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JLR’s Barbara Bergmeier has been named the overall winner at the inaugural Autocar Drivers of Change awards.
Held and judged in association with the Society of Motor Manufacturers and Traders and Ennis & Co, Autocar Drivers of Change is a new initiative championing diverse talent in the automotive industry. A sibling event to Autocar Great Women, these awards celebrate the automotive industry as a place that welcomes everybody.
The 40 Autocar Drivers of Change winners are individuals who are driving change and promoting diversity in their business in whichever role they perform. They were named at an awards ceremony at the SMMT headquarters in London that featured a number of highly influential and celebrated speakers including SMMT CEO Mike Hawes, Bentley chief communications and D&I officer Wayne Bruce and decorated Paralympian Richard Whitehead MBE – along with the highly commended and overall winners.
Autocar editor Mark Tisshaw said: “The automotive industry is one that historically has not been especially inclusive or diverse, but there are brilliant individuals doing fantastic work in all sectors to reverse that trend. Drivers of Change seeks to highlight their achievements.
“We were delighted by the amount of entries we received in the inaugural year of these awards, and by the demonstrable innovation and drive of everyone who was nominated.”
Judging has now closed for Drivers of Change 2025. View all the winners below.
Bergmeier was one of only two women on JLR’s board of directors and was nominated for her “tireless” efforts to “inspire inclusion through her actions, not words” in her role as a diversity, equity and inclusion sponsor.
Having joined Britain’s largest car manufacturer in 2022, following 24 years at BMW and four years at Airbus, Bergmeier has spent most of her career in an industry with a low representation of women, which is cited as a key motivation for her to keep learning from diverse voices and continue advocating for fair opportunities for all.
She is recognised for the instrumental role she has played in JLR’s drive to unite supply chain, manufacturing and purchasing under one roof – a move that has contributed significantly to a drastic uplift in the company’s product output and profits.
But in addition to her industrial responsibilities, Bergmeier is said to take her DEI sponsorship role “just as seriously”, and is a committed advocate of mentoring, support and talent development programmes for colleagues of all ages, levels and disciplines.
In just the past two years, Bergmeier has launched more than 20 ‘In Conversation’ forums, where women from across JLR’s manufacturing division are provided with a forum to discuss their challenges, ambitions and opportunities. She describes this initiative as a “huge source of her daily energy” and has made them a key part of every site visit she undertakes.
She has also enrolled herself in a reverse-mentoring programme in recognition of the value of learning from the experiences of her junior colleagues, and has been a vocal advocate of this scheme, helping to roll it out across the JLR board of directors.
Bergmeier also took a leading role in JLR’s £3m development scheme for a new line of luxury workwear, which is now available with 300 different options including religious headwear and maternity clothes. Her commitment to helping her JLR colleagues better integrate work with their personal lives extends to supporting a groundbreaking new menopause policy that provides temperature-regulating workwear, fans, flexible working arrangements and additional breaks – helping to acknowledge and address a subject that is often considered taboo in the workplace.
Before being named an Autocar Driver of Change, Bergmeier was named an Exceptional Leader by JLR's Race, Ethnicity and Cultural Heritage Network for her efforts to improve the recruitment, development and progression of black, African and Caribbean women within JLR. More recently, Bergmeier launched the Automotive Women and Allies scheme as a series of events that will focus on empowering women from across the industry to drive automotive forward.
Richards has played a pivotal role in supporting gender equality and fostering an inclusive culture at Volkswagen Group UK. He has consistently championed DEI efforts, co-ordinating teams, mentoring colleagues and advocating for minority groups.
As chair and critical lead of the DE&I Guild since 2015, Richards brings together all six employee network groups and ensures their voices are heard by senior management. He led the creation of the DE&I management role in 2022 and supported the company’s successful reverse-mentoring programme.
His leadership has directly contributed to significant progress, with VW Group UK now hosting a 46% female workforce and achieving Inclusive Employers Standard Gold accreditation in 2023.
A passionate advocate for inclusion since before his professional career even began, Singh has established himself as a cornerstone of BMW Group UK’s DEI initiatives.
He has co-founded a mentoring programme for local schools, organised Black History Month events and, as a mental health first-aider, worked to break the taboo around mental health in South Asian communities, hosting events with the MindsMatter network.
Singh is also co-chair of the Embrace DEI network group, and has led the production of a new ‘Unplugged’ video series, where he speaks with colleagues on sensitive topics.
Singh supports religious festival communications, and during the Covid lockdown he volunteered for the Midlands Langar Seva society, delivering food to care homes and organising food drives for the homeless community. In 2022, Singh represented BMW UK at the One Young World conference, bringing back ideas to enhance social impact.
Rowles is a key member of Horiba MIRA’s senior leadership team, helping to drive transformation in people and culture.
She led a company-wide programme to improve employer status, launching internal and external communications, reducing attrition by over 50% and enhancing talent recruitment in niche tech areas with a focus on diversity. Rowles has also developed comprehensive wellbeing initiatives and a Life Links network for team members.
Rowles has championed Autocar’s Great Women initiative for many years, and was named winner of the Talent category in 2024. She has been asked to speak at events to many companies across the UK about best practice to maximise diversity, the most recent being a Business in The Community Event set up by the King’s Trust. Rowles has been recognised by the Association of Innovation, Technology and Research Organisations for her work leading the HR Special Interest Group across the UK. She narrowly missed out on the King’s Award for Enterprise in the Promoting Opportunity category.
Surprisingly, given her job title, Gardner had no formal training in HR, talent acquisition or diversity and inclusion initiatives before moving into her current position – having held mainly commercial-focused roles during her 30 years at Stellantis.
Making the brave decision to transition into an HR leadership role, Gardner set about using her commercial acumen to bring a new dimension to the post – devising the ‘Together We Belong’ strategy, which has been well supported by her colleagues across the business.
Stellantis has several thriving Employee Resource Groups as a result, including Women in Stellantis, an Armed Forces network, an LGBTQ+ community and the ‘Hot Flushes’ menopause group.
Gardner has also helped to drive an upswing in diversity through Stellantis’s Early Careers outreach programme, launched a cross-company skill development scheme and introduced a new series of Emerging Talent sessions that provide a platform for colleagues to share their different thoughts and perspectives.
Gardner is also co-chair of the SMMT Automotive Council DE&I Working Group, and played a key part in compiling 2023’s ‘Shifting Gears’ report on how to close the gender gap to drive business performance.
Orford has worked in the motor industry for more than 25 years and seen much change over the years, particularly in terms of attitudes towards sexuality and acceptance, in what is too easily seen as a place for straight men.
He has been a source of inspiration to many, and stepped up in a very public way when Volkswagen Group UK established the ‘We Drive Proud’ employee network group in 2019, taking on the role as sponsor, appointing a chair, and proceeding to run the group from scratch.
Orford has been the driving force behind a number of initiatives that have been fundamental to driving inclusivity and open conversations. These include setting up talks with celebrities including Michael Gunning, maximising publicity for the rainbow-liveried Tiny Cars at the European Football Championship and – a flagship project – VW Group’s sponsorship of the Milton Keynes Pride Festival, now in its fifth year.
Orford recently spoke on a panel at an SMMT members LGBTQ+ event, and was praised for his openness, pragmatic outlook and practical advice on setting up and running an employee network group.
The results? A thriving ‘We Drive Proud’ employee network group, a true understanding of how to support LGBTQ+ colleagues and ensure we foster an inclusive environment, and support for colleagues who just want to bring their whole self to work.
Pickles, who sadly passed away in September last year, has been hailed as a true inspiration to all of his colleagues at Stellantis, demonstrating that you can be successful and use that success as a platform for championing your colleagues.
He was the first male employee to join the ‘Women of Stellantis’ initiative, and remained part of it. He mentored countless graduates, trainees, students and young professionals – many of whom have gone on to have very successful careers in the automotive industry. Pickles worked extensively with the talent team and was first to volunteer to welcome new trainee intakes, and volunteered to lead working groups covering key areas of the business that affected employee wellbeing.
He used his own personal family experiences to break down the barriers and stigmas of talking about neurodiversity in the workplace, and championed the creation of the LGBTQ+ committee that was designed to create a more inclusive and progressive work environment.
Above all else, Pickles was generous with his time, always making himself available to support colleagues in need, offer guidance, or just listen as someone got something off their chest.
Suter is the business lead for Audi’s INSPIRE network group, heading a team of more than 60 colleagues who visit schools and colleges to talk to young people about the diverse range of roles available in the automotive sector. In the last academic year, this outreach programme reached a remarkable 40,000 young people and launched a Virtual Work Experience initiative, allowing the geographical reach of the group to extend dramatically. Suter also led Volkswagen Group to win a Volunteering Award for their contribution to Worktree, organised a series of webinars on unconscious bias to support the business’s Cultural Diversity employee network group, and worked hard with her team to focus on neurodiversity and its impacts, to ensure education and the evolution of working practices in the wider brand.
Christou has been the driving force behind Bentley’s drive to ensure women of all ages are supported with regards to perimenopause and menopause. Christou has helped to create knowledge-based articles for managers and colleagues that support the company’s policies and ensures that colleagues know what support is available and what they can do to support others. Christou also hosts a monthly menopause support group, where all colleagues can get real support and learn more so that they can support people close to them. In the 2024 Bentley Belonging Survey, women rated inclusion and belonging highest for the second year running.
Vass has played a pivotal role in a drive to boost talent attraction and retention across the retail network, leading a huge effort to gather and analyse crucial data from across the network to identify areas of focus and feed back to franchise directors and HR departments. The findings prompted the creation of a new service advisor training programme and a new career pathway programme to becoming a senior service advisor, along with a new career anniversary commemoration initiative and new cross-company competitive incentivisation schemes.
Westmoreland is striving towards the goal of making BMW Group the most diverse and inclusive business it can be. Summit One Farnborough now has six thriving diversity network groups, all of which have launched projects with the help of Westmoreland to support making the company and campus more inclusive. Through the partnership she has driven with Change 100, and the placement of over 30 interns with disabilities, BMW has introduced tactile paving at crossings and on external steps and hearing loops in certain rooms and portable ones for areas without loops. Westmoreland also helped with the rebranding of the ConnectOne networking group – created to represent and connect all demographics – so people were more aware of the group’s goals, and played a leading role in BMW’s participation in Brighton Pride.
Finn has managed the BMW charity partnerships since 2015, including partnerships with Whizz Kidz, Alzheimer’s Society and more recently CALM, having raised £275,000 for CALM since the partnership began in 2022. She has organised various events including climbing Snowdon at night, Pet a Puppy Day, quiz nights, summer parties and lots more. In 2014, Finn was instrumental in forming a partnership with the Community Matters Project Partnership, to which BMW has offered a huge number of volunteering hours, student days and mentoring activities. Finn started the Christmas Gift Drive, which has donated hundreds of gifts locally, and set up a permanent food bank on site to deliver food to local residents who are less fortunate than others.
Andrews has been working with the support and commitment of the business to improve gender diversity in leadership and technology roles across CitNOW Group, surpassing the company's two-year improvement targets in her first year of focusing on the project. Andrews has established a partnership with another technology organisation to provide women in leadership roles with buddy opportunities, enabling connections to a wider network of professionals in a trusted exchange to knowledge-share, develop confidence and empower career progression. Andrews has also helped to create a partnership with Co-op Levy Share with a pledge to donate funds that support STEM apprenticeships, and recently established a partnership with the Early Careers Foundation to offer mentorship opportunities to students from a lower socioeconomic background.
Broad is from a generation that understands and accepts without question the role of DE&I in society, including employees and customers. As a business leader, Broad has taken on the responsibility to personally introduce and champion DE&I across Renault Group, so that all staff feel accepted and can also relate to every customer. His achievements include introducing annual Pride celebrations, inviting guest speakers to present to the business,
leading all DE&I meetings with staff and co-developing the strategy with HR. He has also been an official mentor to develop female talent across the business, meeting with them regularly and, more importantly, learning from them too.
Leading a cross-cultural team of 11 individuals based in both the UK and India, Hill has cultivated a collaborative and agile environment that revolves around actively coaching and developing each team member, leveraging their unique skills and perspectives. She has also initiated quarterly hackathons, intentionally involving colleagues from diverse departments to encourage cross-functional collaboration and problem-solving. This resulted in a significant boost in team morale and innovation. She also worked to expand diversity within her team by hiring a summer intern from the Black and ABLE intern scheme, and participates in knowledge-sharing initiatives across the broader FCE Finance community, even collaborating with external consultants to explore the use of innovative tools like GenAI to further enhance processes and inclusivity.
Kude led the product development charge for Ford Britain to reskill vital gaps within electrification, electronics and controls, big data, management and leadership, software engineering and human-centred design. So far, the scheme is on track to upskill 1000 employees by 2030 – from a diverse range of backgrounds, gender and salary scales.
In the past two years, Ford’s internal communications manager has set a new benchmark, fundamentally enhancing employee engagement. Through his innovative strategies, Loewer has successfully connected with over 30,000 employees, elevating engagement rates by creating inclusive programmes like the Respect campaign, fostering a culture of diversity and creating an environment where employees feel informed, motivated and part of Ford’s evolution. Loewer’s leadership has been instrumental in ensuring that the company’s transformation isn’t just a top-down directive but a shared journey, and by effectively conveying Ford’s narrative, he has created a sense of purpose across the organisation, ensuring that every individual is aligned with the company’s long-term vision.
Price oversaw the HR Talent charge, leading a shake-up and a call to action for Ford Britain, researching, analysing and adopting new providers, and securing a government levy to provide the curriculum to reskill vital gaps within electrification, electronics and controls, big data, management and leadership, software engineering and human-centred design.
Gresty has developed a strong global team in a complex and ill-understood technical field within the automotive industry. He has grown a team comprising team members straight from education through to experienced industry experts. Gresty has drawn these people not only from the UK, but also globally with team members working remotely in Turkey, Austria, India, the US and Poland. He deserves recognition for his ability to pull this team together, designing and running an annual team event to develop working relationships and team spirit across the division. This included many social settings, team games and discussions around people’s cultures, backgrounds and locations.
Roberts has passionately designed and led a number of multi-company programmes to promote skills, work experience and employment opportunities to a diverse range of local young people including those from disadvantaged areas. This has increased job prospects and skills, as well as enabling methods by which employers on the MIRA Technology Park can engage with young people and early careers in a low-cost and highly effective programme. In addition, Roberts has established a number of skills partnerships for the business, to enable training and development programmes to reach a broader audience, often working closely with local not-for-profit and funding providers to maximise impact in the local and broader communities.
Kirby-Keyes spoke to 30 female designers and engineers from the Defender programme to unearth the angles that would guarantee more women taking interest in the Defender brand, while helping to attract a more diverse workforce. She ensured all of these stories about female engineers and designers were shared internally as well as on LinkedIn, on the client-facing website and in retailers. Kirby-Keyes then hired a tone-of-voice consultant to reflect on the language the Defender brand used, finding that the brand had tended to use male-coded words and not many female-coded words. This changed her approach to how the brand wrote to its clients – and she encourages her team to say if they think the brand is straying back to u
Naik started as a committee member of the Pride employee network and went on to chair it. She then moved into a DE&I manager role for three years at a time when JLR didn’t have a DE&I strategy, creating and deploying a business-wide framework, setting up targets and measures, managing all areas of work across recruitment, talent, policy changes, external partnerships, sponsorship opportunities, training, data collection, reporting and many more. One of her most important initiatives was to introduce a measure of JLR’s inclusion index in company surveys – asking employees whether they would recommend the company as an inclusive employer. The number of positive responses has increased by 18 percentage points in two years.
Stanford has been instrumental in reshaping how LEVC approaches business, culture and leadership, ensuring that diversity of background, experience and thought is embedded at every level. One of Stanford’s most impactful initiatives was the creation and implementation of a comprehensive DE&I policy, which is now an integral part of LEVC’s business operations and has led to a more inclusive and supportive work environment. He also developed Guiding Principles & Leadership Behaviours that underpin every aspect of the employee life cycle – from recruitment and onboarding to performance management and leadership development. These principles have redefined how LEVC operates, promoting a more inclusive, equitable and successful business model.
One of Khatun’s passions she takes on in her day-to-day role is ensuring that Lotus is amplifying a diversity of voices and expertise. In particular, Khatun takes action to ensure female voices are put in the spotlight – whether it’s through seeking out female expertise for media enquiries or pushing forward female-led panels at Lotus brand events. To do this, she has worked hard to foster relationships with notable women in the automotive industry, both internally and externally, and embrace partnership opportunities wherever possible. By kick-starting these relationships, she has advocated for them in Lotus’s decision-making process, which ensures the firm continues to endorse female automotive talent, as well as its own female employees.
King is a true champion for female-focused activations through Lotus’s events. In response to feedback that women who come to events feel that they are always in the minority, and the way brands talk to women about EVs can often feel patronising, King organised an all-female press event. Standing strong with Lotus’s ‘For the Drivers’ philosophy, King created a space experience to empower women interested in the performance EV segment. This thinking centred on reaching new and important audiences for the brand.
This was further exemplified through King initiating a collaboration between Lotus and The Deck to host the Savile Row Concours, marking the introduction of the first female-only tailor on Savile Row.
Bhogal co-led a complete refresh of Nexeon's executive leadership team, which also included the need to initiate a culture shift. This involved the design of a new set of company values and behaviours, driving the design and rollout of a new performance management framework. He took the organisation from 40 to 100 and led the transformation to a matrix structure – enabling Nexeon to highlight key missing teams and talent.
Arnost was elected head of events for the Nissan Pride network and has worked hard in building the network across all Nissan entities in the UK. He has organised and hosted events across the country including an inauguration meeting with a guest from Pride365, helping to establish and define the network, as well as explaining how to be an effective ally to the wider network. Other events Arnost has spearheaded include a session for LGBTQ+ History Month and activities in June around Pride Month, including a pride décor craft session to help promote the network and its activities to the wider company.
As a member of the Diversity and Inclusion Board, Gains has contributed to fostering an inclusive culture that values diverse perspectives and supports innovation. Over the past year, he has mentored 10 individuals, helping to nurture their professional growth and leadership skills. Additionally, as a STEM ambassador, he actively engages with the next generation, inspiring them to pursue careers in technology and engineering. His initiatives have helped create a more engaged and inclusive workforce, further driving business success.
For a number of years McCollum has been a driving force behind – and more recently led – Nissan’s DE&I council. This group has proposed and implemented a large number of changes to the company’s physical environment, HR policies and how employees engage with one another. These changes have made significant advancements in promoting diversity in all areas of Nissan GB. McCollum has adopted a strong data-led approach to highlight areas of focus and to leverage board discussions and decisions. Nissan’s internal surveys have shown strong improvements in DE&I over this time, and she has been a key driver of Nissan’s involvement with key initiatives such as Autocar Great Women and the Automotive 30% Club.
Tapley delivers and manages the Nissan Possibilities Project, Nissan’s CSR initiatives that support the disabled and LGBTQ+ communities. Through the Richard Whitehead Foundation project, eight individuals have received running prosthetics, more than 60 supported guide runners have been trained and over 34,000 people have been impacted through Nissan’s Sported Foundation disability scheme. Tapley also oversees a DE&I partnership with Manchester City FC, works with the London Marathon and Great Run series to deliver Nissan’s ‘Cheerzone’ safe spaces, has hosted a DE&I workshop with ambassador Adele Roberts, and introduced Nissan’s engineering team to prosthetics developer Ossur to facilitate productive idea sharing.
Brindle recognised a gap in managing neurodiversity, and to combat that he designed his own training programme for senior staff, based on more than 16 years of experience with a daughter on the autistic spectrum. The need was made obvious when one of his engineers was diagnosed with ADHD, and so required special management and consideration. The training was rolled out across the AMIEO region to around 800 employees. The impact has been to raise awareness of neurodiversity in the workplace and provide guidance and tools for managers and employees on how to recognise and best manage people on the neurodiverse spectrum.
Mohedano works tirelessly to support everyone from executives to young graduates, throwing himself into the details while promoting wider debate and discussion. He supported Nissan’s European R&D team in setting up its Wellbeing initiative, encompassing key pillars like culture, learning, processes, tools and systems, resource management and meetings efficiency. The results have meant that the organisation is now collaborating better, and executive off-site meetings are now people-centric and address issues beyond the vehicles and products.
Bailly has been instrumental in driving the Peugeot brand and UK team to make the LGBTQ+ community a cause to be highlighted and championed, embodying what it means to be an ally. With his direction, and passion to support diversity and inclusivity, Peugeot has grown the number of LGBTQ+ ambassadors and social media partners it works with to increase the representation of a marginalised community, and use its platforms for them to have a voice.
To be able to confidently talk about supporting the LGBTQ+ community externally, it was important to Peacock that this support was also reflected internally through the business’s internal communications. She was fundamental in working with the Stellantis LGBTQ+ Committee, the Diversity and Inclusivity team, and internal communications to put on a number of live broadcasts during Pride Month. Guest speakers from Attitude magazine, as well as from the global brand team, were invited to share their stories, share insights on the challenges facing LGBTQ+ people, and offer support where needed. Peacock’s support for the community, and passion for inclusivity and diversity, will grow beyond what has been started this year with some even bigger plans for 2025.
Vasciminno has been a driving force for change and diversity within the organisation using her marketing skills to make the change, and is the embodiment of how diversity and uniqueness can drive the change within our industry. As an active member of the Women of Stellantis UK, Share, Inspire and Grow initiative, Vasciminno has collaborated with colleague Laurène Daniel to organise events, host panel discussions and create opportunities for Women of Stellantis members to connect and share their experiences.
What started as a mission to empower women quickly blossomed into something much bigger for Daniel, influencing her marketing strategies and everyday work. She weaves diversity into everything she does, from content creation to strategic communication with her fellow Women of Stellantis members. Together with her colleague Elena Vasciminno, she has organised an International Women’s Day celebration, launched a monthly newsletter for the Women of Stellantis community and helped to drive an increase in gender diversity across the senior leadership team and across the wider company.
White has demonstrated exceptional leadership and innovation in her role, particularly through her pioneering research on the female car buyer. By deeply understanding the needs and preferences of this demographic, White works to position Citroën as a brand that resonates with a broader audience, driving inclusivity in the automotive market, but will also challenge other brands to do the same. She has also championed significant brand partnerships, including with The Big Issue and Sign Live. Under her guidance, Citroën has become the only automotive manufacturer in the UK to actively support the hard-of-hearing community in showrooms. This initiative not only enhances accessibility but also reflects White’s commitment to social responsibility and community engagement.
O’Brien is an ally for female colleagues and champions minority groups, and goes above and beyond to support colleagues across Volkswagen Group UK. He remains approachable at any time on DE&I topics, listening and acting on the feedback provided to drive inclusivity. As the sponsor for the Cultural Diversity employee network group, he challenges ways of thinking and pushes his colleagues to make sure they stay on track with the company’s DE&I ambitions. An advocate for inclusion, O’Brien encourages his leadership team and others to build their future succession planning with diversity front of mind, and his mentoring efforts have significantly contributed to the success of VW’s female talent, with several securing positive role moves and promotions.
As well as driving positive public feedback with her excellent social media activities, Wassell is working to increase engagement internally, and has driven a 100% uptick in the amount of volunteering days Volvo has delivered by diversifying the types of opportunities on offer for colleagues. She is driving positive brand perception at a number of different stakeholder levels through her efforts to diversify the possible activities – not just physical, for example – and linking them to topics she knows Volvo employees really care about, and her commitment to publicly celebrating those volunteering efforts creates an atmosphere of collaboration and fulfilment.
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