More Women Break Into Heavy-Duty Trucking

 

The trucking and transportation industry faces ongoing challenges with recruiting, retaining, and managing talent—a significant pain point and major budget item for companies in this field. Addressing this talent shortage is crucial, as the average cost to hire a new employee reaches about $5,000, with the overall expense often three to four times the annual salary of the role. In an effort to attract and retain talent, companies are now actively recruiting women, a demographic that remains underrepresented in the industry. The Women in Trucking Association (WIT) aims to measure and encourage this progress through its WIT Index, a barometer of gender diversity across trucking and logistics sectors.

Tackling Industry Challenges Through Gender Diversity

The trucking industry has unique and persistent challenges, including high turnover rates, employee engagement, and retention. Along with these, technological advancements continue to shape the future of trucking, requiring workers to upskill regularly. Diversity can help mitigate some of these issues by enhancing problem-solving, productivity, and even profitability.

WIT data shows that 37% of participating companies report that over half of their dispatchers are women. Additionally, a survey from the WIT Index highlights that 43% of companies have between 20% and 49% of women in their C-suites. Companies with formal diversity programs make intentional efforts to recruit women, not only to support industry needs but also to promote a range of perspectives that contribute to better decision-making, improved customer insights, and overall organizational culture.

Why the Industry Benefits from Recruiting More Women

Including women in trucking offers measurable benefits that extend beyond filling vacancies. A diverse workforce brings varied experiences and perspectives, which improves decision-making, speeds problem resolution, and boosts innovation. Diversity is also tied to reduced turnover, which is a major cost-saving advantage. Moreover, companies with gender diversity initiatives often enjoy enhanced employer branding, making them more attractive to new talent. For example, companies in the WIT Index that prioritize diversity have seen higher engagement levels, potentially leading to improved retention rates.

These advantages support the broader business case for gender diversity. Organizations that actively include women in their workforce see gains in customer understanding, innovation, and problem-solving efficiency. For a customer-driven industry like trucking, these benefits translate directly to increased satisfaction and loyalty, further helping companies differentiate themselves from competitors.

Key WIT Index Findings on Gender Diversity

The Women in Trucking Association’s WIT Index provides a valuable look at the role women currently play in the industry. In the 2024-25 survey, over 350 respondents reported their organizations’ gender diversity metrics. These companies include for-hire motor carriers, private fleet operators, manufacturers, and logistics companies. The data highlights significant strides in female representation:

• Leadership and Board Representation: Women now hold an average of 28% of C-suite executive roles and 29.5% of board member positions, with around 40% of companies having boards made up of 20%-49% women.
• Safety and Dispatcher Roles: Women comprise 38.5% of dispatchers and 38% of safety professionals within participating companies, with some firms reporting that half or more of their safety teams are women.
• Professional Drivers: While female truck drivers make up a smaller percentage, 9.5% of CDL holders are women—a noteworthy figure given the historically male-dominated nature of this profession.

Not all areas show equal progress; for instance, technician roles have low female representation, with nearly half of reporting companies indicating no women technicians. This points to areas where the industry can further support recruitment and training for women.

How Companies Can Enhance Gender Diversity in Trucking

Many companies are proactively addressing these diversity gaps with strategic initiatives. The trucking and logistics sector increasingly recognizes that to attract and retain talented women, they must look both within and beyond their usual hiring practices and focus on the value each individual brings.

Some strategies companies are employing include:

1. Rethinking Talent Acquisition and Promotion: Companies are focusing on individual qualities and capabilities over strictly industry-specific experience. This inclusive approach allows a broader pool of applicants to qualify and join the workforce.
2. From “Talk to Action”: Organizations that don’t proactively promote gender diversity may find themselves stagnating. By prioritizing gender diversity and thinking long-term, companies can better integrate these values into their culture.
3. Empowering Women in Their Careers: Women tend to apply only when they meet all job requirements, whereas men are often more assertive even when only meeting some. Encouraging women to apply with confidence and to advocate for promotions can help address gender imbalances in leadership roles.

Industry recruiters emphasize that women must also take ownership of their career growth, applying for roles that fit their strengths—even if they don’t meet every requirement. With these combined efforts, trucking companies are not only closing the talent gap but are also fostering a more inclusive and competitive industry that values and supports women.

 

Source:

https://www.truckinginfo.com/10230568/more-women-break-into-heavy-duty-trucking

By Tee Jay Marañon.