Women advocate for systemic change in the trucking industry

“Don’t let the assholes win,” was the empowering message from Kelly Cooper, a human resources business partner at Loblaw Companies, directed towards women in the trucking industry. Her words serve as a rallying cry for women looking to make their mark in a traditionally male-dominated field.

During her presentation at the Women’s Trucking Federation of Canada’s Bridging The Barriers conference in Mississauga, Ontario, Cooper shared a personal anecdote about a safety supervisor whose husband doubted women's capabilities as truck drivers. Rather than retreating in the face of skepticism, she took action, obtaining her A/Z licence, an inspiring example of perseverance.

Cooper emphasized the importance of creating supportive environments within the trucking industry to empower women and other underrepresented groups who face systemic barriers. “People succeed when they are supported to pursue what drives them,” she asserted, highlighting the need for structured programs that foster growth and development.

Challenges in an imperfect environment

While driving a truck can be a fulfilling career, it is not without its challenges. Kevin Jennings, a transportation safety specialist at GFL, acknowledged that the trucking profession is often unwelcoming, both on the road and within organizations. Despite GFL's efforts to improve the work culture, Jennings candidly recognized the tension between fostering inclusivity and meeting revenue-driven business goals.

Moreover, representation in leadership roles is crucial for both fairness and employee retention. Colleen Leonard, human resources operations manager at Polaris Transportation Group, pointed out that when employees do not see leaders who mirror their experiences, they may feel that their contributions are undervalued, leading to turnover that can be detrimental to the organization.

Small gestures can lead to big changes

Leonard underscored that even small acts of support, such as providing mentorship or simply acknowledging an employee’s feelings, can make a significant difference in their engagement levels. These gestures can often help employees feel seen and valued, which is vital in a challenging work environment.

Systemic barriers can be deeply embedded in routine processes, sometimes going unnoticed. Stephanie Carruth, founder of Minds for Matter, highlighted mundane yet impactful examples, such as shift schedules that conflict with common parental duties, disproportionately affecting mothers. Other policies, such as rigid name change procedures, can create unnecessary hurdles for employees undergoing transitions.

• Shift times that clash with school schedules.
• Complex procedures for name changes, particularly for transitioning employees.
• Lack of flexibility in work hours that accommodates family obligations.

Significant effects of modest changes

For Carruth, these examples illustrate the importance of advocacy at all levels within organizations. Employees don’t have to be in formal leadership to advocate for change; anyone can raise questions about barriers and suggest improvements. Even modest adjustments can yield substantial enhancements to employee experiences.

Cooper reiterated the theme of allyship, stating that it goes beyond merely speaking up; it requires setting expectations for workplace behavior. She described Loblaw’s mandatory allyship training, which faced pushback from some employees. Nonetheless, the company remains committed to promoting respectful interactions, regardless of personal beliefs.

The critical role of listening

Jennings emphasized that effective mentorship starts with listening. Recognizing and addressing employees' concerns, alongside understanding management’s challenges, is crucial for building trust. Ignoring feedback can lead to disengagement among workers, which ultimately hampers organizational success.

Another practical strategy suggested by Cooper is implementing job shadowing and ride-alongs. These experiences allow dispatchers, supervisors, and warehouse staff to gain firsthand insights into the realities faced by truck drivers. Likewise, potential leaders can learn critical lessons by shadowing managers during high-pressure situations, such as holiday supply crunches.

Recognizing untapped talent

Such opportunities not only expose employees to different facets of the business but also help in identifying untapped talent. Workers may discover roles they hadn’t previously considered, while leaders gain new perspectives on challenges faced at the ground level.

The panelists collectively acknowledged that genuine, meaningful change requires more than superficial initiatives or symbolic gestures. It necessitates strategic planning, adaptability in processes, and a steadfast commitment to mentorship and sponsorship throughout all organizational tiers.

A closer look at the promoting women in trucking workforce act

One significant initiative gaining traction is the Promoting Women in Trucking Workforce Act, designed to encourage and empower women to pursue careers in the trucking industry. This act aims to address barriers and create a more equitable workplace by providing resources and support tailored specifically for women in trucking.

The act encompasses various provisions, including:

• Incentives for companies that implement mentorship programs for women.
• Funding for training programs focused on skill development for female drivers.
• Establishing networks that connect women in the industry for support and guidance.

The impact of improved transportation on women's employment opportunities

Over the years, advancements in transportation have significantly broadened women's employment opportunities. As the industry evolves, it has opened doors for women to take on roles that were previously inaccessible. Improved transportation systems and increasing demand for logistics professionals have created a landscape where women can thrive.

With ongoing efforts to promote diversity and inclusivity, the trucking industry stands at a pivotal moment. The focus on fostering a supportive environment not only benefits women but enhances the overall effectiveness of the workforce.

Is trucking a viable career path for women?

The answer is increasingly yes. The trucking industry offers a variety of roles that can cater to different skills and interests, making it a versatile career choice. Women are beginning to thrive in various capacities, from truck drivers to logistics managers, and they bring unique perspectives that are essential for innovation.

Demographics of truck drivers: Who drives more, men or women?

Historically, the trucking industry has been male-dominated, but recent statistics reveal a shift. Women now represent a growing percentage of the workforce, challenging the long-standing stereotypes. While men still make up the majority of truck drivers, initiatives aimed at boosting female participation are starting to bear fruit.

In conclusion, as the industry continues to evolve, it is crucial for organizations and stakeholders to prioritize inclusivity and support for women. With efforts like the Promoting Women in Trucking Workforce Act and a commitment to addressing systemic barriers, the future looks promising for women in this vital sector.

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