General Motors may have appointed the first female automotive CEO, but Ford has been busy diversifying its executive leadership circle, too.
According to Ford Authority, the blue oval’s latest move to fill retiring Ford Credit CEO Bernard Silverstone’s vacancy with Joy Falotico makes for seven women executives in the 44-member team. Falotico was previously the credit unit’s COO.
GM, at current, has five women executives on its 21-member team and remains far ahead of Ford Motor Company when comparing board member seats; just two of Ford’s 14 board members are women. In comparison, six of GM’s 12 board seats are filled by women.
“Joy’s promotion into this position is an outstanding step, and it’s definitely a signal to employees, shareholders and anybody watching of Ford’s willingness to develop and promote top, top women,” said Anne Doyle, formerly a Ford Communications executive, and author of Powering Up! How America’s Women Achievers Become Leaders. “But in the context of that, I would say Ford has a long way to go.”
This example is a former NCRS award winner.
Many automakers oppose right-to-repair laws citing cybersecurity concerns.
Breaking out the spec sheets for a comparison.
Plus, a nationwide lease on all-electric off-road Pickup and SUV.
Extra comfort for rear-seated passengers.
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Ladies and Gentlemen and those of you who may simply prefer to be addressed as "erect standing carbon based life forms" or possibly "non-erect standing variations thereof", we've determined that our traditional focus on diversity is just too darned narrow - exclusionary, if you will. Encouraging gender and racial equality was a fine start, but so much more needs to be done in order to achieve a true executive representation of the bevy of earth dwellers to whom we cater. We believe it is our moral responsibility and henceforth declare it's time to stop discriminating upon individuals lacking a college degree and others gifted with a substandard IQ or facing severe mental and emotional challenges. Moving forward, absolutely no one should be rejected due to a fundamental lack of skills or ability to interact and perform their designated job function with alacrity and competence. Everyone must be accommodated!
In working towards a much deeper diversity, I want to unveil our signature Diversity Diversification Program, or DDP, which stipulates that 10% of executive positions be held by mentally challenged and/or hardened ex-convicts and registered sex offender candidates with an equal number of positions to be filled by gender uncertain/mismatched individuals and ardent wankers by 2020; in preparation, the new "?" bathroom placards and heavy duty security stalls have already been submitted for production. Of course, our focus must continually broaden as our initial goals have plainly overlooked those uncomfortable wearing clothes to work who might otherwise make a stronger contribution if politely encouraged to attend these meetings in the buff for example, but we're already thinking ahead and have earmarked funds to recover the executive boardroom chairs with easy clean, hygienic materials sometime during Q4. Please be patient as we roll out this industry defining new drive for diverser diversity, or DDP. We're proud to be at the forefront and the best is yet to come, folks, I assure you.