Peterbilt’s New Model 579 combines bold, aerodynamic styling with the integrated PACCAR Powertrain for maximum fuel economy and outstanding performance. Innovative technologies like the 15-inch digital dash display and advanced driver assistance systems improve driver productivity and safety, while the spacious cab interior and UltraLoft sleeper surround the driver in unparalleled comfort for a best-in-class working and living environment. The New Model 579. In a Class of its Own.
At Triumph, not only do people make the difference; women make the difference. Our company is 68 percent women ... and
Join a team that values your perspective. Learn more about what career opportunities await you at
Published for: Women In Trucking Association P.O. Box 400 Plover, WI 54467-0400 USA Phone: 1-888-464-9482 www.WomenInTrucking.org
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©2022 MindShare Strategies, Inc. All rights reserved. Contents may not be reproduced by any means, in whole or in part, without the prior written permission of the publisher. The opinions expressed in this publication are not necessarily those of MindShare Strategies, Inc., nor the Women In Trucking Association. Printed in USA.
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The Industry Push to Stop Human
In March of 2007, the Women In Trucking Association was formed by a group of focused and passionate women whose goal was to change the trucking industry. We created a mission statement to guide us to this purpose: To encourage the employment of women in the trucking industry, promote their accomplishments, and minimize obstacles faced by women working in the trucking industry. Today, after more than 15 years, we can point to this group of visionaries whose efforts launched dramatic changes in the (trucking) world!
In our first year, we reached our goal of five hundred members. Now, we represent more than 7,000 members in 10 countries. We represent all women in transportation careers, from the professional driver to the CEO and everyone involved in the supply chain. I am especially proud of the inclusion of men who become members because they are allies who support our mission to increase the ranks of women in trucking. Now, more changes are coming.
We currently are in the process of identifying a new President and CEO to lead the Women In Trucking Association into the coming years. Our goal is to have this person identified and ready to dig in before the end of the year so you can all meet my successor and welcome her (or him) to our organization.
Change can be hard, and I will miss working with our members, our team, and our board of directors. However, it is time for me to step aside and watch the organization grow beyond my wildest dreams.
Fifteen years ago, I could not have imagined the impact the Women In Trucking Association would have on our industry and
the people whose lives we have touched. We’ve shared your stories, honored our members and colleagues, and provided thousands of dollars in tuition grants as well.
Personally, I have traveled nearly 2 million miles on commercial flights, spoken to hundreds of thousands of you over the years, given countless interviews and more speeches and webinars than I can imagine.
Even though I am giving up the title of President and CEO, I will always be your Founder. I hope to see you at events and celebrations in the coming years.
In the meantime, thank you for believing in our mission, for believing in me and for sharing my passion to increase the presence of women in the trucking industry. I look forward to the changes ahead. n
From the early days, WIT has worked with key influencers and decision-makers to explore ways to remove barriers for women in transportation. Here WIT founder Ellen Voie (center) met in 2010 with then U.S. Department of Transportation Secretary Ray LaHood and FMCSA Administrator Anne Ferro.
“A small group of thoughtful people could change the world. Indeed, it’s the only thing that ever has.”
–Margaret Mead
Many women say they want employers with a corporate culture supportive of gender diversity, flexible hours and work requirements to accommodate family and life balance, competitive compensation and benefits, training and continued professional development, and career advancement opportunities.
Yet, are companies in a male-populated industry such as transportation making the grade in these areas? The answer clearly is “yes” when one does an evaluation of approximately 100 organizations named to the 2022 “Top Companies for Women to Work For in Transportation” list as published by Redefining the Road, the official magazine of the Women In Trucking Association (WIT).
Identifying the companies on this list involves a two-step process, says Brian Everett, Group Publisher and Editorial Director for Redefining the Road magazine.
First, nominations of the companies are received and carefully reviewed to ensure they qualify by meeting a minimum threshold of qualifications. Then the final ballot of companies is voted on by individuals in the industry. This is the fifth year of this prestigious recognition program and it garnered more than 22,000 votes to identify the final companies named to the list. The momentum of this program has continued to accelerate since it was first launched in 2018.
From setting ambitious goals to hire and promote more women, to creating womenfocused Employee Resource Groups, these companies are committed to the advancement of women in the workplace. Let’s take a closer look the strategies and initiatives some of these organizations have deployed to strengthen their gender diversity.
If their employers have a supportive, positive culture, females will thrive and so will productivity and business success. It’s well-documented that companies successful in achieving gender diversity can create an “ecosystem” of measures and sustain it over time. The ecosystem usually includes topexecutive commitment and sponsorship, individual development programs for women, and collective enablers such as key performance indicators and human resources process.
CFI, a provider of truckload, dedicated, temp-control, Mexico and logistics services based in Joplin, Mo., works hard through an ongoing initiative called She Drives CFI to build an environment where women feel safe, supported, and happy in their work environment.
“We ensure female drivers have female trainers, and we also offer a free guide to educate non-driving females on the career and industry,” says Caitlin Powell, Digital Marketing Manager at CFI. “Our Vice President of Safety is led by Lisa Gonnerman and several of our executive seats are held by women as well.” As a result, 14 percent of CFI’s fleet drivers are women.
Bennett Family of Companies, based in McDonough, Ga., is one of the world’s leading women-owned transportation and logistics companies. The cornerstone of efforts to make the company supportive of female employees is Bennett’s Women in the Driver’s Seat program, which recognizes women drivers for exemplary service, supports networking opportunities, and generates camaraderie through motivational speakers and events. In addition, Bennett’s core values center around family where women can thrive in and continue to be successful, says Tamalyn Teems, PR Specialist at Bennett.
Bridgestone Americas, a leader in tires, diversified products and mobility solutions based in Nashville, Tenn., formed its DE&I Center of Excellence in 2022 to cultivate an inclusive culture that advances equity and embraces individuality. “We’ve set goals that support women in our workplace, focusing on diverse representation in leadership,
as well as engagement, inclusion and retention indicators for underrepresented groups,” says Debra Hamlin, EHSS Director, Commercial Tire at Bridgestone Americas.
Clean Harbors is a provider of environmental, energy and industrial services and the largest hazardous waste disposal company in North America. With more than 20,000 employees, Clean Harbors prioritizes creating a diverse and inclusive workforce in all lines of business. “Women here break barriers,” says Angelika Mangino, Driver Recruitment & Engagement Manager at the company. “They haul hazardous material across the country and are on the frontlines performing emergency response services. Our Women’s Employee
Resource Group helps implement changes companywide – like adding female uniforms to the company catalog or constructing women’s locker rooms in the field – and provides a space for females to support one another.”
Based in Seattle, Wash., Convoy is a digital freight network that partners with trucking companies and shippers to move millions of truckloads, rethink freight fundamentals, and design innovative solutions that address supply chain inefficiencies. One of the company’s core values is “Bring Out the Best in Others,” which is a cornerstone to building the company’s culture. In addition to having multiple women on the
women (and men) to balance work with caring responsibilities, start with flexible start and finish times.
performance over presenteeism being in the physical room is no longer a determiner of commitment.
women progress into leadership by focusing on high-growth roles and offering career advancement support.
that culture creates change, not just policy. Over half of leaders believe the single most powerful thing an organization can do to promote women leaders is to create an inclusive culture.
must own it — gender parity cannot be delegated to Human Resources. For commitment to be authentic and aligned with business strategy, change must flow from the top.
continued from page 7
executive leadership team, the Women@ Convoy Employee Resource Group cultivates an inclusive community within Convoy and serves as a source of learning, development and empowerment through networking, collaboration and opportunities to grow personally and professionally, according to Ken Jager, Internal Communications Manager at Convoy.
Women want to be part of an organization that gives back to causes they care about. For example, Big M Transportation is a freight transportation and logistics company based in Blue Mountain, Miss. This past year, the company wanted to do something big to bring awareness to breast cancer and to honor those who have been affected by it personally. When industry partners Volvo Trucks USA, along with local Volvo truck dealer Tri-State Truck Center of Tupelo, Miss. agreed to create a unique and “unprecedented” special edition truck for breast cancer awareness, the company’s CEO Michael Massengill jumped at the opportunity. He ordered not one, but two new Volvo VNL 860s in shimmering Glacier White, a contrast to the deep red color on the rest of Big M’s fleet, and they were wrapped with a “Breast Cancer Awareness” wrap, complete with pink ribbons, and the signature “Big Dog” logo that emblazons the sides of every one of Big M’s fleet of approximately 350 trucks.
“This is a different kind of monument, one that points to the hope of a cure for a disease that has far too long been allowed to take our mothers, our sisters, and our friends from us,” says Lauren Freeman, Business Development Manager at Big M Transportation. “And if that isn’t enough, these two trucks are already assigned to their new drivers, who are not only women, but who are survivors of breast cancer themselves. Big M is an amazing company, and our women employees take pride in working here.”
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companies ranked the highest when it comes to supporting women at work:
where
Equitable compensation, paid time off, healthcare benefits, family planning and caregiver benefits are just a few examples of what women look for in their employers.
Covenant, a Chattanooga, Tenn.-based provider of expedited, temperaturecontrolled, dedicated, and managed transportation services, offers tuition reimbursement, parental leave, and promotes wellness credit opportunities for female health screenings.
Arrive Logistics is a multimodal transportation and technology company that offers flexible work schedules, professional development opportunities and access to mentorship groups. Initiatives tailored to the female experience include a 12-week paid maternity leave, short-term disability coverage at no cost, Dependent Care FSA, paid-time off, affordable health insurance and onsite amenities like a
lactation room and gym to better support employees in all walks of life. Arrive’s Employee Assistance Program provides access to childcare, confidential counseling services, legal support, financial resources and more.
Cummins Inc., a global power technology leader, provides an inclusive and thriving environment for all female employees with fundamentals including flexible working arrangements to support hybrid work- family structures, extended paternity policies, and breastfeeding-friendly facilities and workplaces, according to Zach Gillen, President, Operations, Cummins Sales and Service. “Cummins also offers many continuing education and career development programs.”
Women want to work for companies where they can see other women who are excelling in their careers – and where their skills and expertise are recognized and promoted.
FedEx Freight hires and promotes employees based on merit, accomplishments, and
skillsets – regardless of gender, according to Ron Mears, Communications Advisory with FedEx Freight. “We recognize exceptional women in our company each year through several award and recognition programs. FedEx Freight is an equal opportunity employer and proud to have a diverse workforce. Women work in every role across the company, including drivers, freight handlers, multimodal, leadership, and everywhere in between.”
First Truck Centre is Western Canada’s premier Freightliner and Western Star heavy-duty truck dealer. “We bring equity for woman to the forefront of our business,” says Michelle Kwasny, Director of Fixed Operations. “Woman here are executives, managers, technicians, laborers, drivers, and administrative employees. Our programs, policies and culture encourage knowledge sharing, mentorship, continuous improvement, training, and career growth. Our Gender Equity Advisory Committee empower woman from all our locations to work on special projects that continue to
change our business processes to be more inclusive and respectful for all our powerful performers.”
Heavy- and medium-duty truck manufacturer Kenworth has made improving diversity and fostering inclusion a crucial business initiative, often seeking recommendations from the PACCAR Women’s Association, according to Genevieve Bekkerus, Director of Marketing at Kenworth. “In addition to Kenworth’s dedicated D&I council, executive advisory board, and ongoing D&I events, employee performance reviews now include employee-initiated goals to help prioritize D&I work within the company,” says Bekkerus. “Kenworth promotes an inclusive environment where diverse perspectives and unique thinking are encouraged to develop the best ideas and deliver the best products to market.”
Kenworth’s parent company, PACCAR, also is committed to driving diversity
and inclusion across its divisions. Diversity Councils foster an inclusive workplace culture through events and training while raising awareness amongst employees. The PACCAR Women’s Association and its chapters provide networking, education and mentoring opportunities to develop female talent within the organization. “Through impactful community outreach we emphasize to the next generation of engineers, technologists, innovators, and business professionals how to take advantage of excellent career opportunities at PACCAR,” says Blanka Kopacz, Director Aftermarket Purchasing at PACCAR.
Palmer Trucks, a full-service Kenworth Dealership network serving Ohio, Indiana, Kentucky and Illinois welcomes and trains women from all backgrounds in dealership roles, according to Cameron Nichols, Marketing Manager. “Many women have progressed to departmental and regional management roles,” she says. “Women participate in DEAI initiatives and embrace Palmer’s ‘We Travel Together’ DEAI
philosophy—welcoming and embracing all while working to educate colleagues and understand others’ unique contributions. Palmer women also actively mentor and uplift fellow female colleagues. Backed by senior leadership support, women take advantage of flexible scheduling and training opportunities to advance their careers in trucking while caring for their families.”
The largest operators of travel centers, Pilot Travel Centers, employs more than 28,000 employees – and more than half are women. “From leading stores, to managing multi-billion-dollar budgets, to hauling fuel across the country, having diverse voices and perspectives of women in historically male-populated areas are crucial to our success,” says Robert Leach, External Communications Specialist. “Team members receive paid parental leave, mentoring, career development, and opportunities to support each other through resource groups like Women’s Network.” n
Prides itself on its caliber of talent and leadership. Approaching 30 percent (and growing) female representation in the overall company. Multiple women are key stakeholders.
Committed to ensuring women on their team meet full potential in the workplace and beyond. Business consists of 56 percent women. Several serve on executive and senior leadership teams.
ANCORA EDUCATION www.ancoraeducation.com
Both women program directors and program trainers nationwide. Train future CDL drivers— of all genders. Leadership maintains a positive and safe environment.
ARMSTRONG TRANSPORT GROUP www.armstrongtransport.com
Competitive pay and benefits. Focuses on equitable hiring practices. Mixed-gender midmanagement and leadership teams promote from within. Strong commitment to continuous growth and improvement.
Flexible work schedules. Professional development opportunities. Access to mentorship groups. Initiatives tailored to the female experience. Employee Assistance Program.
AVERITT EXPRESS www.AverittCareers.com
Privately owned business. Culture where people and their worth have true value. Many opportunities to advance. Belief in training, communication, promoting from within, and investing in the personal development of each individual.
BCB TRANSPORT www.bcbtransport.com
Encourages and promotes growth within women in all positions of the company. Open to women’s ideas and opinions and valuing them.
BENNETT FAMILY OF COMPANIES www.bennettig.com
Advocates for females in the transportation and logistics industry with a variety of initiatives. Women in the Driver’s Seat program.
BIG M TRANSPORTATION, INC. www.bigm.com
Women represented on leadership team. Advancement opportunities offered fairly and equally. Provide women with the tools, training, and opportunities that they need to excel and succeed in the workplace.
BOB’S DISCOUNT FURNITURE www.mybobs.com
Culture focused on inclusion, diversity, advancement for all. Family first company. Has not lost what is most important of all - a “worklife” balance.
BOOSTER www.boosterusa.com
14 percent of drivers are women (25 percent employees and 17 percent executive leaders). All drivers can grow into leads, managers, and engineers, regardless of gender.
BOYLE TRANSPORTATION www.boyletransport.com
Female driver percentage holds steady at 37 percent. Provides resources and support for all drivers within our fleet.
BRIDGESTONE AMERICAS, INC. www.bridgestoneamericas.com
DE&I Center of Excellence. Inclusive culture that advances equity, embraces individuality, and helps diverse teammates thrive. Set goals that support women in their workplace. Six employee resource groups, including their Women’s Initiative Network.
CARTER EXPRESS, INC. www.carter-express.com
Promote women internally. Operations department primarily run by women. Women are stationed in leadership throughout the company.
CENTERLINE DRIVERS www.centerlinedrivers.com
Two-thirds women (50 percent of leadership). Hired 10% more female drivers than the previous year. Flexible schedules, remote working capabilities, and leadership and development programs. Help women thrive in all levels of the trucking industry.
CFI www.cfidrive.com
Celebrate women through SheDrivesCFI program. Inclusive work culture. Careers thrive, celebrate achievements, needs are met equally.
Female drivers have female trainers. Offer a free guide to educate non-driving females on the career and industry.
Diverse and inclusive workforce in all lines of business. Break barriers. Women’s Employee Resource Group helps implement changes companywide. Provides space for females to support one another.
CONVOY www.convoy.com
Inclusive culture that celebrates gender diversity. Core company value: “bring out the best in others.” Multiple women on executive leadership team. Women@Convoy Employee Resource Group.
COVENANT www.covenantlogistics.com
Opportunities for women to grow their career. Women of Covenant group within the enterprise that further supports women, even beyond the workplace.
CPC LOGISTICS www.cpclogistics.com
Provider support and resources to build a successful career in all positions. Allow drivers to be home every night, extensive safety training, awards programs, health and wellness education, comprehensive and competitive wage and benefit packages.
Career and leadership development programs. Encourage professional growth. Support a work-life balance. IDEA Council. Empower women to reach highest potential. Safe place to share their ideas, amplify contributions, and facilitate conversations.
CUMBERLAND INTERNATIONAL TRUCKS www.cumberland-companies.com
Hire and promote women into management positions. Supports local organization that provides support for victims of human trafficking in its state. Culture focused on teamwork, work/life balance, and development of talent.
CUMMINS, INC. www.cummins.com
Inclusive and thriving environment. Flexible working arrangements. Support hybrid work and family structures. Dedicated female resource groups. Address systemic workplace issues in real time. Education and career development programs.
DAIMLER TRUCK NORTH AMERICA www.Northamerica.daimlertruck.com
History of excellence and leadership. Supportive business resource groups. Mentorship programs. Mindful recruiting practices. Active community involvement that contribute to an inclusive culture that leads to rewarding careers.
DART TRANSIT COMPANY www.dart.net
Diversity and Inclusion Department. Equitable representation and advancement of members of all protected groups at all levels of employment and inclusion of disadvantaged businesses in agency purchasing and contracting activities.
DAY & ROSS www.dayross.com
Advancement and leadership opportunities. Inclusive organization where everyone belongs. Strengthens this commitment through participation in Women In Trucking and other company initiatives.
DRIVEWYZE, INC. www.drivewyze.com
Representation, pay, health, and job satisfaction are crucial components for overall employee satisfaction. Large percentage of women are employed at every level and in every department of Drivewyze.
DUPRÉ LOGISTICS
www.duprelogistics.com
Enlarged brokerage business group. Expanding department diversity. Over 40 percent of team are women. Women in business groups play a role within organization. Career advancement opportunities.
FEDEX FREIGHT www.fedex.com
Diverse and inclusive company. Promote teamwork, leadership development, continuous improvement and educational advancement. Successful division because of talented, driven employees.
Welcoming and encouraging of women. Innovative, supportive, diverse, and encouraging for all employees.
Believes strength comes through diversity. Workforce reflects various backgrounds, viewpoints, and talents. Opportunities for advancement. Industry leader and North America’s largest, privately held carrier.
EXXACT EXPRESS www.exxact.net
Opportunities for drivers and internal staff for professional development, personal development, and many advancements for growth within the organization. Highlight company’s strong women associates on their social media outlets.
Hires and promote based on merit, accomplishments, and skillsets – regardless of gender. Women’s Business Resource Team (BRT). Recognize women within the company each year through several award and recognition programs.
FIRST TRUCK CENTRE www.firsttruck.ca
Equity for women at the forefront of business, programs, policies. Gender Equity Advisory Committee empowers women to work on special projects. Continue to change business processes to be more inclusive and respectful.
FIRSTFLEET, INC. www.firstfleetinc.com
Family business owned by founding member, Mary Beth Wilson. Provides women the same opportunities to enter senior leadership roles as their male counterparts.
Flexibility to grow and bring equal opportunities to all genders. Breaking down traditional barriers. 62 percent of roles are held by women. 61 percent of leadership roles are performed by them.
HALVOR LINES, INC. www.halvorlines.com
Safe to express ideas. Opinions valued and acted on. Promote from within. Increased female leadership substantially. Provide women with professional development opportunities.
HIGHWAY TRANSPORT LOGISTICS, INC. www.highwaytransport.com
Continues to improve working conditions for women. Flexible work schedules and quality benefits. Safety top priority. Female driver trainers available for new drivers.
J.B. HUNT TRANSPORT SERVICES, INC. www.jbhunt.com
Women feel heard and respected. Employee resource group. Recognize value. Dedicated to professional and personal success. Professional development opportunities. Gain involvement in community through networking events and volunteer activities.
JX ENTERPRISES, INC. www.jxe.com
Created Women Leaders in Trucking Employee Resource Group that offers support, growth opportunities, and empowerment. Host various gatherings, activities, and training events throughout year.
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Dedicated D&I council, executive advisory board, and ongoing D&I events. Diverse perspectives and unique thinking are encouraged to develop the best ideas and deliver the best products to market.
Focused on career and advancement opportunities. Generous medical benefits, free mental health programming, generous PTO, and flexible schedules. Family is always first.
MARATHON PETROLEUM COMPANY www.marathonpetroleum.com
Eight weeks fully paid parental leave, adoption assistance, and tuition reimbursement. Competitive compensation, bonus and retirement programs. Personal and professional development opportunities. Engaged and supportive leadership.
Inclusive and diverse workplace. 150 female employees. 33 percent of terminals run by women. Continuously looking for new and innovative ways to support and attract women.
50 percent of senior leadership and 50 percent of total employee base are female. Unique LearnIQ program. Robust culture of diversity and inclusion. 51 percent of all promotions in 2021 were awarded to female employees.
MICHELIN NORTH AMERICA, INC. www.michelinman.com
Encourage individual growth and treat all employees with respect. Diverse, multifaceted workforce that drives ingenuity, vision, and success of its company. Active and wellorganized women’s business resource group.
Women represent 64 percent of its recent hires. Recognize and respond to needs. Involved in industry organizations, such as Women in Auto Care and Michigan Council of Women in Technology, and its own DrivHER initiative.
Tradition of pioneering women began in 1847 with Nettie Fowler McCormick. Inclusive culture celebrates authenticity, ensures worklife balance, and makes room for all personal journeys.
Culture is fun and inclusive. Strong drive to continually train employees to promote growth from within.
Private and family-owned organization, makes everyone feel welcomed, treats them like family, and provides each individual the opportunity for success.
Co-Founder Lillian Congdon instilled the values that guide OD today. Place where you can build a life and contribute to a critical part of the American economy. In order to build a more sustainable future in trucking, women need to play a key part.
Great place to work and grow your career. Women comprise a strong percentage of the workforce across all departments and are increasingly represented within the management team. Development of women in leadership.
www.paccarparts.com
Great culture, innovation, teamwork, unique qualities, values and dedication to excellence of its employees. Support women in professional careers through multiple resources.
PACCAR, INC. www.paccar.com Women Association and its chapters provide networking, education and mentoring opportunities to develop female talent within the organization. Impactful community outreach.
Welcome, train, and embrace women from all backgrounds. Participate in DEAI initiatives and embrace Palmer’s “We Travel Together” DEAI philosophy.
Long-standing history. 100% employee-owned company model. Forward-thinking mindset. Since 1937, believes in long term relationships, investing in its people, and that each employee is a leader.
Inclusive environment. Comprehensive benefits. Emphasis on work-life balance. Encourages mentorship and career development through initiatives. Rally associates around causes like women’s shelters, the Girl Scouts and Girls on the Run.
Connect and empower female professionals. Help personally and professionally. In 2016, publicly pledged to reach gender parity in management by 2025. Implemented equal pay review processes to commit to gender equality.
PETERBILT MOTORS COMPANY www.peterbilt.com
Diverse work environment. Valued and promoted through efforts from Diversity Council and Peterbilt Women’s Initiative (PBWIN). Supports women and empowers them to contribute at highest level and achieve maximum potential.
PILOT COMPANY www.pilotflyingj.com
More than half of the 28,000 employees are women. Receive paid parental leave, mentoring, career development, and opportunities to support each other through resource groups like Women’s Network.
PRIME, INC. www.primeinc.com
Takes care of all drivers. Through female liaison, recognize and minimize the adversity women face through education and support. Includes Highway Diamond program that awards female drivers for going above and beyond.
Culture inclusive of women and their accomplishments. Opportunities to be successful. Paves a road of advancement for women. Social media series, QC Women Wednesday, promotes success and bright futures of women in trucking.
REDWOOD LOGISTICS www.redwoodlogistics.com
Committed to diversity. Create healthy environment for all. Champion for women voices. Hosts annual ‘Women in Logistics’ roundtable for outstanding individuals to share stories and encourage more gender diversity in logistics/supply chain roles.
REEDTMS LOGISTICS www.reedtms.com
Prides itself on diversity, inclusion, employee retention and satisfaction. Differences are celebrated and embraced. Flexible hours, a work-from-home program, wellness initiatives/ challenges each month, and competitive benefits.
RIHM FAMILY COMPANIES www.RihmKenworth.com
Recognize contributions. Help expand professional network and develop leadership skills. Address workplace challenges for Ensure
on
Thinking
Kelsey Mahay
Dealer Communications Manager
Ann Marie Manos Associate Director, Service Engineering and Serviceability
Frederique Klein Director of Finance
#RideWithNavistar
women have equal access to opportunities for professional growth and advancement.
ROEHL TRANSPORT www.roehl.jobs
60 Years of Safety & Service. Built on values like innovation and unity in diversity. Offer on-thejob paid CDL training and other opportunities. Invest in teammates’ professional and personal successes.
RYDER www.ryder.com
Their success hinges on the achievements of each one of their employees and it’s these unique qualities, insights, and experiences that collectively define who we are.
SAIA LTL FREIGHT www.saia.com
Received 2019 Top Companies for Women to Work for in Transportation Award by Women
In Trucking and America’s Best Employers for Diversity 2020 List by Forbes.
SAVAGE www.savageservices.com
Competitive pay. Ongoing training. Great benefits. Well-maintained equipment. Safe work environment. Paid parental leave. Equal opportunity to advance on merit. Actively recruits and promotes. Internal group actively promotes women’s interests.
Commitment to establishing a diverse workforce that creates an environment that fuels innovation, improves strategic thinking, and cultivates leadership. More than 20 percent of workforce are female.
SKELTON TRUCK LINES www.skeltontruck.com
30.6 percent of its drivers are female. Always recruit a lot of women in-house. Fleet has nine female managers heading divisions, such as recruitment, accounting, operations, safety and compliance, customer service, and quality assurance.
SOLERA www.solera.com
Equal opportunities. Women represent 31 percent of leadership. Bring together exceptional female leaders. Impactful mentorship. Solera Mom Factor initiative: connect full-time moms with virtual positions to foster career growth and development.
STERICYCLE www.stericycle.com
Led by a female CEO and CIO/CFO. Empower women to succeed. Dedicated Employee Resource Group. Hosts annual International Women’s Summit. Brings together female leaders for a series of events designed to foster personal and career growth.
Certified WBENC. 50 percent of its company leadership is female. Driven by values centered around being not only a good employee, but a good human. Thrive due to their strong women!
SWIFT TRANSPORTATION www.careers.swifttrans.com
Launched Diversity and Inclusion Initiative in 2020 with ongoing efforts in place to support and encourage a diverse and inclusive workplace.
THE ERB GROUP OF COMPANIES www.erbgroup.com
23 percent of managers are women. 83 percent of recruiters are women. Active with community engagement programs, such as donations to a local playground and a women’s rights charity.
THE EVANS NETWORK OF COMPANIES www.theenoc.com
Believes that culture drives success. Family business. Amazing group of women in corporate roles. Several high revenue generating women agent entrepreneurs.
THE PETE STORE, LLC www.thepetestore.com
Unique culture that attracts (and rewards) humble, hard-working, problem-solvers.
Recently named by WIT’s Redefining the Road magazine.
boyletransport.com
High value on finding, keeping and rewarding exceptional people. Recognition. Great people got us here, and are the only thing that will keep us moving forward.
THOMAS E. KELLER TRUCKING www.kellerlogistics.com
57 percent of their leadership team being female. Grown female driver percentage to 6 percent over the last few years. Promote OTR female trainers to ensure option is always available to learn and receive firsthand knowledge and experience from other women actively in the industry.
Proven history of placing, retaining, promoting, and empowering their female workforce with more than 20 percent of women drivers to their more than 30 percent executive management team.
TRAFFIX www.traffix.com
Make impact through steering committees, sharing ideas, feedback, and making meaningful contributions as female mentors and leaders. Supports women through its Women in Transportation ERG.
TRANSFLO www.transflo.com
CEO Renee Krug, has a history of mentoring and developing women in the industry. Leadership team shares desire to steer the freight industry in a more diverse and prosperous direction. Collaboration is its core.
TRI-NATIONAL, INC. (TNI) www.tri-nat.com
Acknowledges the drive women have for being career-oriented, while being family-focused and accommodating the needs of their families.
Cultural values give women respect and admiration of their accomplishments to have prosperous careers.
TRINITY LOGISTICS www.trinitylogistics.com
Supports individuals who have a servant leadership attitude. Growth and leadership opportunities. Flexible schedules. Maternity room for those breastfeeding. Competitive compensation. Continued education.
TRIUMPH BUSINESS CAPITAL www.invoicefactoring.com
Prioritize diversity, equity, and inclusion through staffing and benefits. 68 percent of team are women. Out of 44 positions of influence (VP & above), 26 are held by women, and of those, nearly half of them are BIPOC. Several training and ongoing education opportunities.
TRUCKSTOP.COM www.truckstop.com
Diversity is critical to success. Continuously adding inspiring and talented women to their
team. More than half (53 percent) of the 920 Truckstop.com employees are women, who make up nearly 20 percent (18.5 percent) of leadership roles including CEO, Senior Vice Presidents, and more.
Believes in empowering women in all areas. 70 percent of the executive team is female. More than a dozen female drivers. Knows women are needed in this industry to help foster diverse thought, creativity, and innovation and makes that diversity a high priority.
TUCKER FREIGHT LINES www.tuckerfreight.com
Secret to success: good leadership and making team members’ lives better. Women have equal voice, treated fairly, given same opportunities and flexibility in order to bring their best selves to work. Collaborative. Family first culture. Inclusive.
U.S. XPRESS www.usxpress.com
Fosters an equitable environment. Advancement opportunities and benefits. Numerous mentors throughout their careers and resources, including women’s employee resource group that was launched in 2020 and has 200+ employee members.
UPS www.ups.com
Consistently develops strategies related to how to recruit and retain women, has 11 different BRG types, partners with various organizations externally, unapologetically aspires to have 28 percent women in management.
US AUTOLOGISTICS www.usal.com
Encourages personal and professional growth. Healthy work-life balance. Affordable benefits. Hybrid work schedules. Achieve exceptionally low CSA safety scores. Unique skills and diverse backgrounds propel business through innovative thought and strategic leadership in an inclusive, fun, and supportive work environment.
VENTURE TRANSPORT LOGISTICS www.venturelogistics.com
Great benefits. Work flexibility. Advancement opportunities. Focused on personal development, leadership, and tackling issues of inequality. Allow all genders to come together for the purpose of creating a safe, equitable workplace.
VOLVO GROUP NORTH AMERICA www.volvogroup.com
United by a culture of care, inclusion, and empowerment. Flexible work, competitive pay, and comprehensive benefits. Safety, health and wellbeing come first. Inclusion, equity, and diversity groups (e.g. Women in Engineering and Professional Women’s Network).
WALMART, INC. www.walmart.com
Believe they’re stronger when people are heard, included, and empowered. Tremendous growth opportunities and benefits that foster supportive work environment. Live Better U, mentor matching, Associate to Driver program, safe equipment and parking.
WASTE MANAGEMENT (WM) www.wm.com
Increasing their representation of women. Percentage of women in professional, executive and Board positions at WM currently approaches or exceeds industry averages. Aspire to lead the industry in female representation at every level, including their frontlines.
WERNER ENTERPRISES, INC. www.werner.com
Support and encourage diverse voices and perspectives of their associates, customers, and suppliers. Women’s Leadership Alliance (WLA) works to ensure they’re an employer of choice among women.
WILSON LOGISTICS www.wilsonlogistics.com
Emphasized their search for trainers for their female students, resulting in their female percentage doubling since 2020; currently sitting at 25 percent.
XPO LOGISTICS www.xpo.com
Facilitate growth and advocate for women throughout workplaces via both equality and equity. Redefining collaboration. Promoting healthy competition. Stronger and better together in moving the world and gender equality forward.
YELLOW www.myyellow.com Culture of belonging. Celebrates diversity. Awarded WIT’s Top Company for Women to Work for in Transportation each year since 2018. Proudly celebrate their 30 Top Women to Watch in Transportation winners and 2022 Driver of the Year Peggy Arnold!
ZONAR www.zonarsystems.com
Leader in smart fleet management solutions. Prioritize gender diversity, competitive compensation, safe working conditions, continued education, and career advancement opportunities. Dedicated recruiting and talent efforts towards promoting women to senior roles across departments. n
www.WomenInTrucking.org
Trucking is so much more than moving goods from point A to point B. There are many people behind the scenes who help to ensure the continued success and operations of the entire industry that keeps the economy moving.
Women In Trucking (WIT) recently held its eighth annual photo contest, which was centered around the theme “WE Are Trucking!” This theme emphasized that from the person behind the wheel, dispatching the call, fixing the truck, manufacturing the part, making the sale, managing the inventory, leading the company, and beyond, trucking is a team effort.
A record-breaking 240-plus participants showed their pride for their role in the industry. Participants were creative in using such props as posters, T-shirts, stickers, signs and balloons. Nearly 7,000 votes were cast to determine the “People’s Choice” winners and a panel of judges determined their favorites for the “Judges’ Choice” winners.
Before drivers get behind the wheel of a Volvo or Mack truck, this leading manufacturer has already put in countless hours thinking about how they will use that vehicle. How it handles for them. How Volvo can help keep them safe on the road. How Volvo can contribute to their success, as drivers, business owners, trucking professionals.
“Our women engineers bring their unique perspective to their work, asking questions and incorporating that feedback into designing trucks that are comfortable, safe and distinctive,” says Rane. “Our women truck builders ensure quality in every bolt and rivet, seeing to it that a truck driving out of our factories is ready to perform. Our female sales reps listen to drivers and business owners, incorporating their needs into the right spec. The women in our aftermarket bring attention to detail and a mindset of always getting better, to keep trucks moving and businesses growing.
“From vehicle design to keeping trucks on the road, and every step in between, we’re proud of the roles we play,” she continues. “Proud to stand beside the other women in our industry, the pioneers and the next generation who are changing the face of trucking.” (top left)
Submitted by Stephanie Fleck, Nikola Corporation
The Women In Nikola (WIN!) group came together from the Coolidge manufacturing facility and Phoenix headquarters to take a moment to recognize the various departments of women that are shaping the trucking industry and paving the way for future generations in sustainability. (middle left)
Submitted by Nikki Auclaire, Giltner Transportation, Inc.
Trucking is more than just a truck on the road. Giltner employs more than 100 women in an industry that is heavily malepopulated. Giltner has multiple locations throughout the United States, involving expertise in trucking, logistics, factoring and insurance. (bottom left)
Submitted by Shanta Stroud, FedEx Express
These ladies are proud employees of FedEx Express HTOA Station located in Jamaica, N.Y. To some this may be a job, but to them this is an amazing career that they put their hearts and souls into every single day. (bottom right)
Submitted by Jennifer Davila, Daimler Truck North America
For Daimler Truck Saltillo Plant, every role in its process is essential and each one contributes to achieving its purpose: to inspire and move the world forward to build a better future, not only for us but also for the next generation of women. (top right)
Submitted by Lance Mijares, Navajo Expedited
This photo highlights a variety of essential goods and the part that Navajo plays in keeping the shelves stocked in America. (middle right)
Newly released data by the Women In Trucking’s 2022 WIT Index show significant changes in the percentage of women in the last three years – including roles in leadership, operations, human resources, marketing, and professionals drivers.
The WIT Index is the official industry barometer to regularly benchmark and measure the percentage of women who are professional drivers, in corporate positions, and serve on boards of directors. Initiated in 2016, the index is comprised of average percentages of females in various roles that are reported by companies in transportation, including predominantly for-hire trucking companies, private fleets, transportation intermediaries, railroads, ocean carriers, equipment manufacturers, and technology companies. This data was confidentially gathered from January through April of 2022 from 180 participating companies and percentages are reported only as aggregate totals of respondents.
This year, WIT has expanded its collection on the percentage of women in additional functional roles, including operations, technicians, human resources and talent management, and marketing.
“We believe that you can’t change what you can’t measure, so we have initiated the WIT Index to monitor the growth of women’s involvement in transportation careers over the years,” says Ellen Voie, WIT’s President and CEO. “The double-digit data regarding female drivers is encouraging as we move toward a more gender-diverse driving force. We anticipate these numbers to continue to increase in the coming years.”
The percentage of leaders in corporations in the commercial freight transportation industry continues to increase. In fact, the 2022 WIT Index shows that 33.8 percent of C-suite executives in transportation companies are women, an increase of 1.5 percent in 2019 when the last WIT Index was measured. In addition, the 2022 WIT Index shows 39.6 percent of company leaders are female. “Company leaders” are defined as someone with supervisory responsibilities and also includes executives within the C-suite.
“Every large carrier today started with a man and a truck,” says Voie. “As more and more women become executive leaders, owners and directors in the trucking industry we are looking forward to the days of more womenowned and led companies.”
In addition, this year’s WIT Index shows 31 percent of individuals serving on boards of directors are female. There is evidence that larger companies in transportation tend to have a smaller percentage of women on their boards, according to Voie. For example, the only 14 publicly traded asset-
based carriers had an average of 23 percent women on their board of directors in 2021, according to Bloomberg. These companies continue to make progress in diverse gender representation on their boards, as this was up from 22 percent in 2020 and 18 percent in 2019. However, there is still significant work that needs to be done in incorporating more gender diversity to boards of directors, as the 2022 WIT Index shows 21 percent of respondents have no females on their boards.
The percentage of professional drivers who are female has increased to 13.7 percent in 2022, an increase of more than three percent since 2019. At a time when the industry is significantly struggling to recruit and retain an adequate number of professional drivers, this is good news.
The number of women gaining their CDLs and becoming professional drivers has continued to grow in recent years. According to the 2019 WIT Index, women made up over 10 percent of over-the-road (OTR) truck drivers, an increase of almost 30 percent over the 7.89 percent seen in the WIT Index in 2018. The increase came after an industry-wide push to hire more women drivers in response to the capacity crunch in 2018.
professionals in corporations with for-hire or private fleets in the commercial freight transportation industry continues to increase. In fact, the 2022 WIT Index shows that 40.5 percent of safety professionals in transportation companies are women. This is the first year the WIT Index has included percentage of safety professionals in its annual survey. The 2022 WIT Index shows approximately 20 percent of respondents report having 90 percent or more of women in safety roles, with another 28 percent saying they have 50 percent to 70 percent women in those roles. Approximately 27 percent report having 10 percent to 40 percent women in safety roles, while 23.5 percent report they have no women in safety roles.
“More and more women are becoming safety directors and we are encouraged by these numbers,” says Voie. “We look forward to seeing this percentage continue to increase in the coming years.”
The percentage of female professionals in human resources and talent management roles within the commercial freight transportation industry has reached an alltime high.
The 2022 WIT Index shows that 74.9 percent of human resources and talent management roles in transportation companies are women. In addition, the 2022 WIT Index finds that approximately 49 percent of respondents report that 90 percent or more of professionals in their HR/ Talent Management positions are women. continued on page 28
continued from page 27
Another 34 percent say that between 50 and 90 percent of HR/Talent Management professionals are women. Approximately 11 percent report that women comprise 10 to 50 percent of HR/Talent Management roles, while 6 percent report having no women in HR-related roles.
Traditionally, human resources (HR) and talent management disciplines have been long perceived as a female-oriented profession, primarily because of the skill sets requirement in the field, says Voie: “Women are typically more skilled in this area because they are commonly considered to have a better Emotional Intelligence (EI) score than men. Critical skills in this discipline that are more commonly held by women include multitasking, leadership, planning, communication, and human relations skills.”
The percentage of female equipment technicians and mechanics in corporations with for-hire or private fleets in the commercial freight transportation industry remains low. The 2022 WIT Index shows that only 3.7 percent of technicians in transportation companies are women. This is the first year the WIT Index has included the percentage of technicians in its annual survey.
“There is a severe shortage of diesel technicians and women can play a role in addressing this need,” says Voie. “Our foundation provides scholarships to women seeking training in this area as well and we make every effort to promote this career to women.”
For more information on the WIT Index and to download a full executive summary of the 2022 WIT Index findings, visit womenintrucking.org. n
The Mentor Match program, a Women In Trucking member benefit, reflects our commitment to our members and their professional development. This unique online networking and career development tool helps members find, connect, and share experiences with others within our community, whether they’re in the same city or on the other side of the world.
All you need to do is make sure your profile is updated on the Engage platform and enroll as a mentor or mentee. Then, you can request a mentor or mentee relationship with other WIT members.
The platform allows you to make connections based on your interests in specific topics, specialties, and career stage. In fact, you can search for a match based on topics such as career development, work/life balance, and starting your own business.
Through the Engage platform, members can easily track and manage their mentor/ mentee relationships, participate in discussion forums on mentoring topics, and search for helpful mentoring resources.
Interested in becoming a mentor or mentee? Visit the Member’s Only section at WomenInTrucking.org. n
Women drivers who choose Schneider gain:
› Access to a nationwide facility network with secure parking lots and free amenities: showers, laundry, cafeterias, exercise equipment and more.
› Flexible scheduling with choices that get you home daily, weekly or other options.
› Industry-leading solutions that improve driver safety and comfort on the road.
› Great benefit options that include: health care, a leading 401(k) plan, paid time off and more.
Flexibility and resources you need with advantages that follow you on and off the road
As more women pursue careers in transportation and logistics, Redefining the Road magazine highlights some of the industry’s successful female professionals who were recently recognized as WIT Members of the Month.
Charlene Frelix Johnson is a professional driver for Republic Services and is one of the few women in her division. She hauls loads of trash and hazardous materials across her service area five days a week, provides exceptional service and stops at nothing to succeed within her role. She is a shining star on the team, highly respected and serves as the go-to for many operational challenges within the field.
A great teacher who jumps at the opportunity to lead and teach her fellow drivers.
Frelix Johnson is well known by her customers, and they look forward to her service on a weekly basis. For example, one day a child was admiring her truck as
she drove down the street collecting the containers for service. After completing the street, she circled back to the location of the child, stopped, and allowed him to look at the inside of the “big blue truck.” He was amazed and thoroughly enjoyed his time looking at all the controls and buttons in the truck.
Frelix Johnson is a great teacher who jumps at the opportunity to lead and teach her fellow drivers. Her positive energy is contagious, and she has a soft touch in communicating with her colleagues. Her wittiness, strategic mindset and personable attitude brings her success within the workplace and is why she was featured this year as the May WIT Member of the Month.
Nona Larson is the Director of Customer Experience at PACCAR Parts, a division of PACCAR, Inc and was a 2022 Top Woman to Watch in Transportation. Larson is proud of her ability to identify talent in technical areas and help women establish themselves in their career of choice.
“I strongly believe in the power of team building and bringing people together with diverse backgrounds,” she says. “It’s important to avoid stereotypes when building a team so that you create opportunities for non-traditional workers, which contributes to better collaboration and results.”
Larson has had an exciting career in engineering leadership roles and advocates for women entering the transportation industry, particularly in STEM (Science, Technology, Engineering and Math) and management roles.
“I can relate to women beginning or growing their careers in the transportation industry,” she continues. “Helping women find a path to meet their ambitions is an area I care strongly about. There are so many opportunities for women in the trucking industry and it’s very gratifying to see so many women making their mark in this business.”
Because of Larson’s passion for leading women within the industry, she was featured this year as the July WIT Member of the Month.
I care strongly about. Jumps at the opportunity to lead and teach her fellow drivers.
Elizabeth Perez is a professional driver for DVL Express and was named one of their best drivers for September 2021. After migrating from Mexico to the United States, Perez tried many different career paths until one day she saw a woman driving a semitruck. Seeing how confident and strong this woman was, she decided that truck driving would be the perfect match for her personality.
“Truck driving is a job that always keeps you in suspense,” she says, recalling a time she
got caught in a snowstorm transporting a load from Illinois to Missouri. She has since visited all 50 states and says that Colorado and California are her favorite because they remind her of Mexico more than anywhere else.
While challenging, this career path is rewarding in many ways. “As of now, I am thankful for the helpful and caring people that surround me at DVL Express, and I am especially grateful for my dispatcher and the connection that we share.” Perez’s willingness to overcome any obstacle she faces is why she was featured this year as the June WIT Member of the Month.
Maria Rodriguez is a professional driver and trainee in the Biden administration’s Trucking Action Plan’s extended 90-Day Trucking Apprenticeship Challenge, which is focused on attracting and retaining talent within the transportation industry.
As a restaurant worker who was laid off due to the COVID-19 pandemic, Rodriguez, a mother of a 4-year-old son, was seeking stable employment and soon after, found her home as a professional driver.
“I think I’m unique because I’m a mother and I am still able to go to work as a truck driver. It’s very rewarding to have a stable income and be able to come home to my son.”
Earlier this year, she was chosen to participate in a special White House event for the 90-Day Trucking Apprenticeship Challenge, allowing her to make a speech about her journey to truck driving and then introduce the President of the United States, Joe Biden.
As a first-generation immigrant from Venezuela, Rodriguez is a proud advocate and uses her voice to encourage other minorities, including other females and Latinas, to pursue a career in the transportation industry. Because of her advocacy for women in the industry, Rodriguez was featured as the August WIT Member of the Month. n
Truck driving is a job that always keeps you in suspense.
Access to adequate truck parking continues to pose significant challenges for professional drivers on many levels. This article explores the various challenges and safety risks that are generated as a result of the lack of driver access to adequate parking and amenities.
Specifically, the lack of adequate truck parking has been ranked as a top critical issue in the trucking industry by truck drivers in recent years, according to the American Transportation Research Institute (ATRI). Many trucking industry associations, including WIT, the American Trucking Associations (ATA), and the Owner-Operator Independent Drivers Association (OOIDA) claim the nationwide shortage of truck parking has plagued America’s motor carriers and professional truck drivers for decades, with a wide range of consequences for highway safety, driver health and wellbeing, supply chain efficiency, and the environment.
Major freight corridors and large metro areas have the most acute shortages, with shortages existing at all times of the day –but mostly overnight and weekdays. In the landmark 2015 Jason’s Law Survey by the Federal Highway Administration (FHWA),
27 state Departments of Transportation reported problems with truck parking, notably in congested freight corridors in the Northeast, up and down the East Coast, the Mid-Atlantic, and out west in the freight lanes of California and the Pacific Northwest.
According to the 2019 Jason’s Law Survey, conducted by the FHWA, 75 percent of professional drivers report problems finding safe parking weekly and another 20 percent report occasional problems (one or more times a month), while only 3 percent report they rarely have difficulty finding safe parking (once or twice a year) and 2 percent claim they never have problems finding safe parking.
Do women drivers perceive that trucking is a safe industry in which they can work?
According to a driver survey conducted by WIT last year through which more than 400 drivers participated, approximately 53
How Often Are You Forced to Make a Stop Where You Don’t Feel Safe?
The pervasive truck parking problem can be defined with simple math: With 3.5 million professional truck drivers in the U.S. and approximately 313,000 truck parking spaces nationally, for every 11 drivers there is only one truck parking space.
percent agreed or strongly agreed, while another 18 percent disagreed or strongly disagreed. Approximately 29 percent were neutral in their perception on this.
In fact, efforts toward parking shortage solutions have compounded by contributing factors such as the COVID-19 pandemic, a shortfall of drivers that has ballooned to more than 80,000, the current supply chain crisis clogging many freight lanes and ports, and dramatic infrastructure issues in the United States. Drivers oftentimes park on highway entrance and exit ramps as an immediate solution to the challenge of lack of parking, but in most states this practice is illegal and places drivers at safety risk.
Professional truck drivers who are women also were asked how often they are forced to make a stop where they don’t feel safe. Nearly 10 percent said daily, more than 20 percent said weekly, more than 13 percent said monthly, nearly 11 percent said quarterly, and more than 7 percent said annually. The serious safety nature of these instances is exacerbated because of the inability to find safe and appropriate parking for large trucks.
Along with safety, there are additional problems driven by a lack of large truck parking. For example, there can be legal implications, according to some respondents to the WIT Safety & Harassment Survey. When truck drivers cannot find parking and are confronting driving limitations due to Hours of Service rules
Educate your local and state partners, agencies and law-makers.
With trillions of dollars passed in recent legislation for infrastructure, it’s shocking that there is little momentum to set aside financial investment to address the lack of large truck parking. Trucking industry stakeholders can educate state and local partners about the eligibility of allocated money for transportation projects in the infrastructure law that could include parking. Encourage state and local partners, agencies and law-makers to prioritize funding for grants that would increase truck parking capacity and include truck parking in their plans.
While the lack of truck parking movement had limited momentum to influence truck stop chains to expand their parking options, there’s little indication that this will happen. According to the 2019 Jason’s Law Survey, 79 percent of truck stop operators do not plan to add any more truck parking.
Local governments can require new commerce parks and warehousing districts to include set-aside land for ancillary truck parking. Otherwise, the case can be made that local business requiring truck traffic will likely force drivers to park in unsafe, unauthorized areas near these locations.
Existing paved areas (such as vacant warehousing, nearby vacated shopping malls, or other unused real estate) can be rezoned and repurposed to generate revenue for local private enterprises and MPOs.
In addition, because the root cause of a lot of truck parking issues are tied directly to detention, supply chain leaders who are responsible for local facilities and operations also need to help develop solutions to the issue. When the professional driver picks up or delivers a shipment involving a shipper or receiver, they are expected to adhere to strict appointment windows, yet oftentimes when the driver arrives for the appointment the shipper isn’t ready. Shippers and receivers need to ensure efficiencies in their scheduling and dock operations to get the driver in and out as quickly as possible. And these operations also should provide temporary parking and access to facilities for the professional drivers, if necessary.
from
(HOS), they find themselves in a “no win” situation because they are forced to either park in unsafe or illegal locations or violate federal HOS regulations by continuing to search for safer, legal alternatives. According to the ATA, 70 percent of professional drivers have “been forced” to violate HOS rules due to a lack of truck parking.
The shortage of truck parking also creates a decrease in productivity and has economic implications. According to an ATRI study in 2016, professional drivers need to “surrender” an average of 56 minutes of available drive time per day,
as they’re parking earlier than they need to because they’ve found available truck parking and they don’t want to pass up on the opportunity. The economic impacts of the inefficient use of the driver’s time are profound and the practical impact of productivity losses create issues through North American supply chains.
Of course, when there are few places for drivers to safely and legally park their trucks, professional drivers will find places to park that may not necessarily comply with federal requirements. That can make professional drivers a target of crime. When
drivers are forced to find non-traditional or unauthorized truck parking areas, it can turn to tragedy. The significant economic impact of siphoned diesel fuel, and theft of equipment and cargo when it is hijacked in unsafe, unsecured parking locations also is of major concern.
Interested in learning more? Download the whitepaper, Lack of Driver Access to Truck Parking (which is part of WIT’s Whitepaper Safety & Harassment Series, visit WomenInTrucking.org and click ‘Whitepapers.’ n
Whether your passion is being on the open road or building daily customer relationships, there’s an opportunity to grow your career path at Old Dominion Freight Line. Join a family with great pay and benefits. Start your new career today!
Apply at: odfl.com/careers
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Liz Williamson’s mother sold her into human trafficking at the age of six. Williamson’s mother used her to make money from child pornography, having a different man pick her daughter up after every ballet class. And, for a reason Williamson could never fully explain at the time, there was never an adult to properly question her situation.
“It’s really hard for people to hear that because for most of us, we think human trafficking is something that happens far away and can’t touch people we love,” she says. “People don’t want to confront that.”
Williamson recalls as a child growing up, she ran into challenges every time she tried to draw an authority figure’s attention to her issue. When she tried to let an adult know what was happening to her, something would get in the way, whether it be her mother telling others she was a promiscuous child or the adult simply not wanting to get involved in helping a child caught up in trafficking crimes. Williamson says her mother had some medical knowledge from being a nurse and was able to take care of
most of her visible bruises and marks.
Williamson says she realized by the fourth grade that what was happening to her was wrong and not normal. After graduating high school, she was able to move away from her mother and found a way to go to college in Florida. Unfortunately, with no way to stay in the state during school breaks, she was forced to return home. The trip resulted in her meeting a man that would pimp her out for years. Williamson was able to escape human trafficking 12 years ago at the age of 23.
Truckers Against Trafficking (TAT) was introduced to Williamson through a friend. As a survivor of human trafficking, she was interested in discovering ways to bring awareness to child human trafficking. Today, Williamson is a training specialist and survivor leader for TAT.
“Truckers Against Trafficking exists to equip, encourage, empower, and mobilize members of the trucking business,” she says.
“Really it’s an industry that wants to learn about the red flags of human trafficking.”
Williamson says trucking companies can use the information provided by TAT to train their drivers to know what to look for if they see a potential trafficking situation.
“Traffickers know what to look for,” she says. “They look for someone who’s weak and vulnerable, and they prey on them. They truly are predators.”
Williamson pointed out truck drivers who go to different cities and stay for extended periods of time are targeted by traffickers. She says traffickers will bring girls to these areas in hopes of finding customers who are lonely or interested in buying a girl to relax. TAT’s Empower Freedom Program offers individual certifications as well as organization-wide programs where drivers receive training tools and are given access to the national hotline.
Williamson says more conversations around human trafficking are starting, and it’s important to continue to reach out to local communities and make them aware. She says there are still a lot of people who feel uncomfortable talking about human trafficking and are unsure of how to identify a trafficker.
“If we just train people to see what they need to look for, we could potentially have an opportunity to change a life,” Williamson says.
She mentioned several physical characteristics that can be spotted by someone who may be a potential predator, such as tattoos of the word “Daddy” in relation to ownership or a young woman wearing short shorts and walking around “alone” in a truck parking lot.
“I think traffickers really are hoping that we remain naive to their tactics, and that they can continue on to make money in the way that they do,” she says. “If there was no market, if there wasn’t a demand for ‘the product’ that they’re selling, they would sell something else. So as a community, as a culture, we really have to stand up and say, ‘I don’t want human beings to be bought and sold in any industry that I’m a part of.’”
Williamson says she encourages everyone to put their local National Human Trafficking hotline number in their phone.
“So that way, if you are out and you do see something, don’t wait, don’t say, ‘Oh, I’ll call later.’ Call right then,” she advises. “So that way, you’re not missing an opportunity to potentially make a difference.” n
leadership, HR/talent management, operations, sales and marketing, safety and compliance, and technology.
The highly anticipated event takes place Nov. 13-16 at the Hilton Anatole in Dallas, Texas, and works to elevate the issue of gender diversity, develop women leaders, explore how to leverage a diverse workforce for company success, and engage and retain more females in the industry.
Designed for professionals who are looking for best practices, case studies, professional development, and solid peer networking with a focus on how to achieve gender diversity, WIT anticipates 1,500 attendees for this year’s four-day gathering. Attendance at this event includes transportation
decision-makers in the roles of managers, directors, vice presidents, and presidents of companies ranging from motor carriers and 3PLs, to manufacturers, retailers, truck driving schools, financial and insurance providers, and health and fitness services.
This year, attendees will have the opportunity to experience more than 60 educational sessions featuring 100-plus thought leaders and subject matter experts on transportation, supply chain, and gender issues. These educational sessions, including 14 leadership-packed panel discussions, will provide content in six key areas, including
The Expo will feature approximately 125 exhibitors, showcasing companies, brands, products, and services, making a wide variety of valuable solutions available to attendees. Additionally, the Truck and Technology Tour will allow attendees to gain knowledge on new and ground-breaking technologies of tractors on the road. If you’re looking to strengthen your reputation and credibility as they relate to gender issues and empowerment, reserve your spot today!
If you’re not able to attend the in-person event, WIT also is offering a virtual conference option on Dec. 6-7 for those who are unable to attend in-person. Those registered for the in-person conference will have access to the virtual conference sessions. Visit WomenInTrucking.org for full conference details and to register. n
The Women In Trucking Association (WIT) has announced its second truck giveaway. The truck is being donated by Arrow Truck Sales of Kansas City, Mo.
On March 31, 2023, five years after the first truck giveaway, Ellen Voie, WIT’s President, and CEO will hand over the keys to a professional driver. The giveaway will take place at the annual “Salute to Women Behind the Wheel” event at the Mid-America Trucking Show at the Kentucky Exposition Center in Louisville, Ky.
“Handing the keys of a truck to a deserving female driver is one of the highlights of my career,” said Voie. “Without the generosity of Arrow Truck Sales, we wouldn’t be able to create a new owner operator who may someday have her own fleet. The truck giveaway will be one of the most exciting events of the year."
Arrow Truck Sales is a source of used heavyand medium-duty trucks with locations across the U.S. and Canada. It supports the
mission of WIT as a gold-level partner of the association.
“Arrow Truck Sales is proud to support the mission of Women In Trucking and being able to provide a truck for a worthy female driver is something that we are very excited about," says Jim Taber, Arrow’s Sales Operation Manager and WIT board member.
Applications for the 2023 Truck Giveaway are open until Nov. 30, 2022. The applicant must be at least 23 years old and hold a valid commercial driver’s license and be a member in good standing of WIT before October 31, 2022.
To qualify, a driver must complete an application form to verify eligibility and write a short essay on why it is important to attract more women into the trucking industry. Examples of ways the driver has encouraged women to consider a career in trucking will show her or his support for the mission of WIT.
Start an application, visit WomenInTrucking. org, click Community and then Events. n
“If you cannot measure it, you cannot improve it” is a notable quotable within the business world – and it’s so relevant when it comes to gender diversity in transportation.
Every year, Women In Trucking (WIT) conducts the WIT Index, which is the official industry barometer to benchmark and measure each year the percentage of women who make up critical roles in transportation. Through the WIT Index, the association identifies percentage of women in corporate management (C-suite), boards of directors, functional roles (operations, technicians, HR/talent management, marketing, etc.), and professional drivers. Companies of all types are encouraged to participate, ranging from for-hire
trucking companies, private fleets, drayage companies, and third-party logistics providers (3PLs) to equipment manufacturers, railroads, and ocean carriers.
The 2023 WIT Survey is now open. Be part of this important initiative and ensure that your organization participates in this survey before it closes March 1, 2023. (Important note: To nominate your company as a 2023 Top Company for Women to Work For in Transportation or Top Woman-Owned Business, your company is required to participate in the 2023 WIT Index to ensure that your gender diversity is at acceptable levels).
One authorized representative from your organization can complete the WIT Index
at WomenInTrucking.org, then click “WIT Index” under “Resources.” You’ll find full details and all questions of the WIT Index outlined there. n
Earlier this year, the Women In Trucking Association (WIT) launched its Professional Driver Hub, an online network and resource for everything a professional truck driver needs for success, no matter what stage of their career they’re in. The brand-new community, available to members and
Those considering a career in transportation can inquire about whether becoming a professional driver would be a good fit for them through a “Fact or Fiction Quiz” on myths and misconceptions about trucking, a “Driver DNA Test,” and testimonials from female drivers about their life on road.
Highlights frequently asking questions (FAQs) and issues, such as steps to become a driver, what’s involved in obtaining a CDL, and how to choose the right driving school for your individual needs.
Includes job postings, information for those seeking new careers and job alerts.
Features the different ways drivers can interact with other drivers through the WIT Driver Facebook Group, Engage, WIT’s exclusive members-only site, the LeadHERtrucking Mentorship Program, and live events.
Engage is the Women In Trucking Association’s exclusive members-only online community that encourages mentoring, community, and education, allowing members to connect virtually and collaborate through distinct community groups.
WIT members can leverage Engage to share ideas and experiences, provide mentorship and gain advice, discuss challenges and best practices, post questions and access thought leaders, build stronger peer relationships, and upload informational documents and resources. In addition, the core communities, which members can join freely depending upon their interests, include professional drivers, business leaders in trucking, operations professionals, HR/talent management professionals, sales and marketing professionals, and Engage Open Forum.
In July, Mindy Brown, a WIT member and driver and driver team leader for Covenant and Arnold posted a simple question: Where are my people? She went on to ask, “Where are the women who want to network, make an impact, and connect? Please reach out.”
This simple question led to powerful engagement among many members from all roles of transportation, resulting in multiple Zoom meetings that directly support WIT’s mission to encourage the employment of women in the trucking industry, promote their accomplishments, and minimize obstacles faced by women working in the industry.
“Sharing powerful women and their success stories in conquering this industry is a great way to show other women that they have the ability to adapt and overcome in a maledominated industry,” says Laura Duryea, WIT member and Manager of Recruiting, Retention, and Driver Development at Boyle Transportation.
The Zoom meetings hosted by this group have featured some special guests, such as LeadHERtrucking’s former Director of Programs, Sarah Hilton, and Andrea Adeyanju, WIT’s Director of Driver Engagement.
Brown is thankful for the supportive and inspiring community of women she has found and says, “in life when integrity and grit collide; later it produces greatness, resiliency, impact, and tenacity.” n
Bendix Commercial Vehicle Systems
Legal Plan
Expediter Services
| Roebig Trial Attorneys
Pro-Driver
Site Services
NOVEMBER 8-10
Women In Supply Chain Forum Atlanta GA (Ellen on panel)
FEDEX Trucks Are For Girls event Lewisville, TX
NOVEMBER 13-16
Accelerate! 2022 Dalas, TX
FEBRUARY 3-4, 2023
Mid-West Truck & Trailer Show Peoria, Illinois
FEBRUARY 9-10, 2023
Customized Logistics and Delivery Association (CLDA) New Orleans, LA (Ellen speaking)
FEBRUARY 26-28, 2023 NATERA Conference Tampa, FL (Ellen speaking)
MARCH 30-APRIL 1, 2023
Mid-America Trucking Show Louisville, KY
NOV. 5-8, 2023 Accelerate! 2023
NOV. 10-13, 2024 Accelerate! 2024
Radio Nemo Segment WITH ELLEN VOIE
First Monday of each month 11/7, 12/5 2023: 1/2, 2/6, 3/6
Freightwaves
First Tuesday of each month 11/1, 12/6 2023: 1/3, 2/7, 3/7
WLW radio with Kevin Gordon First Wednesday of each month 11/2, 12/7 2023: 1/4, 2/1, 3/1
in this
Transport Group
State Western
Discount Furniture
Transportation
Services
Petroleum Company
Trucking
Parts
Trucks
Food Group......................
Carriers
Transportation of Mississippi
Inc.
Business Capital
AutoLogistics
For a full list of WIT Corporate Members, visit WomenInTrucking.org
For more information, contact: Carleen Herndon: 615-696-1870 or Carleen@WomenInTrucking.org
