Article Summary
Women represent less than five percent of collision repair technicians in North America, facing workplace challenges including microaggressions and talent underestimation, but mentorship programs and inclusive training pipelines are helping the next generation enter and advance in the field.
- Women make up less than 5 percent of collision repair technicians across North America
- Common workplace barriers include microaggressions, lack of appropriate facilities, and underestimation of women's capabilities and potential
- Mentorship and visibility are critical factors helping women progress in collision repair careers
- Industry colleagues are generally supportive, but consumer perception and outside challenges remain significant obstacles
- Training programs that allow students to work while learning are key to attracting and retaining the next generation of women technicians
Toronto, Ontario — A panel at the 2025 SEMA Show highlighted the experiences of women working in collision repair, as both new entrants and long-time professionals described how shop culture, training and consumer perception shape their careers.
The Women in Collision — Perspectives from Newcomers and Veterans session took place Nov. 4 on the Collision Repair and Refinish Stage and featured voices across the industry pipeline: Raven Luna, collision technology instructor at Collin College; Kena Dacus, co-owner and accounts manager at Dacus Auto Body & Collision Repair in Kansas; Stephanie Nitz, Regional Workforce Manager for the Collision Engineering Program (CEP); and Aryanna Solis, a CEP student at College of Lake County who works as a technician while completing her training. The discussion was moderated by Todd Hesford of the Society of Collision Repair Specialists (SCRS).
Hesford opened by asking: “What would you girls like us men to know about what you experience in the collision industry?”
Luna pointed to workplace details others may overlook. “There’s what they call microaggressions -- these are very small things that can come off differently to women,” she said, noting that during her time working in a shop, only men’s uniforms were available and there was no women’s restroom in the repair area. “These may seem innocent and I wouldn’t make a big deal of [them], but it’s stuff [men] are just not aware of.”
Dacus emphasized that the industry still misjudges the depth of its talent pool. “I would just like to remind the men of this industry that there’s a lot of talent that is being overlooked,” she said. “We’ve proven we can do just about anything in this industry as well as the men can — whether it’s front office stuff or technician work.”
Young technicians face a similar barrier, said Solis. “I feel like the number of capable women is frequently underestimated. I’m 21 and one of two female technicians under 25. We get looked down on a lot because we’re young and women.”
While the industry can be challenging, Solis said mentorship has helped her progress. “I have quite a few mentors at my shop. I go to the other female technician a lot, but I also go to others as well.” She added that being a woman can sometimes build collaborative bridges rather than barriers. “Sometimes I feel it is easier for me to approach the older men at work because I am a woman and they’re just more open and understanding.”
Nitz stressed that inclusion should not be misunderstood. “Inclusion is not about lowering the standard. It is about recognizing potential,” she said. “We may not look like what you’re used to… but we’re still able to do the job well.”
Dacus, who has spent a decade managing a collision centre, said industry colleagues have been supportive throughout her career. “As a shop owner, I have never felt I didn’t have support from other shop owners — male or female,” she said. She noted that challenges more often come from outside the trade. “I feel a lot of support from people within the industry. But I still feel dealing with consumers is still a big challenge. It is better now than when I started 10 years ago.”
The broader landscape underscores the discussion’s urgency. Women currently represent less than five percent of collision technicians in North America, according to recent data from the Women’s Industry Network (WIN). Panelists noted that visibility, mentorship and better training pipelines — including programs like CEP that allow students to work while learning — are key to attracting the next generation.
Looking ahead, Nitz said representation itself will shape the workforce. “Seeing women in the industry will make a difference,” she said. “The next generation will see that as validation and feel like the industry is more welcoming, too.”
