Congratulations to Georgina Fernandez, OES Sales Coordinator at Cummins Drivetrain and Braking Systems, Our January Member of the Month! 🎉👏

Can you tell us a little about you, your background and how you got started in the automotive industry?
After earning my PGDipED in Modern Foreign Languages, I began my career as a teacher in diverse educational settings, including adult education, secondary and primary schools. This experience gave me management and leadership skills I would later transfer to a career in automotive, besides the ability to differentiate instruction for inclusive environments. Recognizing the challenging work-life balance in the UK teaching sector, I decided to change my career path.

I became a multilingual breakdown coordinator at Volvo Trucks UK, where I discovered my passion for the heavy vehicle industry. Although I thrived in that role and loved my team, the unpredictable shift patterns prompted me to seek greater stability. I transitioned to a Customer Service Representative position at Meritor, specializing in brakes and axles while managing the Volvo account. This role enriched my understanding of customer needs and service targets, allowing me to navigate both sides of the service equation effectively. With hard work and dedication, I was promoted to Team Leader, where I used to oversee a team focused on OES customers, actively managing escalations and operational decisions. My background in education has empowered me to cultivate a supportive and dynamic team environment, highlighting the importance of mentorship and development in the workplace. I am passionate about championing women in the industry and creating opportunities for future generations to thrive.

What is your current role, and what are your primary responsibilities within your organisation?
With over six successful years in Customer Service, I made the ambitious leap to Sales following Cummins' acquisition of Meritor. Currently serving as the OES Sales Coordinator, I am proud to be part of the leadership team within our Business Unit. In this role, I coordinate with sales managers and oversee strategic projects that align with our company's vision. I also manage forecasts, ensuring that we not only meet but exceed our goals. I am excited to contribute my skills and passion for driving results in a dynamic and collaborative environment.

Who was your toughest critic, and how did their feedback shape your journey?
I have always been my toughest critic, pouring my heart into everything I do, which can make criticism feel deeply personal and demoralizing. Though I’ve encountered harsh critics, I’ve learned to distinguish between those who genuinely offer constructive feedback and those who revel in seeing others lose their confidence. This is not true leadership. I vividly recall a time when I received ambiguous feedback that caused confusion and undermined my self-esteem. Yet, by seeking out different perspectives, I found someone who could deliver negative feedback with clarity and kindness. That experience ignited my passion for inspiring leadership that empowers others. I want every woman who reports to me to feel safe, supported, motivated, and confident, knowing I am in their corner. I vowed never to let anyone feel the way that non-constructive criticism made me feel, and I invite other women to rise together, fostering an environment of compassion and growth.

How have mentors and sponsors played a role in your career, and how do you recommend finding and cultivating these relationships?
I have been fortunate to have two female managers who recognized my potential from the start. They never ridiculed me when personal events affected my performance; instead, they made me feel heard, respected, and validated. They consistently encouraged me to embrace new challenges, reminding me of the growth they saw in me, even when I couldn't see it myself. Additionally, though they were not officially "mentors," I connected with other experienced colleagues in different functions who showed kindness, understanding, and patience. Their willingness to share their career journeys enriched my own path. As someone who deeply values relationships, I remember conversations vividly. I believe that every person you meet can teach you something of excellent value.

What keeps you motivated and driven, even during challenging times? 
More than a decade ago, I dedicated my life to teaching, and I still cherish the moments when former students reach out to share their achievements. Whether it’s passing a language certification, embarking on a teaching journey abroad, or becoming the first in their family to attend university, each story brings a smile to my face. Their gratitude for the encouragement I offered fuels my passion for inspiring others. Now, with ten years in the automotive industry, I find myself in awe of my senior colleagues. Their depth of knowledge and unwavering confidence ignite a spark within me. I also see a wave of junior colleagues who are fearlessly challenging the status quo, reclaiming our industry as an empowering space for women. I’ve had the honour of speaking with many young women as they grapple with doubts about pursuing careers in this field. It is inspiring to see how women, step by step, have paved the way over generations, and this realization keeps me motivated during tough times. Together, we are building a future where every voice is heard and valued, and I am excited to be part of this transformative journey. Let’s continue to uplift one another and break barriers—together, we can create a brighter tomorrow.

How do you challenge outdated mindsets and systemic biases within the industry?
As women, we have often been conditioned by society to apologize for everything—even for aspects beyond our control—and to prioritize others over ourselves. This mindset not only holds us back but also fills us with crippling self-doubt. I have faced this struggle myself (hello, impostor syndrome!). The weight of criticism can be overwhelming, especially as we juggle numerous responsibilities while wearing multiple hats. The unrealistic standards we are held to can feel impossible to achieve. I have seen women hesitate to apply for jobs because they didn't meet every single qualification. I’ve watched talented employees believe they don't deserve the flexibility they need to return to work after maternity leave or following a diagnosis of a condition that disproportionately affects women. Outdated mindsets within certain organizations do little to help; it often feels like women must run twice as fast to achieve career advancement. I actively challenge these views and promote a culture of encouragement, compassion, mutual empowerment, diversity, inclusion, and allyship among my peers. Employees enrich workplace cultures rather than having to conform to an unchallenged system. If we expect employees to grow and learn every day, then why shouldn’t we hold companies to the same standard?

How can organisations effectively measure the impact of their diversity and inclusion initiatives?
A wise person once said, "Insanity is doing the same thing over and over again, expecting different results." As a company, you must assess whether you are effectively attracting and retaining a diverse workforce, or if your senior ranks are predominantly filled by individuals from the same demographic. Good intentions are insufficient; you must fully commit to supporting employees using the same holistic approach expected from education professionals in nurturing individuals. If your female, ethnic minority, neurodivergent, or other underrepresented employees are stepping back or only reaching limited levels of seniority, or if you are seeing a decline in their interest in joining your organization, it is imperative to question why this is occurring. Employers need to face the reality that among newer generations, women are outpacing men in obtaining higher education qualifications. The education system and society are becoming increasingly diverse, and companies must evolve accordingly. Success today is measured not just by profit, but by social responsibility as well.

Favourite business or leadership book?
I recently finished reading "Dare to Lead" by Brené Brown, and it really resonated with my preferred leadership style. I believe in a leadership approach that is not defined by titles or corner offices but is instead rooted in a genuine desire to nurture and coach those who report to you.

What’s your personal career motto?
I live by two powerful mottos: “Look in the mirror; that is your true competition,” and “There is no growth in the comfort zone.” These reminders motivate me to challenge myself and strive for continuous improvement, pushing beyond barriers to unlock my full potential.