Trucking companies have long grappled with meeting the growing demand for trucker positions. The situation is deteriorating due to increased turnover and the ever-increasing demand for timely delivery of goods (Benzinga, 2020). Yet a critical demographic is missed continuously in the industry's hiring efforts that is, women. Whereas women account for almost 48% of the general workforce, they represent a mere 7% of all truck drivers (PR Newswire, 2019). However, this trend is rapidly changing as more women are joining the profession, and employers are accepting that women can contribute to the growth of the business. According to Benzinga (2020), women in the trucking industry prioritize safety, and possess superior customer service skills. This paper aims to explore how the trucking industry includes women in its core business operations to drive growth and success.
Definition of Terms
Women Employment: The participation of the women workers in the provision of paid labor services.
Opportunity: A situation that facilitates progress in different fields.
Trucking Industry: A sector that consists of companies that offer commercial transportation services.
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Targeted Recruitment, Training, and Retention
Transitioning from institutions of learning to workplace environments is a process that is possibly more complex in the trucking industry than in other fields (Benzinga, 2020). When considering joining the profession, women perceive factors such as the labor market shifts, required qualifications, and licensing requirements as key (Benzinga, 2020). Because of the unique challenges they face in terms of stereotypes and perceptions of women in male-dominated jobs, commercial trucking businesses are taking affirmative action to increase the number of women in this vital sector.
Businesses in nontraditional careers, including the transportation sectors, focus on hiring practices that attract exceptional female talent (States News Services, 2015). In particular, transportation companies use specific platforms such as job fairs to scout for potential recruits. Presently, they are tailoring their recruitment approaches to access large female audiences. PR Newswire (2018) observes that transport and logistics firms use female role model imagery to appeal to female candidates. One such organization is the Schneider Transportation Company, which created a Women's Network purposely to attract, grow, and retain its top talent to ensure sustainable growth in its operations (Business Wire, 2019). Besides, Benzinga (2020) suggests that trucking enterprises use mentorship programs targeting female employees to facilitate their transition in a nontraditional occupational domain while enhancing their skills in career development.
Besides the many benefits accruing from hiring women, these endeavors also have a multiplier effect in the trucking business. According to Benzinga (2020), the recruitment of competent women is essential to the longer-term intent of eliminating stereotypes regarding women holding positions in the male-dominated transportation sector. Decades of sociological research point out that in environments where male employees are more accustomed to operating among female colleagues, they become less inclined to stereotype their capabilities (Benzinga, 2020). Such deliberate efforts by stakeholders to recruit more women into the profession create a warmer workplace environment which potential female recruits will prefer to work in.
Women Leadership and Business Ownership
As a minority group in the trucking industry, women hold limited leadership positions. In traditional sectors such as mining and construction, PR Newswire (2020) indicates that women enlist in such jobs at comparable levels as men often fail to ascend to leadership since they envisage fewer opportunities for advancement. Nonetheless, as noted by Business Wire (2019), there is a significant success in this realm as more women assume leadership roles in major in trucking companies. According to the president and CEO of Women in Trucking (WIT), Ellen Voie, trucking companies need more women in executive positions to offer leadership teams a unique outlook and risk-averse business practices (PR Newswire, 2018). Besides the industry players, governments across different jurisdictions are progressively placing women into senior leadership roles in local public transit organizations, government departments, and individual agencies in the transportation sector.
Along with these trends, women are progressively more involved in programs that promote their capacity to develop as business owners in the trucking industry. A convergence of research shows that more women are taking proactive actions to create startups with the help of government agencies and major industry players (PR Newswire, 2018). Entities such as Advancing Women in Transportation International (WTS) and Women in Trucking (WIT) offer women numerous opportunities where they learn how to manage transport and logistics companies effectively. In 2019, WIT published a list of "Top Woman-Owned Businesses in Transportation" awardees to recognize exemplary female businesspeople and inspire more women to establish their businesses in the sector (Business Wire, 2019). Given such efforts, these bodies play an active role in expanding the status of women in the trucking industry by appreciating their contributions and minimizing the challenges they face.
Flexibility in Work-Life Balance
Among the key consideration for women seeking to enter the trucking industry is the availability of flexible working hours. PR Newswire (2019) states that the high turnover rates among female employees in the nontraditional jobs are alarming. Consistently, the conflict in the work-life balance (WLB) emerges in trucking, particularly where the incompatibility between work and family discourages many women from remaining in this field (PR Newswire, 2019). Women dedicate a considerable amount of time on childcare and family wellbeing compared to men. Consequently, women attach great value to flexibility in occupation and have an increased likelihood of quitting jobs with rigid working schedules. However, this reality is rapidly changing for many women in trucking enterprises as employers appreciate the benefits of work-life balance.
One such way the industry players are addressing the WLB concern is the establishment of flexible work schedules in their organizational process flows for both genders without negatively affecting their promotion prospects and remuneration (PR Newswire, 2019). For instance, companies such as Service One Transportation Inc. utilize employer-supported childcare programs to attract top female talent (PR Newswire, 2019). From the reviews of the female employees of Service One, it is evident that this strategy is driving success for the business. Most of them report increased productivity and performance owing to such interventions by the organization (PR Newswire, 2019).
Some trucking firms demonstrate dedication towards the reemploying of female staff who had left their careers to attend to family responsibilities and other obligations. A case in point is Averitt Express, a transportation company that has taken deliberate action to rehire female employees that had taken prolonged time off from the jobs (PR Newswire, 2018). Such strategies present a win-win situation for both the company and its workforce as employees who feel valued are more likely to be productive and loyal.
Overall, the various efforts are taken by governments, industry players, and relevant stakeholders indicate that the trucking industry landscape is becoming appealing, particularly for women with an ambition to excel in this distinctive professional field. Adopting recruitment strategies that seek to increase the presence of skilled women in the transportation job market is rapidly attracting more women to the profession. With evidence indicating that women’s share of executive leadership and business ownership is gradually growing in local, regional, and international transportation sectors, more women will be incentivized to impact the trucking business positively. Also, improved flexibility in the working environment is creating more opportunities for women. Nevertheless, there needs to be sustained efforts to raise awareness among the general public and trucking regarding gender equality to generate more opportunities for women in this crucial sector.
References
Benzinga (2020)."Women In Trucking President Offers Advice For Attracting Women To The Industry.” NA. Business Insights: Global . Web. 18 July 2020. http://bi.gale.com.ezproxy.umgc.edu/global/article/GALE%7CA614228353?u=umd_umuc
Business Wire (2019) “Schneider Named a Top Company for Women to Work for in Transportation” (2019) Regional Business New https://www.businesswire.com/news/home/20191017005944/en/
PR Newswire (2018). "Women-Owned Trucking Business Initiative Poised To Reach Halfway Mark Toward Achieving Initial Goal. PR Newswire Association LLC. https://link-gale com.ezproxy.umgc.edu/apps/doc/A587532857/CSIC?u=umd_umuc&sid=CSIC&xid=4c7f51b3.
PR Newswire (2020). “Woman in Trucking Association Driver Ambassador Program” PR Newswire , 3 Feb. 2020, p. NA. Gale In Context: College https://link-gale-com.ezproxy.umgc.edu/apps/doc/A613074029/CSIC?u=umd_umuc&sid=CSIC&xid=9b919ab9
PR Newswire (2019). Service One Transportation Class a Truck Driving Jobs Offer Growing Career Opportunities for Women”: NA. Business Insights: http://bi.gale.com.ezproxy.umgc.edu/global/article/GALE%7CA604169883?u=umd_umuc
States News Services (2015). "Harper Government Supports Economic Opportunities for Women in the Transportation Sector."
https://link-gale-com.ezproxy.umgc.edu/apps/doc/A404100102/AONE?u=umd_umuc&sid=AONE&xid=09f7ce89
