The sight of a woman behind the wheel of a big rig is no longer startling, but it is still an infrequent occurrence. The odds are twenty to one1 that the driver is male, and about seven to one2 that his manager is the same gender.  As the need for capacity grows in the coming years, carriers are turning to underrepresented groups to increase their workforce, both inside and outside of the truck.

If your company is actively recruiting women, be sure that your culture aligns with your goal.  You might think that all you need to do to hire more women is to change your ads, but you’re wrong.  Every department must ensure that they are welcoming and encourage the women who apply as well as those who are already employed.

From your recruiting department to training, operations and safety, your message should be clear and consistent if you want to increase the ratio of women employees.  Your efforts may be wasted if your culture is unreceptive or even hostile to female workers.

Start with your recruiting ads and consider whether they target women.  If you are a carrier and your “We’ll get you home” ad shows a mom and kids in front of a house, you’ve excluded women, as well as singles, grandparents and anyone without children.  What about your booth exhibit?  If you employ young women in short shorts to attract drivers, you’ve disregarded females (and male drivers with wives or girlfriends in tow.)

Your training group is especially crucial to your culture for women drivers. If you have women trainers available for those female students who prefer this option, you will have an advantage over your competitors. Reviewing your training materials to ensure gender-neutral language will also show that your company values diversity.

Since women are typically smaller and often have less physical power than men, the more technology you have to reduce the need for strength, the more you will accommodate women (and men).  Truck stops and maintenance facilities that adopt labor-saving devices early will not only attract women, and can reduce injuries and strains for all employees.

Your facility, whether it’s a shop, a terminal or a dealership floor, can also be discouraging if the women’s restrooms are limited or non-existent. Many terminals still have showers in the men’s area, and none for female drivers. If the walls in the driver’s lounge include posters with women hawking tools, then your environment is not female-friendly. 

Does your culture promote women into management positions?  If your executive staff is predominantly men, it will be difficult to show that you encourage diversity within your leadership ranks.  If the only women in the corporate office share a last name with the CEO, you’re sending the wrong message to your organization.

If you are truly receptive to encouraging more women to work for your company, ask your female employees if they feel that your corporate culture reflects your goal. Look for ways to enable and support women in the trucking industry so that the sight of a woman in the office, the shop or behind the wheel of a big rig is no longer an infrequent occurrence.

Consider supporting the Women In Trucking association, a nonprofit organization established to encourage the employment of women in the trucking industry, promote their accomplishments and minimize obstacles.  Visit www.WomenInTrucking.org

1 2006 U.S. Census Bureau, 5.2% of drivers/sales workers.
2 2006 U.S. Census Bureau, 14.6% management professionals in transportation.