therefore I pledge that More in the society, more in the partnerships.
00:26:34: More between the genders that we have that openness and it cannot be only on the shoulders of
00:26:40: women.".
00:26:41: Yeah definitely thank you for there being so many gentlemen in the audience because were talking about future talents – fifty percent off work force.
00:26:48: eventually hopefully Everyone's got a mother or maybe wife Or colleague.
00:26:52: You've gotta understand these differences And I think...you can't have all.
00:26:58: not everyone wants to be a CEO, but you just want to be supported in your current role.
00:27:04: We are
00:27:04: seriously running out of time and I wanted to talk about some specific ways that maybe the audience can take away.
00:27:11: whether it's personally or managers for their teams how we support female talents?
00:27:18: Is it mentorship?
00:27:19: is it allyship?
00:27:21: what's key thing you think female talent needs right now?
00:27:26: I would say connections.
00:27:28: I would say connectivity is so important.
00:27:31: Um, i love being in the office for exactly that reason because you meet people who talk to people.
00:27:37: You hear about things...you hear about opportunities.
00:27:39: somebody can help you with a question you have ...You feel supported and also it's just kind of from my whole outlook on life It's more positive.
00:27:48: So I would saying knowing the right people Is really crucial.
00:27:53: And by the way, I think it was Coco Chanel who said... ...the most important choice in a woman's life is her partner.
00:28:02: You had that?
00:28:03: Thank you.
00:28:04: What do you think would be the key message to the audience right now?
00:28:09: It's pretty critical!
00:28:11: We have seen it and we just need to see it on the ducks.
00:28:13: We lost a couple of female board members recently….
00:28:17: …in particular in the art industry.
00:28:19: Why are there still enough women talent outside?
00:28:23: I think it starts, if you asked me on my level with the supervisory board members.
00:28:28: You know?
00:28:28: They have to...I think wake up a little bit again.
00:28:31: It's not about quota but its also about empowering those who come up and not only do they have that typical quota lady in the Board But then when comes our level of management build just the level below Board.
00:28:47: Its'about very systematic constant focus.
00:28:54: The numbers are not getting down and it starts by being focused, having leaders who understand that we still need to systematically work on because its not yet natural.
00:29:07: Thank you so much.
00:29:08: Landi.
00:29:08: what's your key takeaway for the audience?
00:29:10: For themselves or their employees?
00:29:13: Just one sentence to add which I really like is Make your female's employee confident to speak up about their expectations.
00:29:22: To the partners, to managers and themselves What do they want?
00:29:28: what do you expect from a company that can be supported?
00:29:31: but we understand how it is important for us not saying I can fulfill every wish But at least i know
00:29:44: How's that?
00:29:44: Thank you so much.
00:29:45: So it is about your network, community and partner but also understanding what YOU as an individual want!
00:29:58: As a member, you will receive early access to curated insights exclusive opportunities.
00:30:27: In addition, we will continue our monthly Visionary Club talk format featuring leading experts and decision makers driving innovation across the key segments of IAA mobility including automotive, public transport cycling, LAV and micro-mobility speaking on various aspects of the IAA Mobility Key topics such as mobility technology sustainability and smart infrastructure.
00:30:59: The Visionary Club talk will open to all
00:31:02: group members
00:31:03: and podcast listeners.
00:31:04: More information
00:31:05: will be available
00:31:06: soon on LinkedIn,
00:31:07: stay tuned!
