Strengthening Support for Women on the Plant Floor

Strengthening Support for Women on the Plant Floor

As Jane Thomas, Teijin Group Chief Representative of the Americas and President of Teijin Holdings USA Inc., steps into her role as incoming Board Chair of Women in Manufacturing (WIM), she’s challenging the industry to pay closer attention to the women it too often overlooks—those working on the plant floor.

For years, much of the industry’s attention has centered on helping women break through to leadership roles. Thomas sees that as important work—but incomplete. She points to what she calls “sticky floor syndrome,” where women remain in entry-level or hourly roles without clear pathways forward. “They have the least amount of power in the organization,” she explains. “Sometimes I feel like they’re an invisible cohort for us that I want us all to help more.”

When asked what a stronger future could look like for women on the plant floor, Thomas focuses on removing the barriers that keep them from progressing and feeling supported in their roles. That starts with workplace respect. She emphasizes that expectations around behavior cannot be assumed—they must be taught. In her experience, walking through a company’s code of conduct with employees can be eye-opening. “A lot of light bulbs go off,” she notes, as workers begin to recognize treatment they had previously accepted as normal.

That normalization is something Thomas understands firsthand. Early in her career, she encountered behavior she now recognizes as harmful—but at the time, she viewed it as part of proving resilience. “I almost accepted it as a sign that I was tough,” she says. “What I didn’t realize is the toll it takes on your mental health.” Too often, she adds, women feel they have two choices: tolerate the environment or leave the industry entirely. Neither is acceptable.

Addressing this requires both cultural and structural shifts. Thomas highlights the importance of confidential reporting systems that employees trust, along with tangible safety improvements such as better lighting and security for those leaving facilities at night. Just as important is psychological safety—ensuring that concerns can be raised without fear of retaliation.

Beyond safety, she sees opportunity in visibility and representation. When women don’t see leaders who look like them on the plant floor, manufacturing can feel like a space where they don’t belong. Increasing that representation—along with proactive outreach—can help reshape perceptions of the industry. Thomas also challenges the misconception that manufacturing lacks purpose. “Most women want to do work that helps people,” she says. “Manufacturing isn’t always perceived that way—but much of it directly protects and improves lives.”

Still, barriers remain. Limited flexibility, lack of childcare support, and traditional workplace structures can make it difficult for women to stay and grow in these roles. Thomas is direct in her assessment: these systems were not designed with women in mind, and they need to evolve.

One of the most effective tools for navigating these challenges, she argues, is mentorship. While formal programs are valuable, Thomas encourages women to take initiative. “If your company doesn’t offer a mentorship program, get a mentor anyway,” she advises. Having someone to provide perspective, challenge assumptions, and offer guidance can be transformative—not just professionally, but personally.

That belief is rooted in her own experience. A mentor once helped her reframe how she approached setbacks. “He held a mirror up to me and showed me how I was contributing to the challenges I was facing,” she says. “I had wrapped myself in a victim role.” That shift toward ownership and agency became a turning point—one that accelerated her career. "I stopped using victim language and I started talking about empowering language and what I could do.”

For women entering manufacturing today, her message is direct: you are not alone, and you do belong here. Organizations like WiM play a key role in reinforcing that sense of connection and possibility. “It’s a phenomenal place,” she says. “It gives you optimism.”

Under Thomas’s leadership, that optimism is paired with action—focused on ensuring that every woman in manufacturing, especially those on the plant floor, has the support, safety, and opportunity to build a career that lasts.

Not a WIM member yet? Join today to gain access to exclusive resources, networking, and professional growth opportunities. Just complete the Membership Interest Form or contact lpianecki@womeninmfg.org to learn more about individual and corporate membership options.