At this point in the post-pandemic supply chain crisis, it’s old news that the trucking industry is short on drivers. However, the direction the shortage is heading warrants cause for greater alarm.

In 2021, the American Trucking Association reported the driver shortage was at an all-time high of 80,000 vacancies, while estimating that the shortage could increase to an alarming 160,000 vacancies by 2030. Expected increases in freight plus the need for greater age and gender diversity among drivers is fueling the shortage, according to the ATT. Low industry wages, long hours and driver retention compound the problem.

How Companies are Investing to Address the Truck Driver Shortage

To address, companies are investing in driver training and data technology solutions that optimize routes, and they’re increasing wages. Recruiting women to help fill the gap is also a major opportunity for addressing the driver shortage. To successfully recruit and retain this underutilized group, addressing safety is a top priority as well as pay, health benefits, company reputation, schedule flexibility and route types.

“Women want to feel as though they are entering into a company that values women and has space for them on their team. Focusing on the small steps a company can take to make women feel more welcome to apply and join their team is a great step toward increasing the gender diversity of the historically male dominated career field.” Danielle Bansch, national account manager for Transforce Group

What can fleet owners and managers do to make the industry more welcoming to women? Here are a few recommendations.

Five Recommendations for Making the Industry More Welcoming

1. Address safety
   The Women in Trucking Association estimates that 8 to 14% of professional drivers are women, with 60% of these women reporting that they do not feel safe in the industry. In a White House Roundtable discussion, WTA President and CEO Ellen Voie said the organization’s research shows that “women rate their level of safety as a female driver at 4.4 on a scale of 10. This is unacceptable as we should all feel safe in our work environment.”
   
   Sexual harassment is a major concern in the male-dominated trucking industry. Adopting a sexual harassment policy and training male drivers in your fleet to understand sexual discrimination will help build a culture of inclusivity.
   
   Have a plan for how to support women drivers on the road. Self-defense courses and tools for how to deflect harassment help women gain the knowledge and confidence they need to stay safe and do their job. Women truck drivers should carry pepper spray, park under a light and plan their stops carefully. To increase the availability of safe parking locations, be an advocate in your community and route locations for approving new and expanded parking options for drivers.

• Recruit women with women
  Visibility goes a long way. Featuring a woman driver, dispatcher or manager on your company website, social media or newsletter shows women you care, you want them to be part of your company culture and that you value them as leaders within your organization.

• Provide flexible options for family and work life balance
  Do you have regional routes women drivers with families could drive instead of long-distance hauls? Could a woman driver park the truck at home? Are there female drivers available to train new recruits? Talk through these options with your team and interested applicants.
  
• Boost retention through mentorship
  Pair new recruits with other women drivers and encourage them to check in regularly on the phone and meet in person. Take the time to individualize plans for safety and mentor them on how to avoid potentially hazardous work situations.
  
• Start recruiting the next generation
  Developing a strategy to educate young women that a career as a driver can be a profitable and freedom-filled career will help the fill the industry needs in the long-term. Look for opportunities like high school career days and job fairs to have a presence and start building brand recognition. Ongoing education about the benefits of a career in transportation through articles and social media will help boost awareness among all age demographics.

Utilize Social Media for Recruiting Drivers

Advertising through online banner ads and social media through platforms like Facebook, Instagram, LinkedIn and Pinterest are all good ways to target potential new hires. Feature women drivers in these ads. Be explicit about why you want to hire them and include information about high pay, route options, time-off, safe equipment and a positive work culture. This helps prospective applicants envision what a career in the industry could look like for themselves and their families. Hiring women in groups will also make them feel more comfortable and help build community in the workplace.

The industry can solve the driver shortage issue and at the same time create a safe and welcoming work environment for all drivers.

To discuss how your company can create an individual recruitment and retention plan for women drivers, contact Stephanie Thompson, a Marsh McLennan Agency Sales Executive specializing in commercial trucking insurance, at [email protected] or 406-403-0012.