February 2022

Cohort of competition Steve continued: “However, there is another issue that we cannot afford to ignore, which our Diversity Task Force, led by IMI President, Professor Jim Saker, is currently working hard to address. We have to achieve far greater diversity in our workforce because, like many other sectors, the automotive industry currently suffers from what sociologists call ‘homophily’. Basically, we are attracted to, and recruit, people like ourselves. This is limiting our scope, not only to be adequately skilled but also to be ready for a new cohort of competition. “The Googles, Teslas and Sonys of this world, as well as brands like Cinch and Cazoo, are giving motorists a new marketplace in which to shop. The new generation of motorists feel more in tune with these brands and that could mean the traditional motor dealership or garage could lose out. We must appeal to every section of society, as a career route and as customers. To make a difference though, there needs to be a much better understanding of the challenges and barriers that individuals from currently under-represented groups of society face when working in, or trying to enter, our sector. That’s why the Diversity Task Force has brought together representatives from all parts of the industry and has focused on three main strands within the context of diversity and inclusion; Gender identity, disability (both physical and non-visible) and race and ethnicity.” Steve added: “There is a massive body of evidence to support the assertion that diverse workforces are more effective, more creative and lead to greater profitability. This is incredibly important work. The sector has to change to fill the skills gaps we currently face.” The IMI Diversity Task Force’s Interim Report was published in January with its initial recommendations planned for publication in March. To stay in touch with its progress, visit: https://tide.theimi.org.uk/about- imi/diversity-task-force Biggest change Not looking for the same sort of staff you have always sought out is one option, another is to look for staff in a different way. Glen Shepherd, Managing Director at Glen Callum Associates commented: “Recruitment is undergoing its biggest change in a generation and employers must be prepared to change their culture and hiring strategies to attract the best talent. Building on from Glen Callum Associates (GCA) survey conducted with IAAF members at the 2020 conference, in which ‘job security’ was the biggest career choice for industry personnel, the latest survey we conducted asked people; ‘what is the most important element for considering a career move? Culture and flexible working scored the highest vote with 37%, while career stability recorded 24% of votes. Career prospects received the lowest number of votes with just 18%, while salary and package received 21% of votes. “Looking at the data recorded, we then asked the industry if they would take a lesser paid role to join a company with a vibrant culture, built-in flexibility and a people-focused ethos. 70% of respondents said yes to a lesser paid role, while only 16% said no, with the rest undecided.” Shift in demand Glen continued: “In our role as a professional recruiter, we’re proactively preparing employers for a shift in demand 12 AFTERMARKET FEBRUARY 2022 BIG ISSUE www.aftermarketonline.net