Ford Unveils Holographic Technology to Keep Eyes on the Road

Ford, working with Scottish company Ceres Holographics, showed off last week what could become the future of head-up displays, or HUDs as they’re commonly known.

HUDs almost magically display useful information such as speed and turn-by-turn directions on the lower part of the windshield, where it can be seen without taking the driver’s eyes off the road. For years now, automakers and their suppliers have imagined an autonomous world in which cars drive themselves, and the glass currently needed to see traffic could be turned into big display scenes at will. But the arrival of full self-driving is still a long way off.

At a conference in Detroit, Ford displayed an interim step: what might be called HUD 2, a bright, clear display stretching across the windshield with three sections, two for the driver and one for the passenger. The latter, which could include projected video, would not be visible to the driver.

Andy Travers, the CEO of Ceres Holographics, says that the new display possibilities could be interactive, and help solve the dangerous situation of driver distraction using current controls.

“It’s compelling cost-wise for automakers to put everything on the screen,” Travers says. “And they’re hiring programmers who are used to working with computers, not mobile cars that need to have drivers watching the road. We think it’s a lot better to make choices from projected images on the windshield than having to look away to a centrally mounted screen.”

Chrysler’s Halcyon EV includes advanced HUD concepts.
Stellantis

The windshield incorporates Ceres-developed (with Eastman and Carlex) thin-film technology that is produced with embedded holographic optical elements and then sandwiched between laminated glass sections to enable a transparent display of any kind of information. Travers says the film will not discolour over time. An inexpensive LED projector, technology in use now, is built into the instrument panel.

Regulators are taking notice of the distraction problem. According to Matthew Avery, director of strategic development at the safety agency Euro NCAP, “the overuse of touchscreens is an industry-wide problem, with almost every vehicle maker moving key controls onto central touchscreens, obliging drivers to take their eyes off the road and raising the risk of distraction crashes.”

Janice Tardiff, a coating application technical expert at Ford, says the passenger display on its initial prototype vehicles would target entertainment and possibly business applications.

The driver would get fuel or charge level, speedometer, navigation, and, on the centre display, points of interest and music. In a customer clinic testing the technology, participants liked the idea of being able to see sports events and movies, but weren’t sure that the clarity was sufficient for business applications. Some wanted the displays to be bigger.

Use of the film has been thoroughly tested and approved for next-generation HUD use, Tardiff says. The next steps are to improve colour, brightness, and resolution, optimise the size of the displays, and ensure good performance under different light conditions, she says.

HUD was an option on the Oldsmobile Cutlass in 1988, and it’s been steadily evolving since. Other companies are working on holographic technology, including Hyundai, Stellantis, Jaguar Land Rover, and General Motors. Technology shown by a U.K. company called Envisics on this year’s Chrysler Halcyon EV concept car imagined images on auto windows that would show points of interest along the chosen route, allow video calls en route, and map constellations in the night sky.

But not all of this would be able to go into current cars.

“While all this visual information is probably too distracting for a driver in control of the vehicle, it may not be when the vehicle is operated in an autonomous Level Four mode,” according to Envisics. “At this level, the driver can relax and utilise these functions and features.”

But some of it will be seen soon. A Chrysler/Dodge spokesman, Darren Jacobs, said via email, that “select design elements and features [seen on the Halcyon] like the head-up display and SmartCockpit are ready for production and will be included in Chrysler’s first all-electric vehicle.”

The Ford-Ceres technology is possible for production today, and it could lower driver distraction and prove satisfying for auto buyers—especially if image clarity can be improved.

Steven Clark had the unpleasant task of firing a 24-year-old—twice. Once was in a brief conversation with the new hire, who’d showed up late or not at all four times in his first week at a construction job.

Then Clark had to do it all over again, this time with the guy’s mother.

She called him a few hours later, pleading to give her son another chance. When Clark told her no, things got heated before he ended the call.

“I said, ‘Look, you know, this is between us and your son. He’s the employee,’” says Clark, who is chief operating officer of a Fairbanks, Alaska-based staffing firm.

Gen Zers make up nearly one-fifth of the adult workforce, and bosses and recruiters say it often feels like the nervous parents who hovered over them through childhood and college are right alongside them. What began as the occasional parent ride-along to a job interview coming out of the Covid era is now full-on career “co-piloting,” said Jasmine Escalera, head career coach at résumé templates service Zety.

More parents are calling up hiring managers, applying for jobs on their adult child’s behalf, and even showing up—or lurking just off-screen—on Zoom calls to help navigate difficult conversations or go over benefits packages.

“The first time it happened, I was appalled,” says Clark, who has fielded calls from parents asking why their child didn’t get a job. “Since then it’s become more of a here-we-go-again reaction.”

Human resource professionals have expressed outrage on social media.

“Parents should not be calling employers to check on their application status or ask questions on behalf of their child,” says Lynne Alba, a director of talent acquisition and physician recruitment at a large health system on Long Island, who vented about the phenomenon in a Tik Tok video she reposted on LinkedIn.

At a recent job fair, a mother approached Alba with her daughter’s résumé, explaining that she wanted to work as a nurse. “While I appreciated that she was trying to help, I intentionally shifted my attention to her daughter. No matter what Mom said, I wanted to hear directly from the candidate,” says Alba.

Some parents who step in say it’s a challenging job market for young people, and that they would only intervene in extreme circumstances—social anxiety, a toxic boss, unfair treatment. There’s also a gray area of intervention that some see as an extension of the parental advice and networking help that’s been happening for generations.

Rick Wainschel last year published a post on LinkedIn asking his network to help his daughter, a recent college graduate, find a corporate entry-level position.

Wainschel, a vice president at an automotive marketing technology company, says he doesn’t think his outreach qualifies as helicoptering. “Well, maybe a little,” he said, before quickly adding he was being half tongue-in-cheek. “It was really merely just to help her get a network established. I just think the work world is a challenging place.”

Wainschel’s post, which was OK’d by his daughter on the condition he didn’t embarrass her, didn’t lead to a job but did result in productive conversations, he said. She found a job with a credit union on her own shortly after.

Recruiters and other HR types say aggressive parental involvement signals a lack of independence and raises fears that mom and dad will be checking in regularly if their kid gets hired.

What’s more, they say, such interference rarely, if ever, works.

The phenomenon is becoming so commonplace it made the agenda of human resources organization SHRM’s national conference in June. When James Harrell asked a room of 250 professionals if they ever had a parent calling on behalf of a young employee or coming to an interview, more than half raised their hands.

“The first time it happened to me, I got high up on my soapbox and I shook my fist,” Harrell says. “The 15th time I said, ‘OK, well, I gotta figure out how to do something differently.’”

Harrell helped run an apprenticeship program for high-school students while he was the human capital management chief for the San Antonio Independent School District. To run interference, the district introduced a “signing day” when parents could come and ask questions.

After a Gen Z employee at Nation’s Best Holdings, a chain of hardware and home goods stores, didn’t get an “exceeds expectations” designation on his performance review last year, HR chief Amber Little got a call asking why.

It was one of a number of calls from parents her office has picked up recently about issues ranging from negative feedback to understanding which health insurance plan to choose. Little has even noticed parents are now calling in sick for their adult kids.

“Instead of coaching them, they do it for them,” Little says. When it happens, she adds, “we encourage them to tell their child to come talk to us and we will walk them through it.”

A Zety survey of more than 1,000 Gen Zers found 20% had a parent attend a job interview with them.

“You get a sense it’s all hands on deck for some families,” says Keith Wolf, managing partner of recruiting firm Murray Resources in Houston. His office has received emails from parents seeking jobs for their children, and Wolf says he’s always wondered if the kids even knew.

Paul “PB” Branson, who graduated from the University of Missouri-Columbia in May, bristles at the thought. The 22-year-old says while he understands their anxiety, parents shouldn’t be joining their children’s job interviews or contacting employees on their behalf.

“That trend,” he says, “has really hurt my generation by creating this kind of stereotype that we need our hands held.”