As labor shortages and soaring turnover rates persist in the trucking industry, it becomes pivotal for enterprises to build a more inclusive environment by addressing the distinctive experiences and issues of female drivers.
The female demographic makes up 13.7% of the truck-driving workforce, marking a 3% rise since 2019. This increase underscores the growing importance of female drivers in the industry, and highlights the need for their inclusion in organizational norms and procedures.
Studies reveal noteworthy attributes associated with female drivers. For instance, women are 20% less likely to be implicated in accidents and exhibit higher retention rates than their male peers. Despite these favorable characteristics, women in trucking confront unique obstacles and worries that must be tackled to cultivate a more inclusive workspace.
Safety and equality in facilities are prevailing concerns among female drivers. Numerous drivers report unease and safety risks due to subpar facilities and male drivers frequenting women’s restrooms. A study conducted by JW Surety Bonds provides a startling insight into this issue. The survey found that 68% of female truckers sleep in their trucks, with 74% feeling more secure with a bat or club and 72% carrying pepper spray for self-defense.
These statistics are a stark reminder of the daily challenges faced by women in the industry. It’s incumbent upon trucking companies to secure the safety and welfare of their female drivers by guaranteeing that suitable, safe facilities are at hand. Fostering a sense of security within the workforce is both a moral obligation and a catalyst for higher productivity and employee satisfaction.
Advancement and Professional Training
Professional advancement and training are other facets of the industry where female drivers often encounter difficulties. A significant number of women report unsolicited physical advances during training, with 46% experiencing at least one such episode. Moreover, one-third of female drivers disclosed that they were unable to shadow a trainer of the same gender.
The issue of having more female trainers is a bit of a conundrum. There’s a crucial need for more female trainers, but it’s often challenging to staff trainer cohorts with women. The industry must focus on recognizing accomplished female drivers and incentivize them to take up trainer roles. This effort could create a cycle where more female drivers inspire more women to join the profession — and stick around.
Beyond training, women accounted for merely 22% of board director seats and 9% of top executive positions in the 14 publicly traded carriers. This disparity might not always indicate a leadership-level bias, but could simply reflect the current composition of the industry. We need more women to desire these roles — therefore, we need to listen to the concerns of women and adjust trucking workplaces accordingly.
Moreover, increased female representation across the industry, from drivers to trainers to leadership, would result in a broader diversity of perspectives. All these efforts together will play a significant role in creating a more balanced industry where all drivers, regardless of gender, realize equal opportunities for growth and progression.
Disparities in compensation and benefits add to the hurdles confronting women in the trucking industry. Even though pay is determined by the number of miles driven, male drivers still earn 1.3 times more than their female peers, according to a 2022 Bureau of Labor survey.
Furthermore, women frequently grapple with insufficient childcare or family leave benefits, making it tough to balance professional and personal lives in a male-dominated sector. Addressing this imbalance requires a holistic view of employees’ lives, acknowledging that providing robust support systems for families can contribute to a more satisfied and motivated workforce.
Monitoring Workforce Feedback
Addressing these issues promptly is critical for shaping a more diverse and inclusive workforce within the trucking industry. Enterprises with female drivers report a 95% lower turnover rate than those without, underlining the importance of integrating the viewpoints and experiences of female drivers into corporate decisions and policies.
Regrettably, most carriers only become cognizant of issues three to four months post-incident. Real-time worker feedback platforms present a valuable solution for accruing anonymous feedback from female drivers as issues arise. By enabling management to promptly integrate their insights into company-wide enhancements, these platforms empower women in the industry to contribute to shaping their work environment without the fear of backlash. By promoting open dialogue and engaging with female employees, companies can cultivate a more inclusive and supportive work environment beneficial for all drivers.
Considering the aging trucking workforce, the American Trucking Associations identified the need to recruit nearly 1.2 million new drivers over the next 10 years to maintain balance with retirements and rising demand. As the industry paves the way for a new generation of drivers, honest feedback from drivers is needed to reassess the concerns and praises of tomorrow’s workforce, and identify what’s needed to usher more women into the industry. Through worker feedback platforms and specific improvements, companies can construct supportive work settings that encourage all drivers’ retention, safety, and overall job satisfaction.
Feedback from female drivers into corporate policies and practices is key to nurturing more inclusive workplaces in transportation. By proactively engaging with their female workforce, companies can pinpoint areas for improvement, tackle unique issues and construct a supportive ecosystem where every driver can prosper.
Companies that successfully utilize tools to continuously listen to the voice of their workforce are better positioned to enforce targeted enhancements, foster an encouraging work atmosphere, and attract and retain a diverse and qualified workforce. These companies are adept at navigating the complexities and prospects of the contemporary transportation landscape, ensuring that their workforce reflects the diversity of the communities they serve.
The trucking industry’s future lies in its ability to adapt and evolve to the needs of all its workers. By prioritizing diversity and inclusivity, we can create a resilient and dynamic industry that recognizes the value and potential of every individual, regardless of gender.
Max Farrell is co-founder and chief executive officer of WorkHound.
