Stephanie Awad

Meet Stephanie Awad, Financial Controller at Jowett Motor Group, whose role is to make sure the gears keep turning both financially and operationally across multiple dealerships. From forecasting and budgeting to guiding teams through the fast-paced realities of dealership life, Stephanie sits at the intersection of business performance and people leadership.

Her journey is one of resilience, ambition and impact. Starting out as a graduate accountant, Stephanie has built a career in a traditionally male-dominated space through determination, integrity and a commitment to continuous growth. In 2019, she faced an extraordinary personal and professional challenge, navigating a cancer diagnosis while pregnant with twins all while continuing to work, lead and grow into the role she holds today.

In this interview, Stephanie shares what it really takes to succeed in automotive finance, the qualities she looks for in future leaders, and how the industry can continue to create space for women not just to enter, but to thrive.

Explain your job to us? 

I’m a Financial Controller, so my job is to make sure the dealership numbers actually stack up at month end. I support the teams with forecasting and budgeting, and provide financial guidance across the dealerships whenever they need it.

What was your first job?

My first job was as a tax accountant – very exciting stuff. 

What do you love about your job?

Within a dealership you’re dealing with multiple businesses under one roof, each with its own pace, pressure points and personalities. It means no two days are the same, I’m constantly navigating different working styles which keeps things interesting.

What challenges do you face in your job? And in a male dominated industry?

The industry has definitely evolved since I started. The biggest challenge early on was being taken seriously and having my opinions genuinely valued. That’s shifted over time, and I do feel respected and listened to now.

What are the most important traits to look for when hiring a new employee?

The most important trait for me is initiative. You can teach almost any job with the right training, but you can’t teach someone to want to learn. You need that mindset, curiosity, ownership, and the drive to figure things out because that’s what actually makes someone successful.

What do you consider before promoting someone?

Given how fast paced the business is, the two things I look at before promoting someone are work ethic and proactivity. If someone consistently shows up and takes initiative without being pushed, that’s what tells me they’re ready for the next step.

How does an employee make an impression on you? What traits make people stand out?

For me, an employee makes an impression when respect goes both ways. It says a lot about the kind of company you work for when managers show respect to their people and get it back in return. That mutual respect is what makes someone stand out.

How do you handle failure and setbacks and overcome challenges?

It’s a hard question because I do take failure personally, but I’ve learnt that some things are simply out of your control. You keep your head up and keep going. Mistakes are there to be learnt from - the quicker you take the lesson and move forward, the better you get at handling setbacks.

Has there been a pivotal moment in your career? 

A pivotal moment for me came in 2019. I was diagnosed with Hodgkin’s lymphoma while pregnant with my twins, and I went through six months of chemo during the pregnancy, then more treatment and radiotherapy after they were born, all while continuing to work. It was a huge challenge, but having incredibly supportive leaders around me made all the difference. Work gave me structure, distraction and a sense of normality that kept me grounded.

I’ve been in the industry a long time, starting as a Graduate Accountant, but that period really shaped me. It reminded me how resilient I could be and pushed me to keep growing into the role I’m in today.

How do you help develop others within the business?

I help develop others by keeping regular, diarised catch ups in place. It gives me dedicated time with the team, whether it’s coaching or walking department managers through their financials. Those consistent check ins make it easier to train, support and lift capability across the business.

How do you go about attracting and retaining female talent in your workplace?

JMG as a group is doing a lot in this space with paid maternity leave, International Women’s Day celebrations, and our partnership with Women in Automotive. For me, it’s about making sure every woman in my team and every woman considering joining us, knows they’re valued.

That means being visible, backing their development, calling out their wins, and making sure they feel supported in the day to day. It’s not just about attracting female talent, it’s about creating an environment where they want to stay and grow.

How do you approach work/life balance? 

I’m very fortunate to have understanding bosses and to work for a family run business that genuinely values family. For me, it comes down to being as efficient as I can at work so I can head home and actually spend time with my family.

What is the best piece of advice you were ever given?

Stay true to your values and stand firm, considering the male dominated industry, it’s important you have a backbone. 

What can the industry do to make itself more appealing to women?

The industry is already far more appealing than it was 6 or 7 years ago. The key now is to keep building on those small wins - better practices, more visibility, more support. Over time, that consistency is what will attract more women into the industry.