Women’s leadership key to mobility sector transformation, says Bridgestone executive

The mobility sector is undergoing a major transformation driven by technology, sustainability, digitalisation and changing customer expectations, creating new opportunities for women to take on leadership roles, according to Reham Hesham Hassan Kamel, Human Resources Business Partner at Bridgestone MEA.

In an article published on September 21, Kamel said increasing female representation in traditionally male-dominated industries was an important step, but organisations must go beyond recruitment to create meaningful long-term leadership opportunities for women.

She said companies need to focus on giving female employees access to knowledge, professional development, practical experience and decision-making opportunities so that greater representation translates into sustained career progression.

Building practical industry experience

Kamel highlighted the importance of helping employees understand the wider business ecosystem, particularly in an industry becoming increasingly connected to technology and sustainability.

At Bridgestone, practical product experiences and targeted training have been used to help female employees develop a stronger understanding of tyres, mobility and the broader industry.

She said such initiatives can help employees connect their individual roles with the wider business while also challenging traditional perceptions about who can build a career in mobility.

Structured pathways to leadership

According to Kamel, practical exposure needs to be supported by structured career development programmes.

Mentorship, job shadowing, rotational assignments, international opportunities and leadership programmes can provide women with the experience and professional networks needed to progress into senior positions.

She also stressed the importance of succession planning, saying organisations seeking greater female representation in leadership must begin developing the leadership pipeline early.

Inclusion requires wider participation

Kamel said responsibility for developing women leaders should not rest solely with female employees.

Managers, senior executives and colleagues across organisations also have a role in creating an environment where women can access opportunities and progress in their careers.

She said engaging men in workplace discussions around development and inclusion is particularly important in sectors where women remain under-represented.

Workplace culture matters

Beyond formal development programmes, Kamel identified workplace culture as another important factor in supporting women's career progression.

She said employees need to feel comfortable sharing ideas, asking questions and engaging with senior leaders. Environments that encourage dialogue, curiosity and collaboration can help employees contribute more confidently and explore new career opportunities.

Listening to employees and creating opportunities for open communication can therefore form an important part of leadership development, she added.

Mobility offers wider career opportunities

Kamel also pointed to the changing nature of the mobility sector, which now extends beyond traditional automotive roles.

Technology, sustainability, data, customer experience, marketing, human resources and operations are among the areas contributing to the industry's transformation.

This broader ecosystem, she said, provides young women with multiple routes into the mobility sector and opportunities to contribute to its development.

Kamel concluded that organisations need to shift their focus from simply increasing female representation to ensuring sustained progression.

Practical industry exposure, structured development opportunities, inclusive workplace cultures and clear leadership pathways can help women move from entering the mobility industry to taking active leadership roles in shaping its future.