In the automotive industry, diversity, equity, and inclusion (DEI) efforts continue to face both progress and challenges. Cheryl Thompson, founder and CEO of the Center for Automotive Diversity, Inclusion, and Advancement (CADIA), is at the forefront of driving meaningful change. With a career that began at Ford Motor Company and spanned across various engineering roles, Thompson has made it her mission to create pathways for underrepresented professionals. In today’s episode of Diversity in Automotive, she shares insights on the state of diversity in automotive, the biggest barriers facing underrepresented groups, and how companies can navigate evolving legal landscapes.
Thompson’s entry into the automotive industry, just like most, was unconventional. Initially aiming for a career in computers, she found herself working in food service at Ford before an opportunity in skilled trades set her on a new path. She became a tool and die maker, eventually transitioning into engineering with the help of mentors who recognized her potential. This experience shaped her passion for diversity and inclusion, as she personally benefited from sponsorship and access to opportunities that many underrepresented professionals lack.
CADIA was born out of Thompson’s realization that systemic barriers were still preventing women and minorities from advancing in the automotive industry. She recalls a pivotal moment at a panel discussion on women in manufacturing, where outdated stereotypes about women’s career limitations were still being reinforced. This moment solidified her commitment to launching CADIA, which now works with automakers, tier-one suppliers, and dealerships to develop DEI strategies, share best practices, and navigate the evolving legal landscape surrounding diversity initiatives.
Despite progress, challenges remain. Thompson cites data from Cadia’s Driving Diversity Study 2024, which found that women make up only 24% of the automotive workforce. However, she notes significant improvement in leadership roles, where women now hold 22% of executive-level positions—up from just 8% in 2019.
In contrast, representation for Black professionals declines sharply at higher levels, with only 6% in leadership roles. Additionally, growing backlash against DEI initiatives has led to misconceptions, making it harder to track diversity metrics as employees become hesitant to self-identify.
Thompson identifies three major barriers preventing underrepresented groups from advancing:
- Unconscious bias.
- Lack of exposure to career opportunities.
- Limited access to mentors and sponsors.
She emphasizes the importance of leadership development programs and representation, stating, “You have to see it to be it.”
Moreover, with recent government rollbacks on DEI policies, companies are seeking guidance on maintaining their diversity efforts within legal parameters. CADIA is actively helping businesses assess risks, audit processes, and ensure they continue to foster inclusion while navigating legal uncertainties.
Despite challenges, Thompson remains optimistic, highlighting the increasing involvement of CEOs in driving DEI efforts. She sees the industry moving in the right direction, but acknowledges there is still much work to be done.
"I think it's a fear of not getting to be who you want to be authentically. I think it's a lack of access to mentors, sponsors, and leadership development programs. And I think it is when we have a lack of representation—you have to see it to be it." – Cheryl Thompson
