Interview

Chatting with Elżbieta Skowroń

Outside of being the mother of two amazing children, Elżbieta Skowroń is a seasoned management executive, coach, and mentor with over three decades of experience in finance and operations. Throughout her career, she has excelled in the automotive industry, a field known for being incredibly male-dominated. Her dedication and resilience not only inspired me to embark on this project but also continually motivate me to push my own boundaries. In my conversation with her, I sought to delve deeper into her insights on the automotive industry, ageism, and more.

You've built an impressive career in the male-dominated automotive industry. Reflecting on your journey, what were some of the most significant challenges you faced as a woman, and how did you navigate and overcome them?

Impressive might be an overstatement. To say that, I would have to be the CEO of the entire group, and that position is still held by a man. Seriously though, I am proud of what I have achieved. Primarily because I was the first woman to achieve it. The beginnings were difficult because I had to overcome not only gender stereotypes but also the prejudice of being from "Eastern Europe."

How did I manage? Looking back, I would say with simple methods. When situations arose where men tried to treat me disrespectfully or patronizingly, I would cut it short, firmly and decisively. I focused on achieving measurable results. These quickly silenced any critical voices.

However, I must admit that before I learned how to handle it, it was very painful for me. It was a challenge both emotionally and professionally. Consistency and determination proved to be crucial. I aimed for excellence in every task and wasn’t afraid to make tough decisions.

Breaking stereotypes and showing that a woman can be just as competent and effective in the automotive industry was extremely satisfying for me. It was also important to find support among those who believed in my capabilities, both men and women. Their support and trust gave me the strength to move forward and prove that a woman's place is wherever she decides she wants to be.

Was it easy? No, but every obstacle I overcame was a step towards my dreams and aspirations. It was worth fighting for my place in this industry, and I hope that my path will open doors for other women who wish to follow a similar path.

As someone who has thrived in a field that’s more challenging for women to enter, what advice would you give to women who are pursuing careers in traditionally male-dominated industries?

First and foremost, it is essential to forget about stereotypes and the mythical glass ceilings. It is important to focus on tasks and build one's brand as a professional. Work should bring satisfaction and joy. Passion and dedication will be evident to everyone around.

However, gender quotas, although introduced with good intentions, can sometimes have the opposite effect. By June 2026, at least 40% of board members or 33% of all managerial positions in listed companies must be held by people of the underrepresented gender. These new EU regulations apply to companies with at least 250 employees. Countries will have to impose sanctions on firms that do not adhere to open and transparent appointment procedures.

This unfortunately has a dark side, as women may be seen as those who got the position because of quotas, not because they are good professionals. To prevent this, it is crucial to strive to be the best at what one does. It is important to demonstrate one's value through concrete achievements and results. Challenges and difficult tasks should not be feared, as they shape and prove one's skills.

Another key element is a support network. It is beneficial to find mentors, both men and women, who will provide support and advice. Building strong professional relationships is invaluable in any career.

Continuous development is also essential. Investing in education, attending training sessions and conferences, and reading industry publications are all necessary. The world is changing, as are technologies and work methods. It is important to stay up to date with the latest trends and innovations.

It is worth remembering that value in the job market is not just about technical skills, but also the ability to work in a team, manage projects, and soft skills like communication and empathy.

In summary, confidence, maintaining one's brand, developing skills, and building a support network are crucial. It is important to remember that a woman's place is wherever she decides she wants to be.

We both share a reignited passion for Formula 1. Do you believe programs such as the F1 Academy could benefit the overall industry and make it more accessible to women?

I am very enthusiastic about the idea of the F1 Academy. Although it is only the first step, it is an incredibly important one. Programs like this have the potential to significantly impact the overall industry by creating more opportunities and a clearer pathway for women to enter and succeed in motorsports.

The F1 Academy provides essential training, resources, and visibility for female drivers, which can help break down the barriers that have traditionally limited women's participation in Formula 1. By offering a structured environment where women can develop their skills and gain experience, the Academy helps build a more inclusive and diverse racing community.

However, the true success of such programs will be measured when we see women competing in Formula 1 without the qualifier of "Academy." My hope is that in the near future, female drivers will be a common sight on the F1 grid, recognized solely for their talent and achievements, rather than their gender or the programs that supported their entry into the sport.

Additionally, initiatives like the F1 Academy can inspire younger generations of girls to pursue careers in motorsports, engineering, and other traditionally male-dominated fields. Seeing role models who have made it to the top can ignite their passion and show them that their dreams are achievable.

In conclusion, while the F1 Academy is a crucial first step, the ultimate goal is to create a landscape where women can thrive in Formula 1 based on their merit and performance alone. I eagerly await the day when female drivers in F1 are a norm, and their journey is seen as just as legitimate and respected as that of their male counterparts.

While ageism affects everyone, women often face the compounded effects of ageism and sexism. Have you personally noticed ageism impacting women more than men in your workplace?

Unfortunately, yes. The gap is brutal and concerning. Women, especially after the age of 45, often encounter significant difficulties in finding employment that matches their competencies and experience. Despite numerous efforts to draw attention to this issue, the situation remains unchanged. The majority of job advertisements still include the phrase "work in a young team" under the "what we offer" section.

This trend undermines equal opportunities in the job market and exacerbates gender inequalities. Women with extensive professional experience and knowledge are often overlooked in favor of younger candidates. Not only is this unfair, but it also limits the potential of organizations that could benefit from the diversity of perspectives and skills that experienced women can bring to the table.

To effectively address this issue, comprehensive actions are necessary, both at the governmental and corporate levels. This requires a change in thinking and approach to recruitment and the promotion of age and gender diversity in the workplace. Striving for a more inclusive organizational culture that values and harnesses differences is key to creating a fairer and more equitable job market for all.

Over the years, have you seen the perception of ageism change within the automotive industry? Do you believe there have been significant improvements?

In the automotive industry, people often work until retirement. After concluding their active careers, many remain connected to the industry as advisors, especially for OEM manufacturers. I can only draw from my experiences with German and Japanese companies.

Older women who have attained significant positions in the automotive industry often possess valuable professional experience and knowledge that are beneficial to companies. Unfortunately, there still exists a tendency to marginalize older workers, particularly women, in terms of employment and professional development.

Limiting the professional opportunities of older women in the automotive industry has negative consequences for both the individuals themselves and the industry as a whole. Many of these women still have much to offer in terms of knowledge, skills, and experience, which can contribute to the success of companies.

To eliminate this inequality and harness the full potential of older women in the automotive industry, actions promoting equal opportunities and eliminating age discrimination in the workplace are necessary. Implementing training programs, mentorship initiatives, and promoting age diversity in teams can contribute to creating a more inclusive and fair professional environment for all employees.

Speaking of ageism, what are some of the most frustrating misconceptions about ageing that you’ve encountered, and how do you challenge these in your daily life?

When it comes to ageism, one of the most frustrating misunderstandings about aging is when representatives of younger generations address older individuals as if they were small children. This not only shows a lack of respect for the experience and wisdom of older people but also negatively affects their sense of dignity and well-being. It is particularly distressing when an older person feels belittled or diminished due to their age.

To free oneself from such situations in everyday life, it is important to raise awareness about ageism and confront negative stereotypes about aging. It is valuable to openly discuss with younger individuals what behaviors are harmful to us and how we wish to be treated. We can also engage in social and educational activities aimed at changing societal perceptions of aging and promoting respect and equality for people of all ages. Finally, building a strong sense of self-worth and confidence can help us not only confront misunderstandings about aging but also contribute to creating a more respectful and supportive environment for people of all ages.


From your perspective, what is the most crucial tool or approach in shifting these ageist perceptions, both within the workplace and in broader society?

When it comes to ageism, one of the most frustrating misconceptions about aging is the absolute ignorance from recruiters. They often pose the first barrier, often insurmountable. Individuals aged 45-50 send out hundreds of resumes, only to receive no response. And if they do get a response, it usually concerns their purported overqualification or directs them to look for a "better" candidate. Furthermore, young recruiters (and older ones too) often harbor prejudices against older individuals, believing they are unfamiliar with modern technologies, resistant to change, slow, and infirm. The argument that it makes no sense to hire someone who will retire in five years also amuses me. It seems that some recruiters are convinced that young employees will stay with the company forever, which is as naive as assuming that an older worker will not bring any value to the team.

I thought raising awareness about the issue could make a difference. I don't see any changes. Probably, individuals who have never personally experienced discrimination or witnessed it within their closest circles don't change their attitudes. Maybe I see this problem too pessimistically. However, statistics and discussions, for example on the LinkedIn platform, show that despite many efforts, the problem only deepens.

To conclude, as someone who has always been a tremendous inspiration to me, what advice would you offer to younger and older generations to foster a more inclusive society?

Open yourself up to older individuals, spend more time with them. Seek mentors and friends among them. Additionally, actively listen to their stories and experiences, as they often hold valuable wisdom and perspectives that can enrich your life and broaden your understanding of the world. Embrace diversity in all its forms, and strive to create spaces where people of all ages, backgrounds, and identities feel valued, respected, and included. Remember that true inclusivity requires empathy, understanding, and a commitment to learning from each other's differences.