Welcome to another episode of Diversity In Automotive. Today, we’re joined by Joey Huang, owner and President of Great Lakes Auto Group, who outlines an unconventional journey from a medical family background to building a nationally ranked dealer group. His story highlights long-term growth, leadership evolution, and the role of diversity-focused organizations in expanding minority ownership in the automotive industry.
Growing up in a rural community in Northeastern Ohio with immigrant parents who valued education, respect, and community reputation, Huang found his passion for cars through a summer job selling vehicles during dental school. He later opened a small used car lot near his father’s practice, where he quickly learned the importance of reputation, attention to detail, and building robust customer relationships.
In 1999, Huang notes that Great Lakes Auto Group launched with a small Chevrolet store. Today, the auto group includes 10 franchise locations, five Honda dealerships, and sells over 25,000 vehicles annually. With the National Association of Minority Automobile Dealers (NAMA) playing a significant role in Huang’s journey, he notes that growth required persistence, community engagement, and a focus on building trust with customers and employees alike.
NAMAD provided networking opportunities with manufacturers and guidance on dealership growth. Huang says that while minority and female buyers now represent a great portion of the market, minority ownership in dealerships remains limited. Therefore, he encourages industry leaders to actively support diversity and inclusion initiatives.
“The buying power of minorities today is over 35%... if you add in females, we’re over 50% in today’s market.”
Notably, Huang places reputation and trust at the center of his leadership style. He asserts that he leads by example, maintains a positive mindset, and develops talent from within. All managers in his dealerships are promoted internally and supported with executive coaching to ensure they uphold company standards and culture. This focus on internal growth has helped sustain long-term performance and employee loyalty.
For professionals from underrepresented backgrounds, Huang advises engaging with NAMAD, preparing thoroughly, and persisting through setbacks. Opportunities grow over time, and small successes can be scaled with determination, mentorship, and self-belief.
