In order to address the prevalent driver shortages in the trucking industry, it is crucial to focus on recruiting and retaining more women drivers. While the number of women in trucking has been increasing, there are still significant challenges to overcome. By understanding and addressing these barriers, and by leveraging smart fleet management and mobility solutions, companies can effectively support and attract more women drivers.
Commercial driver shortages and turnover rates have remained high, making it imperative to tap into the potential of the female workforce. According to the 2022 Women In Trucking (WIT) Index, women currently make up only 13.7 percent of professional truck drivers, the highest percentage recorded thus far in the industry, which has over 3.5 million truck drivers in the U.S. Data indicates that women drivers contribute to safer operations, take better care of their equipment, and are more likely to stay with one carrier for longer periods.
To fully embrace this emerging workforce, it is essential to adjust recruitment strategies and implement the right technologies that address the specific challenges women face when entering the industry. By doing so, companies can not only attract women drivers but also earn their loyalty.
Investing in modern smart fleet solutions enhances safety and mitigates risks. Implementing gender-neutral methods of performance evaluation helps ensure fair treatment. Building and fostering a culture of safety throughout the company is crucial. Moreover, connecting women truckers with other female professionals within the organization provides a supportive network. Understanding the unique roadblocks faced by women drivers and offering tailored solutions is essential.
For women, pursuing a career in trucking entails more than just financial considerations. Factors such as personal safety, workplace inequality, harassment, and extended time away from home influence their decision-making process. By examining the job from a women driver’s perspective, adjusting recruitment strategies and operations to meet their needs, companies can attract and retain more women drivers.
Here are some key areas and corresponding technology solutions that can support women drivers:
Personal Safety:
- Real-time GPS vehicle tracking, communications, and dual-facing HD dashcams ensure constant vehicle monitoring and aid in maintaining safe and reliable equipment.
- Empowering drivers to pre-plan their routes, including breaks and parking facilities, enhances their personal safety.
Prioritizing safety policies is crucial, considering the prevalence of gender bias, harassment, assault, and unwanted advances experienced by women drivers. Clear communication and zero-tolerance policies from top management down to all employees help create a safe and respectful work environment. Leveraging smart fleet solutions and technologies can provide additional safety and protection for women drivers.
Workplace Inequality:
- Implementing gender-neutral methods of performance evaluation based on vehicle data and driver metrics ensures fair treatment and recognition of top performers.
- Developing a fleet gamification program recognizes high-performing drivers and fosters a sense of equality.
Addressing workplace inequality is another important aspect of attracting and retaining women drivers. Implementing gender-neutral performance evaluation methods based on objective vehicle data and driver metrics ensures fair treatment and equal recognition of top performers. Fleet gamification programs can also be introduced to recognize and reward high-performing drivers, fostering a sense of equality and inclusion within the organization.
Harassment:
- Making personal safety and harassment policies an integral part of employee training and easily accessible helps prevent and address issues promptly.
- Providing a digital reporting system accessible on driver tablets allows women drivers to report problems safely while on the road.
To combat harassment, it is crucial to make personal safety policies and harassment prevention training integral parts of employee onboarding and ongoing education. These policies should be easily accessible and clearly communicated to all employees. Additionally, providing a digital reporting system accessible on driver tablets enables women drivers to report incidents or concerns safely and efficiently while on the road. Prompt action should be taken to address any reported issues and ensure a safe and respectful work environment.
Extended Time Away from Home:
- Streamlining daily driver workflows and leveraging mobile devices to manage hours and payloads reduce administrative time and facilitate efficient trip completion.
- Establishing clear and real-time communication channels between drivers, dispatchers, and driver managers helps reduce isolation.
Extended time away from home is a challenge that affects many truck drivers, including women. Streamlining daily workflows and leveraging mobile devices to manage hours and payloads can help reduce administrative tasks and facilitate efficient trip completion. Clear and real-time communication channels between drivers, dispatchers, and driver managers are essential to reduce feelings of isolation and provide support when needed. Regular check-ins and support networks within the company can also help women drivers feel connected and supported during their time on the road.
By effectively addressing these challenges and providing smart fleet technology solutions, companies can recruit more women drivers to meet their operational needs. It is essential to recognize the evolving landscape and struggles faced by women in the industry and actively work towards embracing their strength and contribution.
