Breaking barriers, shifting stereotypes, and changing the industry.
Initially, I felt hesitant about writing this article. As a man in the collision repair industry, I had reservations about addressing a subject that has not been a part of my personal experience. I also felt some hesitation in reaching out to my female colleagues for their insights, unsure of how they might respond to my questions on such a sensitive topic. But after some reflection, I believe this is a conversation worth having.
My intention here is to highlight the barriers and challenges that so many women in this industry face—challenges I’ve witnessed but could never fully understand. And I do this on behalf of the many women who have worked with me over the years but haven’t always had a safe outlet to discuss these realities openly.
Collision Quarterly, Winter 2024
“The industry has to work harder at creating an environment where women feel fully respected, acknowledged, and included…”
The feedback I received was honest, eye-opening, and far more extensive than I can fully convey in these pages. It made me realize how essential it is to create a dialogue and an environment where such voices can be heard openly and without hesitation. While this article is just a starting point, I’m committed to fostering that kind of space within our industry, one where all feedback—especially about the challenges women face—can be expressed and addressed constructively.
The truth is, women are not only thriving in this field, they’re pushing boundaries, bringing expertise, and proving every day that they’re essential to our success. But they’re also up against obstacles that frankly shouldn’t exist anymore. If we’re going to call ourselves a forward-thinking industry, we have to make room for everyone’s potential.
Breaking through barriers: three decades of change
Our operations coordinator, who has spent nearly 30 years in the industry, has witnessed its evolution firsthand. She recalls that in the early days, the industry was highly exclusionary—almost entirely male-dominated. Very few women held roles as managers or estimators, and even major insurance providers employed primarily men. She described an environment that was not only sexist but openly discriminatory, where women’s opinions were often dismissed, and respect was rarely given.
About a decade later, the shift began. More women started entering the industry, including in management and estimation roles, and insurance providers began hiring more female staff. However, even with these gains, the pay gap remained glaring, and inclusivity was far from standard. Change was happening, but slowly, and they didn’t always translate into a workplace culture where women felt valued or included.
Today, things have certainly improved. We’re seeing female technicians, more women in leadership roles, and overall, the industry is more accepting and respectful of women’s contributions. Yet, as she put it, there’s still a long way to go. The industry has to work harder at creating an environment where women feel fully respected, acknowledged, and included—where equal pay is standard, and women are welcomed at industry events and trade shows. We’ve come a long way, but true equality requires continued effort from all of us.
Addressing ongoing barriers to entry
One of the greatest challenges women face is not even being given the opportunity to enter the trade. As one paint apprentice shared with me, her journey to finding a shop that would accept her was far from easy. While she was in school, she applied to 13 different shops, all of which denied her the chance to even start. She eventually found a position with us, but only after those numerous rejections. And in one particularly discouraging experience, she was told by a shop that they weren’t taking on any apprentices, only to find out later that a male student with the same level of experience from her class was brought in and offered a position days later.
This isn’t an isolated case. Many women face similar barriers that prevent them from even beginning their careers in the trade. These obstacles send a clear, exclusionary message to women who are otherwise motivated, talented, and ready to work—that they’re not welcome or capable in a space that should be open to all qualified candidates. If we want to be an industry that attracts and retains diverse talent, we have to ensure that women are given the same opportunities as men to get their foot in the door.
Addressing harassment and building a safe workplace
Another harsh reality many women face in the trades is the prevalence of harassment and discrimination. The same paint apprentice shared that, while she feels respected and safe in her current position, this hasn’t always been her experience. During her time doing work experience for her course, she encountered nearly constant sexual harassment and discrimination from technicians and managers alike. Sadly, her experience wasn’t unique; another female classmate faced similar harassment and ultimately decided to leave the trade altogether, never getting the chance to start her career.
The effects of this culture are devastating—not only for the individuals affected but for the industry as a whole. We lose out on talented, motivated women who could have become exceptional contributors had they been provided a safe, respectful, and supportive environment. To truly support women in collision repair, we must create a culture where harassment and discrimination have no place. This means implementing clear policies, educating teams, and ensuring that every employee feels respected and valued, regardless of gender.
Equal pay is long overdue
The reality of pay gaps isn’t exactly news. Across Canada, women still make, on average, 16.3% less than their male counterparts. This isn’t just some statistic; it’s a reality that too many women in our field feel keenly. One of our team members called out wage equality as a persistent issue, and it’s time we listen.
Equal pay isn’t a favour we’re doing; it’s the bare minimum for fairness. Paying women equally for equal work sends a clear message: we value their contributions. A commitment to wage equality means we need to review our pay structures, be transparent about where we stand, and make real changes where needed. It’s time for equal pay to be the standard, not the exception.
Constructive feedback, not double standards
When women bring passion and dedication to their work, they’re putting all of themselves into it. One team member described how much of herself she invests in her role—her time, her ideas, her personality—and how it feels to have that dismissed or to receive feedback that’s just not fair. Women in this field often walk a tightrope between being seen as “passionate” or being called “too sensitive.”
Constructive feedback is crucial, but double standards are not. If a woman speaks her mind, she might be called “emotional,” while a man in the same situation is considered “assertive.” If we’re committed to supporting women, we need to break down these stereotypes and ensure that all feedback is fair and respectful.
Representation matters: educating customers one at a time
One of the most important steps we can take to change perceptions is to make women visible in the industry. When customers see women representing collision repair, it challenges assumptions. As one team member put it, changing mindsets is “a one-person-at-a-time game.” Every customer interaction is an opportunity to show that women belong in this field.
Every collision repair company has an opportunity here. By showcasing the talent and expertise of our female team members, we’re sending a message to the next generation of women: you have a place here, too. Representation matters, not just for today’s employees, but for the young women who might consider joining us.
“If we’re serious about making a difference, we have to be proactive.”
The business case for diversity
This isn’t just about doing what’s right. Research shows that diversity leads to better results. When we build teams with varied perspectives, creativity goes up, and problem-solving becomes stronger. Investing in women isn’t just fair; it’s smart business. Diverse teams make us stronger, and an inclusive industry makes us more competitive.
Practical actions for change
If we’re serious about making a difference, we have to be proactive. Here are a few ways we can make meaningful progress:
- Inclusivity Training: Workshops and training help tackle biases—both conscious and unconscious—and create a more welcoming environment.
- Mentorship Programs: Experienced female leaders can help new women entering the field by creating a network of support that makes a big difference.
- Regular Pay Audits: Reviewing pay scales regularly helps ensure there are no unintended disparities, making fair pay the rule.
Building a talent pipeline for the future
If we want to support women, we need to make sure young women see a future for themselves in this industry. This means connecting with schools, career fairs, and trade programs to show them what collision repair can offer. When they hear the stories of women thriving here, they see a place for themselves.
The future of collision repair—built by all of us
The collision repair industry is at a turning point. We have the chance to build a future where diversity and inclusion aren’t just ideals—they’re the foundation for success. Women have shown time and time again they’re essential to this field. Their leadership, expertise, and commitment are key to our future.
But the change we’re looking to achieve will take the effort of the many men still leading and influencing this industry. Like many fields, collision repair is still predominantly led by men, and we need their influence to drive meaningful progress. Women need their fellow male teammates to step up, use their influence, and be part of the change. This starts with asking women what’s really on their minds, and listening, even if what you hear is uncomfortable. That’s a challenge worth accepting.
To the many talented and passionate women on my team, both current and past, I’m grateful for your contributions and the resilience you’ve shown. I’m also sorry if, at any point, I’ve let you down or missed an opportunity to support you fully. This article is part of my commitment to do better and foster an environment where every woman feels valued, respected, and supported.
Supporting women isn’t just the right thing to do—it’s also the smart thing to do. Helping women in collision repair makes the industry stronger, more innovative, and more resilient. Let’s make sure we’re not just recognizing the talent we already have but creating a path for the next generation of women to join us, lead us, and help shape the future of collision repair.