Diversity Matters Building a Business Case

Making diversity and inclusion a cornerstone of an organization’s, culture, mission, and strategy is not only the morally justifiable approach, but it can lead to tangible benefits. Consulting firm McKinsey found that companies with ethnically and culturally diverse leadership teams were one-third more likely to outperform on earnings before interest and taxes (EBIT) margin.

The trucking industry historically has been a male-populated industry but it has made significant strides in the last several years. According to the 2022 WIT Index, the official industry barometer to benchmark and measure the percentage of women who make up critical roles in transportation, women now make up nearly 14% of professional drivers. The 2022 WIT Index also shows that 36.7% of women in are in leadership roles (in the C-suite and/or supervisory roles). The WIT Index is prepared each year by the Women In Trucking Association, a non-profit organization with a mission to encourage the employment of women in the trucking industry, promote their accomplishments and minimize obstacles faced by women working in the trucking industry. However, the logistics industry still has a long way to go when it comes to gender diversity.

Ellen Voie

A diverse, inclusive company or industry “is one that values differing viewpoints,” says Ellen Voie, founder of the Women In Trucking Association. Individuals of different gender, age groups, racial or ethnic backgrounds tend to bring a greater variety of life experiences than do individuals with more similar backgrounds.

That variety can inform their perspectives. “A more diverse and inclusive workforce will provide insight that the leadership might not have considered without these voices,” Voie continues.

Definition of Diversity & Inclusion

Diversity refers to the individual attributes everyone possesses, including gender, race, nationality, religion, education, marital status, and mental or physical abilities.

Inclusion refers to creating an environment in which all individuals and groups can feel welcome and confident that the diversity they bring is respected. Employees know they can speak up and their opinions will be heard.

To intelligently discuss diversity and inclusion, it’s critical to also understand what the terms don’t mean. D&I isn’t political, nor the province of a specific political party. It’s also not marketing or window dressing. To be meaningful, it must be baked into an organization’s culture, mission, and strategy. n

A number of steps are key when beginning a D&I journey. They include:

1. Clear commitment from leadership. “The initiative must come from the top and must be established in an environment that truly embraces a more diverse and inclusive workforce,” Voie says.

2. Create a strategic plan to ensure a positive corporate culture that attracts and retains women. This plan should ensure that your organization ensures the following: a corporate culture that supports gender diversity; flexibility in hours and work requirements; competitive and equitable compensation; quality benefits (i.e., paid maternity leave); training and continued education and professional development support; career advancement opportunities; and well-maintained and safe equipment and facilities for drivers.

3. Incorporating D&I within the hiring process. When considering resumes, “blind” the process and remove names that indicate race or gender, Voie recommends. This forces everyone to focus on each applicant’s experience and qualities. Similarly, evaluate only the skills required for the job, rather than subjective criteria, such as asking a candidate how he or she handled a challenge, she adds. “There is no right or wrong answer, so only the interviewer gets to decide if the response is good or bad.

Follow these steps and you’ll be well on your way to not only building a business case for gender diversity but incorporating it into your business for successful results.

For being named a “2023 Top Woman To Watch in Transportation” by Women In Trucking