Transformation and skills development remain two of the most urgent priorities for South Africa’s automotive industry. <\/p>\n\n\n\n
Long perceived as male-dominated, the sector is steadily evolving as businesses and industry bodies work to build inclusive, future-fit workplaces that better reflect the country’s demographics while equipping people with the skills needed for a fast-changing industry.<\/p>\n\n\n\n
At the centre of this work is the Retail Motor Industry Organisation (RMI), which continues to place transformation and skills development high on its agenda.<\/p>\n\n\n\n
From apprenticeships and technical training to leadership initiatives for women and youth, the organisation is focused on opening doors and building meaningful pathways for historically disadvantaged groups.<\/p>\n\n\n\n For Nonhlanhla (Noni) Tshabalala, HR Manager and Transformation Director at the RMI, the motivation behind this work is deeply personal as well as professional.<\/p>\n\n\n\n “What drives me is the real, tangible impact this industry has on people’s lives. The automotive sector is not abstract – it is about livelihoods, mobility, safety and economic participation,” she says.<\/p>\n\n\n\n “I am particularly inspired by the opportunity to shape a more inclusive industry. When you see a young artisan qualify, a small business grow, or a woman step into a leadership role in a space where she was previously excluded, that is meaningful progress. The pace of change in technology and sustainability keeps the work dynamic, but for me it always comes back to people. If we can align innovation with inclusion, then we are not just growing the industry – we are transforming it.”<\/p>\n\n\n\n The urgency is clear.<\/p>\n\n\n\n South Africa continues to face a shortage of skilled artisans, with estimates suggesting the country needs at least 30,000 additional qualified artisans annually to meet industry demand.<\/p>\n\n\n\n At the same time, women remain underrepresented in technical and leadership roles across the automotive sector, even though progress is becoming increasingly visible.<\/p>\n\n\n\n Women currently represent around 30% of the sector’s workforce, compared to 70% men.<\/p>\n\n\n\n Tshabalala says this compares relatively well with global benchmarks, where women typically account for only 20% to 25% of the workforce and 10% to 15% of leadership in the industry.<\/p>\n\n\n\n Even so, she cautions that progress remains uneven.<\/p>\n\n\n\n “There definitely is progress, but it is uneven and, in some areas, still too slow,” she says. “We are seeing more women entering the sector, particularly through targeted initiatives and skills development programmes. Across the RMI and within each of our associations, intentional action is shifting the landscape through mentorship, skills development, recognition programmes, and the deliberate opening of doors that were once shut.”<\/p>\n\n\n\n She notes, however, that a gap still exists between policy and lived experience.<\/p>\n\n\n\n “Barriers such as access to funding, underrepresentation in technical and leadership roles, and persistent perceptions about gender roles remain real challenges. The encouraging sign is that the industry is no longer just talking about inclusion – we are starting to see structured interventions, measurable targets and collaborative efforts across stakeholders. That is how systemic change begins.”<\/p>\n\n\n\n The RMI has a number of focused initiatives helping to drive this transformation.<\/p>\n\n\n\n Project Dineo for example, one of the RMI’s flagship initiatives is creating apprenticeships and employment pathways for young people.<\/p>\n\n\n\n Ultimately it aims to train 300 young people over three years, with a strong focus on women (a deliberate target of 40%), youth with disabilities and previously disadvantaged communities.<\/p>\n\n\n\n Developed in partnership with merSETA, the Department of Higher Education and Training, Harambee and the Presidency, the programme already has 48 learners in training through various training suppliers and TVET Colleges.<\/p>\n\n\n\n The annual RMI Women Driving Change initiative has become an important flagship platform for dialogue, inspiration and recognition, celebrating women in the industry while creating visibility for female leadership and success stories.<\/p>\n\n\n\n Skills development programmes, delivered in partnership with institutions and MerSETA, continue to support apprenticeships and artisan training that equip young people with critical technical and business skills.<\/p>\n\n\n\n Initiatives such as the MIWA Motor Mech shows are also helping to spark greater interest among young women in technical careers, a shift the RMI believes is both necessary and encouraging.<\/p>\n\n\n\n Tshabalala believes platforms that specifically celebrate women in the sector remain vital, precisely because general recognition programmes often fail to close longstanding visibility gaps.<\/p>\n\n\n\n “Hyper-focused platforms are critical because they address a visibility gap that general awards often overlook. In historically male-dominated industries like this, excellence among women can exist without recognition,” she says.<\/p>\n\n\n\n “These initiatives do not just celebrate achievement – they shift perception. They create role models, validate career pathways, and send a clear signal to the market that women belong in every part of this industry. Importantly, they also build community. They create spaces where women can connect, learn and support one another. That collective momentum is what ultimately drives systemic change.”<\/p>\n\n\n\n While awards and recognition matter, Tshabalala is equally clear that the real engine of the industry is the thousands of women whose daily work often goes unseen.<\/p>\n\n\n\n “Industries are not built on awards; they are built on consistent, daily effort. The professionalism, resilience and skill that women bring to workshops, showrooms and offices across the country are what keep this sector moving.” Looking ahead, Tshabalala says accelerating change will require more than good intentions. It will demand practical, coordinated action from both industry bodies and major corporations.<\/p>\n\n\n\n “We need to move from intention to implementation,” she says. “This means addressing systemic barriers directly – whether that is access to funding, entry pathways for young women, or progression into leadership roles. Industry bodies like the RMI have a critical advocacy role in working with government, SETAs and private sector partners to create an enabling environment.”<\/p>\n\n\n\n She adds that corporates must also take greater accountability by investing in mentorship, opening supply chains to women-owned businesses, and embedding inclusion into operational strategy rather than treating it as a narrow HR issue.<\/p>\n\n\n\n “Ultimately, acceleration comes from collaboration. No single organisation can solve this alone, but together we can create meaningful, scalable change.This is not a dream – it is a direction. And the RMI is committed to playing its role in building this future,” she concludes.<\/p>\n\n\n\n![\"\"](\"https:\/\/businesstech.co.za\/news\/wp-content\/uploads\/2026\/06\/1600x900-Noni-Tshabalala-1-1024x576.jpg\")
\nBy showing up, by excelling, and by mentoring others, women are actively reshaping this industry for the next generation.”<\/p>\n\n\n\n