Confident, resilient women have a place and can excel in the RV industry. But having mentors and role models, a welcoming work atmosphere and opportunities for career development and growth are key to their success, according to Susan Carpenter, president and chair of the RV Women’s Alliance (RVWA).
The RV industry has made “significant strides in putting women into leadership roles,” she says. “Many companies are actively changing their mindsets and making sure they bring more diversity to the table.”
RVWA works to amplify the number of women in the industry and in leadership roles. This plays out in the organization’s growth, which has swelled from 200 members in 2019 to 1,700 members, representing more than 500 companies, in 2023.
Carpenter attributes the association’s membership boom to a switch from “finding more members to bringing new value to membership.” Being able to meet in person again after perfecting virtual events during the pandemic also opened doors that caused its membership to swell.
“It’s like the ‘Field of Dreams.’ If you build it, they will come,” she says. “Our members are talking about the great things we are doing and it’s attracting new members.”
Three-Pronged Leadership Approach
RVWA focuses on three areas to deliver value to its members: mentorship, education and networking.
“These three buckets are the framework for how we put together our programming,” says Denise Chariya, RVWA president-elect and director of marketing at THOR Industries.
Mentoring, she says, maximizes women’s opportunities in the industry. RVWA pairs mentors and mentees holding different positions across the industry in a one-year mentorship program.
“We’ve gotten great response from the people involved,” she says. “Though the program lasts for one year, it’s become obvious that people will continue these relationships after the mentorship ends.”
Networking also becomes really important for women’s success across the industry, she adds.
“We’ve identified a need for diverse types of networking opportunities. It cannot be just the typical happy hour networking,” she says. “Those opportunities don’t always work well for more introverted people.”
RVWA has increased its focus on one-on-one networking and community service events, where members can volunteer and develop industry contacts at the same time. If a member participates in a Habit for Humanity event, for example, they meet industry professionals as they work side by side.
“Volunteering is networking,” Chariya says. “It’s networking without the pressure. You don’t have to attend a cocktail party and mill around talking to strangers.”
The association will hold its inaugural RVWA Camp Out in May. Currently, more than 100 members have signed up to attend the Elkhart, Indiana, event.
“The camp out will include service work with the Girl Scouts of America, networking opportunities and outdoor fun,” she says.
Education is another way that helps build skills women need to advance their careers, Chariya adds.
“The pandemic taught us how to do virtual learning and meet the needs of members across the country,” she says. “We have a workshop this month on DiSC profiling, where participants can take the DiSC assessment.”
DiSC stands for the four main personality profiles described in the DiSC model: (D)ominance, (i)nfluence, (S)teadiness and (C)onscientiousness. The expert in charge of the workshop will give each person an overview of their personality traits and how it affects all aspects of their life.
In 2022, RVWA held its first symposium in Chicago. The association plans to host the event again Oct. 11-13 at The Renaissance Schaumburg Convention Center Hotel in Chicago.
“Last year, we focused on leadership and partnered with Purdue University. This year, the focus will be on emotional intelligence and conflict resolution. We will also have a DiSC assessment opportunity and will look at managing across generations.”
When RVWA asked members how they wanted to see the symposium improve, the common thread in their responses was a cry for more networking.
“This year, we are bringing back the uncomfortable, but fun, lunch where you are assigned to a table with people you don’t know,” Chariya says. “We are also going to do speed networking, patterned after the speed dating of the 1980s.”
These exercises are designed to help women develop the confidence they need to lead, according to Chariya.
She adds, “We give confidence to women who might not otherwise have been able to break that glass ceiling. Women are perfectionists and think they have to be all that before they can go after a job. We give them the confidence they need to change that mindset.”
Carpenter adds that changing mindsets is why RVWA opened its membership to men as well. Today, men represent 10% of RVWA’s members.
“It takes both men and women to change mindsets and make a change,” she says. “Men can learn as much from women as women can learn from men.”
How RVWA Leads on Leadership
Besides helping women grow into leadership roles in their careers, RVWA also gives women opportunities to lead within the association itself, according to Carpenter.
“We have one paid employee,” she says. “The rest is run by volunteers. Members can volunteer in any of our programs. It’s a fantastic way to network and hone your leadership skills. We have many programs where members can take a leading role.”
The organization helps women hone the soft and hard skills they need to advance their careers. They can master these skills in workshops and other educational programs or through volunteer efforts within the organization. Both strategies are beneficial, they say.
“Whether you’re on a task force for an RVWA program or participating in a program, you are exposed to different people and leadership styles,” Chariya explains. “I came to the RV industry four years ago. It can be challenging – and a little intimidating – when you first enter this industry. RVWA does a wonderful job of creating moments and opportunities for you to feel comfortable and get to know people.”
Chariya shares how RVWA helped her grow into progressively higher leadership roles. After sitting on the board for two years, she’s now RVWA’s president-elect.
“I will spend the next two years learning from Susan, so I’m ready to take on a greater leadership role,” she says.
Carpenter adds she’s looking forward to passing the baton to Chariya, as it’s important for organizations to identify next-generation leaders and step aside to make room for them.
“It’s healthy to have rotation,” she says. “Because other people bring different ideas to the table. I am excited that RVWA is ready to start succession planning and leadership rotation. Denise brings a refreshing viewpoint and a lot of education to the role. I think she’s going to knock it out of the park.”
As more women assume leadership roles, it’s vital to share their stores with others, adds Carpenter.
“Women need to see other women holding leadership positions,” she says.
RVWA has partnered with media outlets and uses its social media for member spotlights.
“The association selects random members from the membership pool and interviews them, then shares their stories on social media and through media partners.
“The spotlights give them a chance to shine and lets others see how women are contributing to the betterment of the RV industry,” Carpenter says. “And when we show women in leadership roles, it gives other women the confidence to go after these roles too.”