It’s no secret that most of the trucking and transportation industry is men. Though women make up 47% of the overall workforce, they account for just 7% of drivers. That number is, slowly, rising. In 2010, it was just 4.6%. But with the truck driver shortage—which could be as extensive as 160,000 by 2028—trucking companies need to recruit talent wherever they can find it. Even if the numbers are still small, women truck drivers do exist, and if you provide a comfortable environment, you can expand your hiring pool to include the other half of the population, too.
Besides just expanding your talent pool, hiring women truck drivers might even improve your fleet safety program (link to “Fleet Safety Program: 4 Important Things to Remember”). Numbers show that female drivers are 20% less likely to be involved in a crash and 60% less likely to commit hours of service violations.
The reality is that many women avoided trucking not only because of perceived safety issues, but because truck driving often requires long hours away from the family. However, with more women putting off starting a family, and family dynamics shifting to encourage men to stay home with the kids, now is the time for the trucking industry to attract and retain women truck drivers.
Keep reading to learn how you can support women in trucking and make women truck drivers part of your recruitment strategy going forward.
Create and Enforce a Safe Environment
The sad truth is that many women avoid a career in the trucking industry because of a perceived sense that the job isn’t safe for them. From discrimination at the actual job to the dangers of on-the-road life for women, many will look elsewhere for employment.
In order to attract women truck drivers to your job, it’s imperative that you have a no-tolerance policy for sexism on the job—and that you actually enforce that policy. This means cracking down on jokes, even if they’re “just jokes.” It also means listening to your female truck drivers if they report harassment. Have a documented, comprehensive policy and procedure for dealing with sexism, and be certain those policies have been communicated to and signed by every employee on the job.
The most important part is that these policies go beyond words. Sexism, harassment, and discrimination of any kind needs to be dealt with swiftly and strongly.
Connect with Women in Trucking Organizations
Though the percentage of women truck drivers is low, a bustling community has formed to support those who choose to get on the road. The Women in Trucking Association is a non-profit dedicated to encouraging women in trucking and minimizing the obstacles they face in the industry. Use their resources to get informed about the realities women face when entering this industry.
The Women in Trucking Association isn’t the only organization for women truck drivers. Search for local chapters or Facebook groups that support female truck drivers, too. You can use their network to share your job post (link to “Hiring Truck Drivers: Top 3 Strategies from a Pro”). Once you do hire female drivers, encourage them to participate in these groups or organizations, and support that participation in whatever ways you can.
Pay Them Well
Pay disparity is a problem in every industry. So let’s keep it simple: don’t let it be a problem at your company, too. Regardless of their gender, your drivers should be paid fairly. If possible, you can also offer benefits that attract women truck drivers.
As a woman-owned business,
Gold Star knows what it’s like to be a woman involved in the trucking industry. We love what we do, and we want to spread that energy to others, too. That’s why we offer business set-up services, consultative solutions, mentoring, and more to trucking companies of all shapes and sizes. Hoping to get involved in this incredible industry? Are you a woman who wants to open a trucking business? Look no further.
Gold Star is here to lend a helping hand.
