DEI in Automotive Tech: Building a More Inclusive Future
Left to right: Anya Ernest, Susanna Glenndahl Thorslund, Sanchaitya Chatterjee, Julia Strandberg, and Christer Holgersson.
The automotive industry is evolving rapidly. Not just in technology, but in its approach to Diversity, Equity, and Inclusion (DEI). At VECS 2025, our team came together to discuss the current state of DEI in tech and mobility. With sustainability and digitalisation reshaping the sector, our conversation focused on how diversity strengthens innovation and what steps companies within automotive can take to foster more inclusive workplaces.
Moderator:
Anya Ernest, Engineering Manager at Polestar and WITGBG President
Panelists:
Susanna Glenndahl Thorslund, Project Lead, Rewrite the Code at WITGBG
Julia Strandberg, Founder of Inkluderingsbyrån and board member WITGBG
Christer Holgersson, CEO of Miss Prym and partner to WITGBG
Sanchaitya Chatterjee, Embedded Engineer at AFRY and volunteer at WITGBG
Here’s what you missed:
1. Diversity leads to stronger innovation and business success.
Research has consistently shown that diverse teams outperform homogeneous ones — leading to better problem-solving, increased profitability, and more relevant solutions. Yet despite these advantages, companies are scaling back on DEI efforts because of shifting political and legal pressures.
Julia Strandberg shared "Companies are money driven and want to profit… science shows that we benefit from inclusive environments. We get smarter, more engaged, better culture, better decision making. So there is little evidence to show that this [DEI] is bad. To drive a company, you want to be financially successful, and DEI gives you that.’’
Our tips to promote growth:
Embed DEI into business strategy, ensuring it is not just an HR initiative but a key driver of success.
Examine leadership pipelines for bias. Review how promotions and high-impact projects are allocated to ensure equitable opportunities.
2. Bridging the gap between education and industry.
A 17% increase in women [data does not include non-binary people] applying for tech-related education in 2023 is an encouraging trend. However, this hasn’t translated into greater representation in the workforce. Retention is still a major issue, particularly in automotive and mobility, where leadership positions remain predominantly white, cis-gendered, and male.
"The first Formula One engineer only started at Haas this year, 2025. I don’t agree that we’re going backwards [regarding DEI], but we are certainly not going [forward] at the speed we would like. We still have a long way to go and people need role models to know what is possible." said Sanchaitya Chatterjee.
Our tips to promote wellbeing:
Move from mentorship to sponsorship. Leaders should actively champion underrepresented employees, ensuring they have access to career-building opportunities.
Introduce policies that support long-term career growth. Equitable parental leave, flexible working arrangements, transparent promotion pathways, and internal mentorship programs help retain diverse talent.
Increase visibility of diverse role models. Representation at senior levels demonstrates that diverse perspectives are truly valued.
3. AI is transforming the industry — but who’s designing it?
AI is becoming central to automotive innovation, from autonomous driving to predictive maintenance. However, a lack of diversity in AI development teams is leading to bias in algorithms and reinforcing inequalities in hiring, safety, and user experience.
Anya Ernest noted "We know that there is only a small group of people writing this code. And the code they write is a reflection of them." and Susanna Glenndahl Thorslund responded "Yes! Only 30% of people working in AI are women [or non-binary], and 12% of AI researchers women [or non-binary] - the numbers just go down the further up the hierarchy you go. So this of course has substantial effects on whose needs, whose perspectives, whose data (and bias) the [AI] models are trained on."
Our tips to promote ethical innovation:
Ensure diversity in AI development teams. A broader range of voices results in more ethical and inclusive technology.
Adopt ethical AI standards. Regulations such as the EU AI Act are shaping responsible AI development — companies should be proactive in compliance.
Conduct regular bias audits. AI systems should be continuously tested to identify and reduce biases.
The road ahead: a more inclusive automotive industry
The conversation at VECS 2025 reinforced that DEI is not just about fairness. It’s about creating stronger, more competitive businesses. Organisations that prioritise diverse talent, inclusive policies, and equitable leadership opportunities will be better prepared to adapt to the industry’s rapid transformation.
Anya concluded, "Even if DEI doesn’t seem to affect you now, it will. The companies that invest in inclusive cultures today will be the ones leading the industry tomorrow."
The future of mobility is evolving, and the people shaping it should reflect the world they’re designing for. Now is the time for meaningful action.