Redefining the Road Edition 3 2023 by MindShareStrategies

Edition 3 | 2023

INSIDE... Woman-Owned Business Initiative

Success Stories

TOP COMPANIES

Bringing Women to the Workforce

WIT Image Team Electric Vehicles

THROUGH POSITIVE CHANGE Fearless Females Making an Impact

IN A CLASS OF ITS OWN

™

Peterbilt’s 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 Model 579. In a Class of its Own.

Text

Now Hiring Nationwide

USPS® Benefits Include: Local Routes

Work-Life Balance

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(requires a valid commercial driver’s license)

· Motor Vehicle Operators

(requires a valid commercial driver’s license)

Apply Today

Diverse Workplace

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at usps.com/careers

©2023 United States Postal Service®. All Rights Reserved. The Eagle Logo is among the many trademarks of the U.S. Postal Service®. Privacy Notice: For Information regarding our privacy policies, visit usps.com/privacypolicy. The Postal Service is committed to providing equal employment opportunities for all applicants regardless of race, color, sex (including pregnancy, sexual orientation, and gender identity, including transgender status), national origin, religion, age (40 or over), genetic information, disability, veterans’ status, or engagement in EEO-protected activity as provided by law.

www.WomenInTrucking.org 3

We’ve saved your seat. At Triumph, one of our core values is “invest for the future.” Since nearly 60 percent of our enterprise leaders are women, our position is clear. A commitment to diversity produces a culture of innovation and agility in an industry always on the move.

To see all current job openings, scan this code.

Inside this issue Published for: Women In Trucking Association P.O. Box 656 Merrifield, VA 22116 USA Phone: 1-888-464-9482 www.WomenInTrucking.org Published by: MindShare Strategies, Inc. Ponte Vedra Beach, FL 32004 Billing Address: MindShare Strategies, Inc., P.O. Box 843 Springfield, TN 37172 Group Editorial Director and Publisher: Brian Everett, ABC 952-442-8850 x201 brian@WomenInTrucking.org Production Manager: Cassidy Mullins 952-442-8850 x215 cassidy@WomenInTrucking.org

Editorial Content This Edition: Courtney Bloom Faith Boone Celi Birke Brian Everett Jenny Fall Beth Potratz Conrad Winter Advertising Sales: Carleen Herndon 1-888-464-9482 carleen@WomenInTrucking.org Design/Production Managers: Todd Pernsteiner 952-841-1111 todd@pernsteiner.com Amy Pinkston amy@pernsteiner.com Accounting/Administration/ Circulation: Karen Everett 952-442-8850 x203 karen@WomenInTrucking.org

EDITION 3 | 2023 COVER STORY 9

Bringing Women to the Workforce through Positive Change

MESSAGES 4

Celebrating a Vibrant Community

Big Challenges Today

FEATURES 11

2023 Top Companies for Women to Work For in Transportation

Self-Confidence: Developing Your Superpower

TOP COMPANIES

Driver Health & Fitness

An Untapped Market: Hiring Recent Grads

Advocating for Change: One Tactic at a Time

Electric Vehicles: How Will Net Zero Net Out?

November 5-8, 2023 Accelerate! Conference, Dallas, TX

Human Trafficking and Its Imprint on Society

January 19, 2024 Redefining the Road - Edition 1 Advertising Close

Unlocking the Secrets to Driver Happiness

Fearless Females Making an Impact in Trucking

Save the dates!

February 2–3, 2024 Mid-West Truck & Trailer Show, Peoria, Illinois February 13-14, 2024 WIT Board/Partner Annual Strategic Planning Meeting Dallas, TX March 21-23, 2024 Mid America Trucking Show, Louisville, KY March 22, 2024 WIT Salute to Women Behind the Wheel Louisville, KY

WIT NEWS 44

Top Trends Reflected at Accelerate! Conference

A Heart for People and the Open Road

2024 WIT Index Now Open

Get Engaged…with Engage!

Buyer’s Guide

November 10-13, 2024 Accelerate! 2024, Dallas, TX

WIT ON THE AIR at SiriusXM 146 WOMEN IN TRUCKING SHOW WITH ELLEN VOIE

Saturdays at 11 a.m. Eastern

©2023 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.

46 www.WomenInTrucking.org 3

GREETINGS FROM THE PRESIDENT & CEO

Celebrating a Vibrant Community Being connected is important for all of us— at home, at work and in our broader community. Data show that connectivity provides significant benefits that impact our physical, mental, and emotional well-being. And, while we are growing as individuals through that interaction, the greater community is built and strengthened as well. We have so many examples of vibrancy in our community—and in growing connectivity-- that we celebrate, learn, and benefit from each day: Jennifer Hedrick, CAE President & CEO

Our mission is wrapped in community and connectivity: Celebrating accomplishments Encouraging employment of women in the trucking profession Eliminating obstacles

™

4 REDEFINING THE ROAD Edition 3 | 2023

• Last month, we celebrated National Driver Appreciation Week, a time to recognize and honor the work of the extended driver community who ensure our families have essential needs, our member companies continue to thrive and grow in their businesses, and that the overall trucking industry remains vibrant. Events were held throughout the country, and our team and community enjoyed highlighting some of the many success stories of WIT driver members on social media and through other channels. • Many of our members place significant value and energy in building and providing a community for their employees. Employee Resource Groups (ERGs) have been established across many interest areas that create opportunities for women and men to learn and grow in the trucking profession, become more informed about the importance of gender diversity and create a space for open discussion. There are countless examples of this, but two include: ° One member company ERG offers a program to celebrate driver successes through monthly employee events, promote and discuss safety, and share ideas on enhancing driver recruitment, particularly focused on female drivers.

° I was fortunate to join a recent meeting of a member ERG group who invites female leaders to speak with their employees about timely industry topics and share career experiences. They also use their monthly meetings to educate employees about WIT and discuss employee opportunities for involvement in WIT activities. • Finally, we know that simply joining a professional association and being engaged in that community provides various and often immediate company and employee benefits. ° Data from the American Society of Association Professionals (ASAE) shows that companies involved with associations benefit from professional development and experience solid gains through networking and community support. ° A recent study by WIT collaborator, ATRI, shows that carriers that are members of associations have better safety records than those companies that are not members—highlighting, again, that community provides strong benefits. In this case, a strong example of company and employee safety. These are just a few examples. You’ll see throughout this issue the vibrancy of our community, including opportunities to be further connected and engaged (including through our Engage platform) as well as ideas from across the WIT community on how to build connectivity and community further within your own organizations. We’d love to hear about how you’re building community within your own companies, along with ideas and thoughts on how WIT can continue to grow our vibrant community. Thank you for being a part of it.

Our Ladies Are Leading the Industry!

Offering the Most Home Time in Trucking! • • • • • • • • • • • • •

2020-2023 Volvos 2-Day Paid Orientation $10,000 Solo Bonus $25,000 Team Bonus (Split) Health/Dental/Vision Unlimited Referral Bonuses 3K Miles/Week Solo, 6K Miles/Week Teams Canadian Load Pay 100% No-Touch Freight 90% Drop & Hook Monthly Safety Bonuses Excellent Payroll Program 24/7 Dispatch

Drive For TNi!

2023 TOP COMPANY Recognized for Six Years Running: 2018-2023!

From our professional drivers to our exceptional office team, the women of TNi drive our business!

(866) 378-5071 www.tri-nat.com

Where everyone belongs.

dayross.com

A MESSAGE FROM THE PUBLISHER & EDITORIAL DIRECTOR

Big Challenges Today There are some major challenges currently facing the North American trucking market. This is according to the recent findings of the 2023 Top Industry Issues Survey by the American Transportation Research Institute (ATRI). Many of these key challenges will be addressed at the upcoming Women In Trucking Association’s Accelerate! Conference & Expo, Nov. 5-8 in Dallas, Texas (See article Top Trends Reflected at Accelerate! Conference on page 44). Here’s a sneak peek at the top seven most pressing issues:

Brian Everett, Publisher and Editorial Director Redefining the Road magazine

“The content covered at the upcoming Accelerate! Conference reflects the biggest challenges in trucking: volatile fuel prices, recruiting and retention of good talent (particularly professional drivers), the lack of safe truck parking, driver compensation, a lackluster economy, and detention/ delays at customer facilities.”

Fuel Prices. Record-high diesel prices this year are leaving for-hire and private fleets of all sizes scrambling to identify ways to cut costs. Driver shortage. For five years in a row, the driver shortage has been the top concern on ATRI’s list. Factors contributing to the shortage are the challenging lifestyle, a retiring driver workforce, and regulatory pressures that force some drivers to exit the trucking industry. Truck parking. The lack of parking has been a top-five issue in the ATRI survey since 2015. Poor parking options is tied to driver recruitment and retention issues—as well as efforts to attract more women to the profession. ATRI Vice President Dan Murray will facilitate a panel discussion on this major challenge at the upcoming Accelerate! Conference & Expo. Driver compensation. Driver pay has remained in the top five since 2019. Driven by post-pandemic freight demand and the growing driver shortage, fleets have increasingly turned to pay increases as a way to recruit and retain the best drivers. Data from ATRI shows that driver wages increased 9.8% over the previous year, with the driver wage figure ($0.809 per mile) achieving

a record high since the operational costs research first launched in 2008. The Economy. With skyrocketing inflation, equipment and parts shortages, record-high diesel prices, and continued wage pressures, the economy is back as the No. 5 industry concern. And it’s no wonder. After peaking at 9.1% in June, inflation is down slightly to 8.2% as of Sept. 26 but concerns about a global recession persist. Detention/delay at customer facilities. This is the fourth year detention/delay at customer facilities is in ATRI’s top 10 – and this challenge intersects with others. For example, it’s challenging to recruit and retain professional drivers when they know that detention will reduce their pay due to lost hours spent waiting at customer docks. Drivers oftentimes do not have access to amenities such as drinking water or restrooms. They also may expect safe parking at the customer’s facility due to the delay, only to be told to leave and look for parking elsewhere. Driver retention. Many believe that the driver shortage, driver compensation, and driver retention are all inextricably linked and therefore challenging to separate into individual rankings. In ATRI’s 2022 Operational Costs of Trucking research, while average annual starting bonuses were up 26% over four years, retention bonuses were up 57% over the same time period, showing fleets’ increased focus on retaining their best drivers. Thanks to our friends at ATRI for keeping an eye on the major challenges. And thanks to all of you in the trucking community who have been rolling up your sleeves to help find solutions to these major headaches. Only through industry innovation and collaboration will we be able figure out how to address these issues head-on.

www.WomenInTrucking.org 7

WOMEN HAVE ALWAYS BEEN INTEGRAL TO THE TRUCKING INDUSTRY. In 1920, Luella Bates became the ﬁrst female truck driver, as well as one of the earliest truck drivers anywhere. She traveled across the country delivering her best for the industry, maneuvering ﬂooded roads and other tough terrain.

TODAY, WE CELEBRATE ASHLEY LEIVA FOR BRINGING HER BEST TO THE INDUSTRY, THE MILITARY, AND HER FAMILY. It was a great honor for Kenworth to present a new T680 truck to the 15-year combat veteran and winner of the 2022 Transition Trucking: Driving for Excellence Award. Ashley Leiva represents the best in trucking today. And thanks to the passion and commitment of women drivers like her, we’re excited about driving the next 100 years.

THE WORLD’S BEST

kenwor th.com

COVER: Conducive Culture/Top Companies

Bringing Women to the Workforce

THROUGH POSITIVE CHANGE While there still remain challenges for women in the workplace, companies are doing what they can to address these head-on.

The stakes are high for companies in commercial freight transportation that want to achieve more gender diversity within their workforce. This is due to several reasons. First, women are demanding more from their employers, and they’re leaving their companies in higher numbers to get it. Women leaders are switching jobs at an unprecedented high rate, which could have serious implications for companies because women are already underrepresented in leadership. According to the 2023 WIT Index, the industry barometer to benchmark and measure each year the percentage of women who make up critical roles in transportation, only 28.4% of boards of directors are female and 31.6% of C-suite executives are women. The reasons female leaders are stepping away from their companies are telling. While

women leaders are just as ambitious as men, many face headwinds that make it harder to advance. They’re more likely to experience belittling microaggressions, such as having their judgment questioned or being mistaken for someone more junior. Also, they are placing a higher importance on their employers to prioritize flexibility, employee well-being, diversity and inclusion. If companies don’t take action, they won’t just lose their female leaders - they risk losing the next generation of women leaders, too. Younger women are just as ambitious, and they place a higher premium on working in an equitable, supportive, and inclusive workplace. If they see senior women leave for better opportunities, they may be more inclined to do the same. continued on page 10

www.WomenInTrucking.org 9

COVER: Conducive Culture/Top Companies continued from page 9

Leading Women to Leadership Roles Despite modest gains in representation since the WIT Index initially benchmarked the percentage of women in various roles in 2016, women (especially women of color) are still underrepresented in Corporate America. Many companies grappling with this pipeline problem are finding the goal of gender diversity more challenging because the “broken rung” of the first step up to a manager position is holding women back. Female company leaders, which is defined in the WIT Index as professionals with supervisory responsibilities, comprise only 36.9% of overall company leaders. As a result, men significantly outnumber women at manager levels. Women leaders are as likely as men at their level to want to be promoted and aspire to senior-level roles. In many companies, however, they sometimes can experience challenges that undermine their authority and signal that it will be harder for them to advance. For example, according to recent research, women are more likely than male leaders to have colleagues question their judgment or imply that they aren’t qualified for their jobs. Women leaders are also more likely to report that personal characteristics, such as their gender or being a parent, have played a role in them being denied or passed over for a raise, promotion, or chance to get ahead.

less likely to consider leaving their companies. This points to the importance of giving employees agency and choice when possible; a “one-size-fits-all” approach to flexible work won’t necessarily work for all employees. Although remote and hybrid work are delivering real benefits, they may also be creating new challenges. Most employees prefer working remotely at least some of the time. And most corporate and HR leaders say that offering flexible work options has helped diversify their talent pipelines and retain more employees from underrepresented groups. However, there are potential downsides to these new ways of working. Many companies

are concerned that employees who work remotely feel less connected to their teams and say that remote and hybrid work are placing additional demands on managers. It’s also possible that employees who primarily work from home—who are more likely to be women—will get fewer opportunities for advancement and recognition. Read the next several pages as to what the 2023 Top Companies for Women to Work For in Transportation are doing to address talent pipeline challenges and ensuring females in their workforces remain satisfied in their careers. n

2023 TOP COMPANY

Recently named by WIT’s Redefining the Road magazine.

Remote and Hybrid Work are GameChanging for Women Now just a few years after the pandemic forced Corporate America into a “massive experiment” with flexible work, enthusiasm for flexibility in all its forms is higher than ever. This is particularly evident in a majority of the nominations of 2023 Top Companies for Women to Work For in Transportation. A vast majority of employees say they want to work for companies that offer remote or hybrid work options. Although remote and hybrid won’t work for all companies or all roles, it’s clear that these new modes of working appear to be here to stay. As companies in transportation continue to navigate this transition, they should keep in mind that choice is critical. Employees who can choose to work in the arrangement they prefer—whether remote or on-site—are less burned out, happier in their jobs, and much

10 REDEFINING THE ROAD Edition 3 | 2023

Congratulations

Trac Intermodal

tracintermodal.com

TOP COMPANIES

Recognizing Excellence Congratulations to the 2023 Top Companies for Women to Work For in Transportation ADM TRUCKING www.adm.com/careers Core values include excellence, respect, integrity, resourcefulness, teamwork, and responsibility. Provides growth opportunities, tuition aid, and encourages volunteering. AFS LOGISTICS www.afs.net Committed to ensuring women on its team can meet their full potential in the workplace and beyond. Consists of 55% women, several of whom currently serve on its executive and senior leadership teams. AMERICA’S SERVICE LINE www.americasserviceline.com All employees are encouraged to speak up and contribute. Women in leadership have a voice in their organization to make change. ANCORA EDUCATION www.ancoratraining.com Corporate culture is grounded in the principals of trust, support, and growth. Employees trust their employer to do right by them, to support them, and to provide ample opportunities for advancement. ARCBEST www.arcb.com Offers flexible and remote work options, the Women in Supply Chain ERG, inclusive benefits, growth and leadership opportunities, and fair and competitive pay. ARMSTRONG TRANSPORT GROUP www.armstrongtransport.com Provides competitive pay and benefits and focuses on equitable hiring practices. Supports women in their careers by offering advanced learning and training opportunities. ARRIVE LOGISTICS www.arrivelogistics.com Offers flexible work schedules, mentorship groups, and professional development. Women in Logistics ERG, which aims to foster a climate of inclusion and empowerment for women in the logistics industry.

ARTUR EXPRESS, INC. www.arturexpress.com Majority of leadership roles are held by women, and many have been promoted from within. Offers a generous maternity and paternity leave program and features female drivers and office staff in advertisements.

BRIDGESTONE AMERICAS www.bridgestoneamericas.com Women make up more than one in five (21.7%) of leadership positions and 31.7% of management roles. This includes women holding roles in the executive committee, such as CFO and CMO.

AUTUMN TRANSPORT www.autumngrain.com Woman-founded, women-owned, and womendriven. Proud to be a company that prioritizes women and their empowerment and will continue to do so for many years to come.

CARDINAL LOGISTICS MANAGEMENT www.cardlog.com Leadership understands the unique challenges of women in the workforce and maintains a company culture that supports their success and work-life balance.

AVERITT EXPRESS www.averittcareers.com Equipment features state-of-the-art safety technology and its 100+ facilities with more than 2,100 parking spots allow drivers a safe and secure place to rest.

CARGOMATIC www.cargomatic.com Ensures work schedules are designed to accommodate family responsibilities. Other resources include Fringe, where points are provided that can be applied to student loans, parent perks, and continuing education.

BENNETT FAMILY OF COMPANIES www.bennettig.com Advocates for females in the transportation and logistics industry with a variety of initiatives. The cornerstone of these efforts is Bennett’s Women in the Driver’s Seat program. BIG M TRANSPORTATION www.bigm.com Big M Transportation values continued training, education, and development. The company has sent some of its employees to college, has weekly training on John Maxwell, as well as many other employee events. BOB’S DISCOUNT FURNITURE www.mybobs.com Retention rate across fleet and distribution centers was 97% in 2022. Requests consistent engagement and feedback from its employees. BOYLE TRANSPORTATION www.boyletransport.com 40% of professional team drivers are female. Always looking for ways to make them feel welcome. Its culture of innovation and progress allows them to be pro-active as well as reactive to all situations.

CARMAX www.carmax.com Diversity and inclusion is a top priority, with initiatives that foster a culture of respect and equality, including its Women’s Resource Group Pilot. Doubled the percentage of women fleet drivers and offer numerous career development opportunities. CARTER EXPRESS www.carter-express.com Offers flexible work arrangements, mentorship programs, and career development opportunities that promote work-life balance and professional growth. CENTERLINE DRIVERS www.centerlinedrivers.com A leader in hiring and developing female transportation leaders for more than 35 years. Women make up more than 50% of leadership positions.

continued on page 12

www.WomenInTrucking.org 11

COVER: Conducive Culture/Top Companies continued from page 11 CLEAN HARBORS www.cleanharbors.com Offers benefits that include employee engagement, competitive compensation and benefits, diverse and inclusive culture along with empowered career growth. COVENANT LOGISTICS www.covenantlogistics.com Committed to diversity and inclusion, a supportive company culture, and various career growth and development opportunities.

CROWLEY www.crowley.com Provides career and leadership development initiatives that promote professional advancement and work-life balance. IDEA Council spearheads research, development, and implementation of strategies that foster a conducive workplace culture for success. CUMMINS www.cummins.com With an international workforce of almost 60,000 employees operating in 59 countries, diversity, equity, and inclusion have always been critical to its success as a global power leader.

Drive for Bob’s 2022 and 2023 TOP COMPANY for women in transportation!

DAIMLER TRUCK NORTH AMERICA www.northamerica.daimlertruck.com Women represent all levels of the company, from the shop floor to its highest levels of leadership, and in all areas from engineering to operations to HR. DAY & ROSS www.dayross.com Through professional development, advancement opportunities, diversity and inclusion initiatives, and industry partnerships, the company strives to create an environment that promotes gender equality. DOT TRANSPORTATION www.drivefordti.com A variety of driving positions and schedule options provide the flexibility, financial stability, benefits, and support that female drivers want and need. DYNACRAFT (A PACCAR COMPANY) www.dynacraftnet.com Promotes leadership development, openness, teamwork, continuous improvement, and educational advancement in support of driving strong results. EASE LOGISTICS www.easelogistics.com Values diverse perspectives and women are an integral part of managing, leading, and growing its teams. Thrives with wome and wants to continue increasing their opportunities with the company. ECHO GLOBAL LOGISTICS www.echo.com Prides itself for having passionate team members who take on challenging work in a stable field. Continues to build a robust pipeline of women leaders to transform the logistics landscape. EPES TRANSPORT SYSTEM www.epestransport.com Supports associates by providing resources that champion equality, diversity, safety, mental/physical well-being, and professional development. Women are not only valued and supported, more importantly, they are encouraged. ESTES EXPRESS LINES www.work4estes.com Women hold senior roles at Estes and help drive its position as North America’s largest, privately held freight carrier.

Visit driveforbobs.com or call us at 855-928-4390

12 REDEFINING THE ROAD Edition 3 | 2023

EVANS NETWORK OF COMPANIES www.evansdelivery.com Recognized as the largest intermodal drayage provider in the U.S. In addition to an amazing group of women in corporate roles, it has several, high revenue generating women agent entrepreneurs.

continued on page 15

2023 TOP COMPANY

Recently named by WIT’s Redefining the Road magazine.

Congratulations

Boyle Transportation

https://www.boyletransport.com

• VAN/REEFER • FLATBED • EXPEDITED • COLD CHAIN

THE LANDSTAR ADVANTAGE • Non-forced dispatch. • Earn a share of the revenue for every load hauled.

• Thousands of loads available every day. • Big fuel discounts at the point-of-sale.

• STEP DECK • TEAMS • HOT SHOT • HEAVY/ SPECIALIZED

LANDSTAR’S LIVE LOAD BOARD DEMONSTRATIONS recruiter@landstar.com or 1-877-237-3442

WWW.LEASETOLANDSTAR.COM

1-877-237-3442

www.facebook.com/LandstarOwnerOperators

www.WomenInTrucking.org 13

Text

16 REDEFINING THE ROAD Edition 3 | 2023

COVER: Conducive Culture/Top Companies continued from page 12 FORWARD AIR www.forwardair.com Women on the BoD, 3 women on the executive leadership team, and countless women in leadership roles across the company. Determined to help women succeed in the male-dominated industry. FRITO-LAY www.fritolay.com Has a goal of 50% women in management roles by 2025. Incorporating the guidelines outlined in the United Nations Women’s Empowerment Principles: Equality Means Business. GARNER TRUCKING www.garnertrucking.com Garner Trucking is a great place for women to work. From the female leadership to the focus on issues affecting females in the industry, recognizing this diversity and the different needs of females in the workforce continues to be a focus. GFL ENVIRONMENTAL www.gflenv.com Defining feature is its purposeful transparency and accountability in its constant drive to foster an inclusive environment, that empowers women to share ideas, contribute to their fullest potential, and always feel a sense of belonging.

GILTNER LOGISTICS www.giltnerlogistics.com Giltner Logistics values diversity and inclusion, provides equal opportunities for career advancement, fosters a supportive and flexible work environment, promotes work-life balance, and actively seeks out and incorporates feedback from its female employees.

HALVOR LINES www.halvorlines.com Actively recruits women to positions throughout the company – drivers, office staff, managers, and senior executives. Makes career development a priority and has supported career growth for women in all departments/ areas.

GLT LOGISTICS www.goglt.com GLT Logistics promotes gender diversity and equality by providing women with equal job opportunities, fair wages, and a collaborative work environment. A company mostly conformed by women at 61%.

HIGHWAY TRANSPORT www.highwaytransport.com Currently offers flexible work schedules and quality benefits and safety is a top priority. Female driver trainers are available for new drivers.

GRAMMER LOGISTICS www.grammerlogistics.com With more than 49% of its office staff being women, including dispatchers and internal staff, it has also successfully onboarded 19 female tank truck drivers. GREAT DANE www.greatdane.com Women are encouraged to be involved at every level of the company – and are supported by their male and female coworkers to reach their full potential.

HUBTEK www.gohubtek.com Women fill 48% of leadership roles and the company is proud to say it is a company that cares about inclusion and respects women’s rights. ISAAC INSTRUMENTS www.isaacinstruments.com Strives to constantly improve its colleagues’ experience while encouraging them to contribute through agile quarterly appreciation reviews, opportunities for development, and growth.

continued on page 17

DRIVING THE FUTURE JOIN #TEAMGREEN! APPLY TODAY AT GFLENV.COM/CAREERS

Green Today. Green For Life. | gflenv.com

www.WomenInTrucking.org 15

16 REDEFINING THE ROAD Edition 3 | 2023

COVER: Conducive Culture/Top Companies continued from page 15 J.B. HUNT TRANSPORT www.jbhunt.com In 2022, Shelley Simpson was named company president, the first female to serve in the role. The company established its Inclusion Council comprised of diverse leaders who ensure inclusion remains foundational in an exceptional employee experience. J.J. KELLER & ASSOCIATES www.jjkeller.com J. J. Keller & Associates, Inc. has been certified as a Great Place to Work® by the Great Place to Work Trust Institute six times. The certification encompasses respect, fairness, pride, camaraderie, caring and creditability. JX ENTERPRISES www.jxe.com Launched the Women of JX group encouraging women from all 30 of its entities to join in discussion, development, education, support, and networking opportunities. KENWORTH TRUCK COMPANY www.kenworth.com Pursues workforce equality and inclusivity by fostering a safe environment, connecting employees to the mission, and promoting professional growth.

KIRSCH TRANSPORTATION SERVICES www.kirschtrans.com With women holding key leadership positions such as CEO, Chief Accounting Officer, VP of Business Development, and General Counsel, its 41% female workforce enjoys unparalleled opportunities.

LEONARD’S EXPRESS www.leonardsexpress.com Female co-founder who pioneered values of equity. Women play a necessary role in the augmentation of trucking and the company plans to seek out every opportunity to let them do so.

KNICHEL LOGISTICS www.knichellogistics.com Kristy’s less than welcoming experience working as a woman in the transportation industry more than 20 years ago made it her mission to make her own company a model for a great place for women to work. Her focus is on recruiting, retaining, and empowering as many women into this industry as she can.

LGT TRANSPORT www.lgttransport.com Family-owned, woman-owned, and veteranowned company that values gender diversity. Women hold positions at every level and across different departments in both driver roles and office staff.

KOCH COMPANIES www.kochtrucking.com Many top women leaders have been promoted from within the organization to the positions they are in now. The company provides a culture that allows women to thrive both behind the wheel and behind a desk. LANDSTAR SYSTEM www.landstar.com Female sales agents and owner-operators are independent business owners with the opportunity to grow while receiving priceless back-office support and scalable resources from Landstar.

MARATHON PETROLEUM CO. www.marathonpetroleum.com Offers 8 weeks of fully paid parental leave and generous paternity leave, adoption assistance, tuition reimbursement, employee networks, flexible working environment and development programs. MATHESON www.mathesoninc.com Matheson is a fantastic place for women to work. Those in the office enjoy hybrid or fully remote schedules, and the company has many female drivers who love the set schedules Matheson has in place for them.

continued on page 18

2023 TOP COMPANY

CONGRATULATIONS!

DOT Transportation, Inc Recently named by WIT’s Redefining the Road magazine.

drivefordti.com

www.WomenInTrucking.org 17

COVER: Conducive Culture/Top Companies

continued from page 17 MAY TRUCKING COMPANY www.maytrucking.com Majority of all departments are women-led, while 55% of dispatchers and 12% of the fleet drivers are female. Accomplished this by being flexible, eliminating obstacles to personal and professional growth, and by providing resources for women to be seen and heard. MERCER TRANSPORTATION www.mercer-trans.com Gender diverse population is 52% female. Offers competitive pay, excellent benefits, and flexible schedules as well as continuing educational opportunities. NAVISTAR www.navistar.com Technician recruitment and training program is diversifying its workforce and its Women in Navistar (WIN) employee resource group has broadened its scope by establishing Women in Navistar Dealerships (WIND). NEW WEST TRUCK CENTRES www.newwesttruck.ca This organization is committed to making the transportation industry, and its dealership specifically, one of the best in the business and the employer of choice. The company’s motto is treated well, trained well, and paid well. ODYSSEY LOGISTICS www.odysseylogistics.com Committed to creating policies that embrace and encourage its difference in age, color, disability, ethnicity, family or marital status, gender identity or expression, and other characteristics that make us all unique. OLD DOMINION FREIGHT LINE www.odfl.com Recently received several notable honors Forbes America’s Best Large Employers, Lytx Annual Safety Award, ATAs President’s Trophy, 2023 Newsweek Most Trustworthy Companies. Open culture and strong beliefs in its core values have created an environment for its family of employees to succeed. ORBCOMM www.orbcomm.com In April 2022, the company established ORBCOMM Women Connect, which provides a supportive and collaborative environment for women across the company to mentor, empower and advocate for each other. ORICA www.orica.com Launched a Diversity, Equity, and Inclusion (DEI) committee that will serve as an advisory board to its leadership team. The committee will provide research, recommendations, support, and guidance to the business.

OVIE LOGISTICS EXPRESS www.ovielogistics.com Offers flexible schedules, training and development programs, competitive pay and benefits, maternity pay, safe working conditions, and a culture that supports worklife balance and well-being. PACCAR www.paccar.com Global Diversity Councils organizes events to cultivate an inclusive work environment, increase awareness, reach diverse communities, and foster belonging. Women’s Association and its local chapters provide networking, education, and mentoring opportunities. PACCAR LEASING COMPANY www.paclease.com PacLease is strong organization that embodies diversity and inclusion and empowers women to succeed. From executives to technicians, PacLease has top women talent in key roles. PACCAR PARTS www.paccarparts.com Celebrates the work of its Diversity Council, Mentorship Program and the PACCAR Women’s Association for their advocacy of inclusivity, respect, and individual value. PALMER TRUCKS www.palmertrucks.com Dealership truck washing and parts counter women receive in-house mentoring, education, and promotion to reach positions such as internal accounting auditor and general manager. PENSKE TRANSPORTATION SOLUTIONS www.gopenske.com Encourages mentorship and career development through initiatives like Women in the Field, Women in Logistics, and the Women’s Business Resource Group. Women hold prominent positions leading departments.

PETERBILT MOTORS COMPANY www.peterbilt.com Peterbilt Motors Company should be recognized as a great place for women to work because the company is progressive in a traditionally male-populated field. PGT TRUCKING www.pgttrucking.com Women hold prominent leadership roles across multiple departments at PGT, and the corporate culture promotes a diverse, inclusive workplace, believing that everyone’s differences drive innovation and growth within the company. PILOT COMPANY www.pilotflyingj.com With a workforce of more than 30,000, women make up more than 50% of its team, and they hold more leadership roles than men across their 800+ travel centers. PROCEDE SOFTWARE www.procedesoftware.com Proud to celebrate real, quantitative progress toward diversification and its leadership principles with women holding 47% of their leadership positions. Female workforce of 36%.

2023 TOP COMPANY

CONGRATULATIONS!

UPS Recently named by WIT’s Redefining the Road magazine.

ups.com

18 REDEFINING THE ROAD Edition 3 | 2023

COVER: Conducive Culture/Top Companies

PROFICIENT AUTO TRANSPORT www.proficientautotransport.com Women are given the platform to express ideas, contribute and grow in their roles with a high level of autonomy. Women in the organization are highly regarded and respected for what they bring to the proverbial “table.” QUALITY CARRIERS www.qualitycarriers.com By launching programs like QC Women and Women Wednesdays, the company has fostered an environment where women feel accepted and supported within a traditionally male-populated industry. REEDTMS LOGISTICS www.reedtms.com The employee-centric and family-first culture, free wellness initiatives and events, Culture Club, diversity amongst its team, internal growth and professional development are some of the ways it promotes and celebrates women. RIHM FAMILY COMPANIES www.rihmkenworth.com The Rihm Women’s Association has doubled its membership in its first year and has expanded its activities to include charitable giving, networking events, and will host its first full-day conference later this year.

ROEHL TRANSPORT www.roehl.jobs Built on values like safety, innovation, and unity in diversity. Offers women on-the-job paid CDL training, as well as opportunities in IT, maintenance, HR and operations.

SAIA LTL FREIGHT www.saia.com Committed to continuing to create an inclusive environment where women can thrive at every level. Success hinges on taking care of what matters most – its employees

RXO www.rxo.com Prioritizes uplifting women through women’s employee resource groups, encourages career growth opportunities, and offers tuition reimbursement to continue formal education or a professional certificate.

SAVAGE www.savageservices.com Offers well-maintained equipment, a safe work environment, paid parental leave, and an equal opportunity to advance on merit. Internal group ELEVATING WOMEN AT SAVAGE is actively promotes women’s interests.

RYDER SYSTEM, INC. www.ryder.com Women Leadership forum focuses on career growth and provides female employees support by helping them find and form connections. In Q1 2023, 22% of its hires were women.

SCHNEIDER www.schneider.com Women make up 12% of drivers and 38% of participants in the company’s leadership mentor program are women. At the leadership level, 40% are women.

S-2INTERNATIONAL LLC www.s-2international.com Pushes the borders of business and what it means to be a woman-owned business. 77% of the team are women.

SOUTHWEST INTERNATIONAL TRUCKS www.southwestinternational.com Focuses on recruiting, retaining, and promoting women in the industry and specifically at its dealership. The owner and chief people officer is a woman.

continued on page 21

2023 TOP COMPANY

Proudly Named:

CONGRATULATIONS!

ADM Trucking Recently named by WIT’s Redefining the Road magazine.

www.kochtrucking.com

adm.com

www.WomenInTrucking.org 19

...WIT News Briefs..................... 2023 WIT Index Summary

22 REDEFINING 26 REDEFININGTHE THEROAD ROADEdition Edition2 3| 2023 | 2023

....WIT News Briefs..................... COVER: Conducive Culture/Top Companies

continued from page 19

STANDARD LOGISTICS www.standardls.com Offers benefits such as health care, 401k matching, mentorship, and career advancement opportunities. 50% women in senior leadership roles and 40% in leadership roles. STERICYCLE www.stericycle.com/en-us Female CEO and CIO/CFO. Increased the percentage of women in senior and middle management roles globally in 2022 to 30% and 33%.

TRANSFORCE www.transforce.com Has an exceptional number of women in leadership positions at every level of the organization. Offers competitive salaries, benefits, and a culture of meritocracy.

TRIMAC TRANSPORTATION www.trimac.com Values the unique people who make up their team—no matter the race, religion, color, gender, sexual orientation, national origin, citizenship status, age, or disability.

TRANSLAND www.drivetransland.com Values gender diversity, equal pay, work-life balance, family-friendly policies, supportive workplace culture, professional development opportunities, and a zero-tolerance policy towards harassment and discrimination.

TRI-NATIONAL www.tri-nat.com Values give women the respect and recognition of their accomplishments while providing the opportunity to earn prosperous careers and lead TeamTNi to be the best in the industry.

continued on page 24

SUNSET TRANSPORTATION www.sunsettrans.com 50% of company leadership is female. Offers rotating schedules, increased work-from-home flexibility, wellness stations, and paid paternity leave to accompany robust maternity leave perks. SWORKZ www.sworkzgroup.com Provides equal opportunities ensuring that women have equal opportunities for career growth and advancement. SWTO www.linkedin.com/company/swto Provides a supportive and collaborative work environment where women can thrive and reach their full potential. Committed to gender diversity and inclusion. THE ERB GROUP OF COMPANIES www.erbgroup.com Elevates accomplished women into roles like driver supervisors and departmental operations directors, showcasing the substantial influence women wield within the industry. TRAC INTERMODAL www.tracintermodal.com Nearly one-third (31%) of employees are women and 31% of those who are director or above are women. Committed to empowering the next generation of women employees. TRAFFIX www.traffix.com Offers competitive maternity leave, flexible hours, work from home, pay equity, tuition reimbursement, a diversity, equity and inclusion committee, and a women in transportation ERG. TRANSFLO www.transflo.com Offers opportunities for growth and career advancement, flexible work arrangements, and a competitive benefits package. Also has programs and initiatives in place to support and empower women.

www.WomenInTrucking.org 21

NAVISTAR IS A TOP COMPANY FOR WOMEN

TO WORK FOR IN TRANSPORTATION Join Candace and our next generation of changemakers and dreamers. At Navistar, we’re proud to have Candace as part of our team! She’s helping drive our Advanced Driver Assistance Systems projects. Candace is also a member of Women in Navistar and Navistar Young Professionals, and was recently elected the Vice President of the International Community of African Americans at Navistar. Through her volunteer work, she was involved with Chicago’s Museum of Science and Industry Black Creativity Showcase to talk with middle and high school students about opportunities in STEM, something she considers her biggest passion.

Congratulations, Candace Latnie!

Navistar is proud to be recognized by Women in Trucking as a 2023 Top Company for Women to Work for in Transportation

Join our team

COVER: Conducive Culture/Top Companies continued from page 21 TRINITY LOGISTICS www.trinitylogistics.com Offers flexibility in hours, quality benefits, continued education opportunities, competitive compensation, opportunities to serve communities, and a family-friendly company culture. TUCKER FREIGHT LINES www.tuckerfreight.com Emphasizes equal opportunities, fair pay, and strong representation of women in leadership roles. Prioritizes supportive policies and benefits, work-life balance, and professional growth opportunities. UPS www.ups.com Has a goal to train forty additional women to become certified trainers to continue Women Behind the Wheel advancement in its driver training school in South Holland in 2023. USAL www.usal.com Culture encourages personal and professional growth through participation in unlimited online learning, industry/trade events, community service, and company-sponsored “fun and pride” activities.

VALOROO www.valoroo.com Comprised of 64% women total and 62% women in management roles. Supportive of a healthy work-life balance and all global employees work from home.

WILSON LOGISTICS www.wilsonlogistics.com Promotes a culture of safety. The company expects and holds its drivers accountable above and beyond industry standards. WM www.wm.com Aspires to increase its female representation across its employee population to at least 25% by 2030. Places value on promoting DE&I and is actively engaged to drive the recruitment, hiring, and onboarding experience for women.

VENTURE LOGISTICS www.venturelogistics.com Women are well-represented at all levels of the organization. Offers flexible work arrangements, family-friendly policies, and extensive training and development opportunities. VOLVO GROUP NORTH AMERICA www.volvogroup.com Prioritizes a target of 35% women amongst all employees and leaders by 2030. Committed to building an inclusive workplace and actively ensures its offerings meet the needs of an everevolving workforce. WERNER ENTERPRISES www.werner.com Provides mentorship programs, learning opportunities, and associate resource groups. Also offers flexible schedules, work-life balance, and fosters an inclusive environment that respects and values diversity.

COME

XPO www.xpo.com Offers a broad range of accommodating benefits, such as enhanced maternity leave, preventative health care and liberal leaves of absence. Also provides gender-responsive career development opportunities. ZONAR www.zonarsystems.com Committed to increasing gender diversity and offering competitive compensation, safe working conditions, continued education, and career advancement opportunities for its female employees.

A PROMISING CAREER

We are proud to be a top company for women to work in transportation.

OD has a family culture that is hard to replicate. It is one of a kind and the reason we win awards like a Top Company for Women to Work for in Transportation. We’re always looking for more talented women to join our team.

To learn more visit: odfl.com/careers

2023 TOP COMPANY

24 REDEFINING THE ROAD Edition 3 | 2023

Text

www.WomenInTrucking.org 27

FEATURE: Self-Confidence

Self-Confidence… Developing Your Superpower

Women have capabilities that can help trucking companies achieve great success, but they are still overlooked for leadership roles across the industry, says Lina Acosta, Co-founder and Chief Marketing Officer for GLT Logistics, a Miami-based third-party logistics company found in 2002. One way for women to step up and show their worth is to boost their self-confidence and stand out from the crowd.

Out of the 350 people that make up the GLT Logistics team, Acosta says 61% are women. In leadership roles at the company, women make up more than 62%. It’s a reminder that though it may seem daunting to create such a situation in a male-populated field, having a majority women-led organization in the trucking industry is possible. A Personal Journey Sheds Light Acosta says being taken out of her comfort zone was a key part of her own personal development. When she found herself in a negative situation, she didn’t want a lack of self-confidence to get the best of her. She focused on the positives, faced her fears, and learned how to do things differently. “Let’s play a role in which we are the creators of our reality, and the creators of our future,” Lacosta says. “We need to be accountable for everything that happens to us.” Acosta says the first rule is if you see something not working out you must find a way to make a change. Women are Capable

“My steering wheel doesn’t know the gender that holds it, and it really doesn’t care.” – Ingrid Brown, CEO, Rollin’ B LLC

26 REDEFINING THE ROAD Edition 3 | 2023

The transportation industry has made progress in promoting women to leadership roles. In fact, the 2023 WIT Index (the industry barometer to benchmark and measure each year the percentage of women who make up critical roles in transportation) shows that 31.6% of C-suite executives are women and 36.9% of company leaders are female. While Acosta says the number is growing slowly, we’re “not there yet” and it should be around 50%.

She says her generation grew up watching men take on most of the leadership roles in public and at home. These circumstances that women find themselves in during childhood and beyond set a precedent and also create unconscious bias by women about women. “We have to fight against those beliefs that we have because it’s something that when we wake up we need to dedicate some time to say ‘I am capable,’” Acosta says. “Women rate themselves as less confident than men until their mid-40s. We, women, are very hard on ourselves.”

FEATURE: Self-Confidence

Simple Tips to Develop Self-Confidence Read about self-confidence. Find articles or books that dig deeper into the concept and how it can help you stand up for yourself. Motivation and planning. Acosta says as most people run on autopilot throughout life, it is important to take time for ourselves and establish clear goals (short-term and long-term).

Positive self-talk. Our words and our minds are very powerful, Acosta says. Find the time, whether it be in the morning with your coffee or another time where you can be peaceful and talk to yourself in an affirming way. Get out of your comfort zone. Acosta says it is important to try things that you fear most because those are the things that will make a real difference in your life. If you are afraid of speaking up in meetings, suggesting ideas, or asking for a raise in compensation, she encourages you to try it and you may be surprised about the positive outcome.

Odyssey Logistics is Proud to Be a

2023 Top Company for Women To Work for in Transportation

IT’S THE SPIRIT OF COLLABORATION THAT PROPELS US FORWARD.

odysseylogistics.com

833-426-0861

MERCER-TRANS.COM

www.WomenInTrucking.org 27

...WIT News Briefs..................... Preview: 2023 Women In Trucking Accelerate! Conference & Expo

32 REDEFINING THE ROAD Edition 2 | 2023

....WIT News Briefs..................... FEATURE: Drive Health & Fitness

Driver Health & Fitness How to Make It a Priority

Protecting professional drivers from slipping into pitfalls with their health and wellness is paramount to increasing safety on the road. Identifying ways to keep drivers abreast of their mental, physical, and emotional needs is step one, and it must be followed by actionable initiatives that keep them engaged and motivated. Investing in Your Drivers Dr. Bethany Dixon, Owner of the Driver’s Health Clinic with locations within Florida truck stops, says her work with drivers gives her better insight into how health and wellbeing directly impacts safety in trucking. A professional driver with diabetes and blood sugar concerns may have issues with mental clarity, reaction time, or even the ability to focus, she says. What seems to be a simple health issue can quickly turn into a safety issue on the road. Founder of Health in Transportation, Bob Perry, mentions the concept of “saving the driver” and how it’s a value proposition that oftentimes must jump through hoops before it becomes an actualization. Buy-in is needed from every department including safety, recruitment, HR, and top executives-and it may not be easy to get everyone to see the value in health and wellness initiatives.

Dr. Dixon says concerns regarding a driver shortage are one reason some companies are hesitant to move forward with projects that would assess the health and wellness of its drivers. Perry says with companies willing to invest in navigation and other tools to keep the physical truck safe on the road, companies should be willing to invest in their drivers as well. Try Something New Pre-planning can help professional drivers who feel they don’t have enough time to stop somewhere to pick up a healthy meal, says Dr. Dixon. These are the types of things companies should consider talking about during orientations and training. “Just showing you care about your drivers’ wellness can increase employee retention,” says Dr. Dixon. “If you can help your driver pre-plan for some of these scenarios, it would decrease a lot of stress,” she continues. “They have

that ELD, they’re being told where to go, but they’re not being told where they can stop for their own health. Does that end where they can get some exercise? Does it end where they can get some healthy food? If we can get the companies to actually think outside the box and realize that the driver in the truck–they may not come home. I would love to see a dispatcher be able to say ‘you know what, on your route you have this, let’s give you your 30-minute break. It’s close to a grocery store, go ahead and pre-plan for your food.” Perry says it can be beneficial financially to help a seasoned driver with their health through coaching or education. It’s also important to make sure you have the proper protocols in place for the next generation of drivers. “We really need to tackle that, and change the mold,” Perry says. “We’ve learned that when you don’t take care of yourself, and you run, run, run and you don’t eat the right kind of food, you don’t take care of yourself, you’re gonna lose it. We need to really change how that’s done in the trainings and show how they can live and what it’s like to live on the road.” Dr. Dixon says companies need to remember to look at professional drivers as people. “Not as numbers, not as how many do we have to get in the door? Look at drivers as human beings. And I know that sounds so simple, but it’s just not happening,” Dr. Dixon says. “What does it take to make that person’s life better, to improve their quality of life, and if you can improve the quality of life, because they’ve given you their life…the least you can do is help improve the life that they’re giving back.” n

www.WomenInTrucking.org 29

FEATURE: Hiring Recent Grads

An Untapped Market

Hiring Recent Grads

The positions are out there for recent graduates, but it’s simply knowing where to look.

30 REDEFINING THE ROAD Edition 3 | 2023

“I just earned my CDL and I can’t find a carrier that will hire me without experience.” This is a common challenge for women wanting to get started in their careers as professional drivers. The industry is facing a shortage of nearly 80,000 drivers and that number is expected to double over the next decade, according to American Trucking Associations Chief Economist, Bob Costello. With that looming number, why is it difficult to find a carrier to hire a driver who has just gotten her CDL?

“A lot of insurance companies won’t work with carriers to hire drivers without experience,” shares Ashley Kordish, CEO and third-generation leader of Ralph Moyle, Ashley Kordish a Michigan-based regional carrier. Because of its safety record, Ralph Moyle has been able to work with its insurance carrier and is able to hire recent graduates

FEATURE: Hiring Recent Grads

from driving schools. “It’s been great for us,” she continues. “We love being able to train these drivers from scratch. We have a four to five week training program that allows us the time to provide the resources and focus on safe driving that gives these new drivers a real sense of our high standards. We also provide Department of Labor-approved CDL training and so far, have seen 60% of these students stay with us. I believe in transparency with our students and I think our retention rate shows that goes a long way.” Tim Chrulski, Chief Operating Officer with Garner Trucking in Findlay, Ohio shares a similar experience: “I can see where insurance companies can be a Tim Chrulski barrier to being able to hire recent grads. Fortunately, we are privately insured so we have been able to hire those without experience. Hiring recent grads is the

same as hiring anyone – have a clear hiring process that helps determine if someone will be a good fit for your company. We have a robust training program for recent grads that focuses on the importance of safety, reaction time and transparency. It’s important for any new driver to understand what to expect. That’s been successful for us.” One misconception of recent grads is that they are not as safe on the road. Micah French, Truck Driving Manager for Apollo Career Center in Lima, Ohio says he believes that “students Micah French are well prepared to be safe drivers. New drivers are more likely to do little things, but the bigger, more catastrophic crashes are caused by drivers with more experience getting too comfortable and complacent.” For carriers thinking about expanding their hiring criteria to include recent graduates, Kordish says it is important to think

The industry is facing a shortage of nearly 80,000 drivers and that number is expected to double over the next decade. about resources they will need including qualified trainers and instructors: “That can sometimes be a barrier to starting a new driver training program, but it’s worth it because you have the opportunity to train these new drivers on your company way.” The positions are out there for recent graduates, but it’s simply knowing where to look. “New drivers need to take the time to research and find those carriers that are teaching centric,” Kordish concludes. “They are typically happy to teach all they can to bring on good drivers.” n

Together, we are

ESTES STRONG

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FEATURE: Woman-Owned Business Success Stories

Advocating for Change:

ONE TACTIC AT A TIME

When it comes to employee engagement, Clean Harbors strives to promote a diverse and inclusive workplace.

Key and frontline positions within the trucking and transportation industry are historically male-populated. However, in 2023, with women representing 50% of the population and nearly 14% of the professional driver workforce, what can we do to change that? Research and survey data suggest that safety on the job is a top priority for women when entering frontline trucking and transportation industry positions. Some change management tactics that can be implemented into organizations to attract more women into these positions and solve ongoing recruitment and retention issues include: • Making equipment safe • Ensuring women feel secure on the road at all times • Encouraging more women to enter the industry to work together and build comradery

At Clean Harbors, a company dedicated to recruiting and retaining women, health and safety comes first and is the foundation of the company’s sustainability program. The programs and procedures at Clean Harbors focus on delivering services with unparalleled safety to its employees, customers, local communities, and other key stakeholders. In 2022, the company achieved TRIR of 0.73 and DART of 0.41 which are the best levels in company history and achieved its 2030 goal of TRIR less than 1.0 eight years ahead of schedule. Additionally, seven of its U.S. sites have been recognized by the U.S. Occupational Safety & Health Administration’s Voluntary Protection Program (VPP) for effective safety management systems and low injury and illness rates. To put this accomplishment in context, less than 0.1% of the eight million U.S. workplaces have earned this elite VPP recognition. continued on page 34

www.WomenInTrucking.org 33

FEATURE: Woman-Owned Business Success Stories

continued from page 33

“Our success comes from a team approach where we empower our leaders and employees equally to own health and safety in every activity they undertake,” says Callan Noren Callan Noren, Regional Health and Safety Manager with Clean Harbors, a provider of environmental, energy and industrial services and largest hazardous waste disposal company. “By engaging employees at all levels, we can drive continual improvement through management of change programs, solidify commitment through a positive safety culture, and use data to support advancement of SMART goals.”

that mission, the company has seven active employee resource groups (ERGs) supporting employees through policy change, promoting awareness, celebrating milestones, Angelika Mangino and diversity and inclusion efforts. One of those ERGs, Women Advancing Our Values in Environmental Services (WAVES), has been

growing in membership throughout the last three years and is a well-established group for all at Clean Harbors. Prioritizing safety, education at all levels, and employee resources groups are excellent examples of change management tactics that can be implemented into an organization to attract women into the trucking and transportation industry. What is your company doing to recruit and retain women into the workforce? n

Angelika Mangino culture and engagement manager at Clean Harbors continues to champion and promote change across the industry for females saying, “I believe the shift comes through education and teaching our younger generations that anyone is capable of joining the transportation industry. It is vital that we inform more women about what the industry entails and how they too can drive a truck.” Clean Harbors continues to advocate as change agents within the industry by developing programs to diminish continued stereotypes. As a result, the company places value in focusing on education, especially for young females and adolescents. Their early education program ‘Steering Girls Forward’ focuses on teaching young girls that there are no boundaries or limits when it comes to driving a truck or having a career in environmental and hazardous waste. ‘Touch a Truck’ is one of the events the company has hosted bringing various types of equipment to local schools to showcase how they are utilized to support waste removal. When it comes to employee engagement, Clean Harbors strives to promote a diverse and inclusive workplace. In support of

Leading the way for women in trucking Choose a company with a track record of empowering women Equal pay

24/7 support

Gender doesn’t determine pay, benefits or opportunities at Schneider.

From training engineers to team leaders, there’s always someone available to help you when you’re in need.

Comprehensive driver training You’ll enjoy safe and comfortable conditions during driver orientation, including separate sleeping arrangements when same-gender training isn’t possible.

Award-winning benefits Our benefits package includes health care, 401(k) with company match, paid time off and more.

Flexible home time We have options to suit your lifestyle, with many Schneider drivers getting home weekly or daily.

sni.jobs/wit 34 REDEFINING THE ROAD Edition 3 | 2023

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The place for women to work in transportation.

BIG BENEFITS. LOCAL ROUTES. SAFETY FIRST. DRIVEFORMPC.COM

37 REDEFINING THE ROAD Edition 2 | 2023

FEATURE: Electric Vehicles

Electric Vehicles:

How Will Net Zero Net Out?

There’s no better time for the planet to have fleets to convert net zero, which means greenhouse gases from fleets going into the atmosphere are balanced by removal out of the atmosphere. But how about for America’s private or for-hire fleets? A panel of experts recently discussed the options and issues for an allelectric or hybrid fleet.

Today, private and for-hire fleets have a number of alternatives to diesel—ranging from battery electric and catenary electric (powered by overhead or underground wires) to hybrid electric and alternative fuels. These experts specifically explore electric vehicles (EV) powered by battery electric and the growing reasons to consider them.

Ann Mary Myers

present present present • Technology immature • • • •

Technology immature Technology immature Many Many unknowns unknowns && challenges challenges Many unknowns & challenges

•• • • •

Legacy Legacy Diesels Diesels Legacy Diesels Natural Natural Gas Gas Natural Gas

Soaring diesel prices are a main cause of today’s high food prices. Not surprisingly, expensive fuel is one of the biggest cost factors for fleets out there, says Ann Mary Myers, Director of

Special Projects at Peterbilt, a leader in the design, engineering and manufacturing of premium medium- and heavy-duty commercial vehicles. “I call the electric vehicle an expensive truck that utilizes a cheaper fuel.”

Charlotte Argue

Myers says Peterbilt plans to bring EV prices down in the next few years. That will lower total cost of ownership – a huge factor in why EVs are attractive to fleets today, she adds. Fuel savings aren’t the only highlight. There’s less maintenance with EVs, adds

the the Messy Messy middle: middle: aa time time for for action action "messy middle" "messy middle" "messy middle" • Many optimization solutions • Innovation & maturation

FUTURE 2050 FUTURE 2050 FUTURE 2050 • Fast charging

Diesel Diesel Advancements Advancements Diesel Advancements Natural Natural Gas Gas Natural Gas Hybrids Hybrids Hybrids Hydrogen Hydrogen ICE ICE Hydrogen ICE

•• CBEV CBEV && HFCEV HFCEV from from • CBEV &Energy HFCEV from Clean Clean Energy Clean Energy

• • • • • •

•• • • • • • • •

Many optimization solutions Many optimization solutions Growing Growing infrastructure infrastructure Growing infrastructure Multi-fuel Multi-fuel choices choices Multi-fuel choices

• • • • • •

•• • • • • • • •

Innovation & maturation Innovation & maturation Facts Facts replacing replacing estimates estimates Facts replacing estimates Learning Learning curves curves Learning curves

Battery Battery Electric Electric Battery Electric Cells Hydrogen Hydrogen Fuel Fuel Cells Hydrogen Fuel CellsGas & Diesel Renewable Renewable Natural Natural Gas & Diesel Renewable Natural Gas & Diesel More More More

NORTH AMERICAN COUNCIL FOR FREIGHT EFFICIENCY NORTH AMERICAN COUNCIL FOR FREIGHT EFFICIENCY NORTH AMERICAN COUNCIL FOR FREIGHT EFFICIENCY

36 REDEFINING THE ROAD Edition 3 | 2023

• • • • • • • •

Fast charging Fast charging Hydrogen Hydrogen everywhere everywhere Hydrogen everywhere Long-life, Long-life, low-cost low-cost batteries batteries Long-life, Acceptablelow-cost weightsbatteries costs Acceptable weights && costs Acceptable weights & costs

FEATURE: Electric Vehicles

Charlotte Argue, Senior Manager of Sustainable Mobility at Geotab, a telematics provider that advances security, connects commercial vehicles to the Internet, and provides web-based analytics to help customers better manage their fleets. Moreover, Argue sees momentum for electrification of fleets coming from three new market forces: companies’ emissions commitments, government incentives, and technological advances. “Ten years ago, we wouldn’t really be talking about electric trucks for a lot of these duty cycles and vocations,” Argue says. Jessica Savage is Vice President of Service and Distribution at Xos Trucks, a manufacturer of state-of-the-art electric commercial vehicles. She says that starting in mid-2024 Jessica Savage Xos Trucks will roll out a full line of Class 5-8 trucks to address a variety of customers’ applications. “We have some really in-depth energy calculations that we can dive into with them to make sure that we are going to be able to meet their needs,” she says. Vehicle choice isn’t the only consideration for companies with private fleets or their for-hire trucking providers. Both Xos and Peterbilt have networks in place to aid with infrastructure and the full electrification journey. A key consideration is electricity availability. When a utility company has to increase the power grid to accommodate a fleet’s needs, it can add years to implementation. That doesn’t necessarily mean food shippers should rush. Savage says sometimes Xos will counsel customers to wait six months to a year for technology to advance that’s a better fit for their duty cycle, vocation and performance requirements. For fleets that don’t want to wait and aren’t ready to buy, Fluid Truck offers the opportunity to rent EVs. Fluid Trucks is a peer-to-peer truck sharing platform that offers 24/7 mobile

access to a wide array of trucks. Jenifer Snyder, Co-Founder and General Counsel of Fluid Truck explains, “We work with a lot of small and medium businesses who just can’t afford to buy an EV.” By renting or buying, carbon-reducing commercial vehicles are coming. Rick Mihelic, Director of Emerging Technologies at the North American Council for Freight Efficiency (NACFE) is hopeful about green trucks and fleets taking root. NACFE works to drive the development and adoption of

efficiency enhancing, environmentally beneficial, and costeffective technologies, services and methodologies in the North American freight industry.

Rick Mihelic

“Somewhere around 2040 you’ll see about a 50-50 mix in the populations,” says Mihelic. And that’s good news for the industry.” n

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FEATURE: Human Trafficking

Human Trafficking AND ITS IMPRINT ON SOCIETY

Modern-day slavery, or human trafficking, exists whenever people are bought and sold for forced labor or commercial sex. Around the world, it’s estimated that there are more than 50 million slaves today – with thousands of victims reported in all 50 states of the United States alone.

The subject of human trafficking has been elevated to new levels of discussion in our modern-day culture, thanks, in part, to the somewhat controversial movie, Sound of Freedom. The blockbuster hit this last summer is based on a true story with Jim Caviezel playing Tim Ballard, a former agent for the U.S. Department of Homeland Security who investigated pedophiles. Because of the unique visibility those of us in trucking have to individual instances of human trafficking, the Women In Trucking Association will feature a special session at the upcoming Accelerate! Conference & Expo to help elevate awareness and present solutions. Truckers Against Trafficking (TAT), the sponsor of this session, continues to be a major force in the industry to help educate, equip, empower and mobilize organizations and individuals in the trucking industry to combat human trafficking. Red Flags for OTR Drivers Human trafficking is modern-day slavery, according to Truckers Against Trafficking (TAT). Traffickers use force, fraud and coercion to control their victims. Any minor engaged in commercial sex is a victim of human trafficking. While the initial purchase of victims may occur online, the real-time

38 REDEFINING THE ROAD Edition 3 | 2023

sale of victims can happen in many locations, including truck stops, restaurants, rest areas, hotels/motels, strip clubs, and private homes. Professional drivers are the eyes and ears of our nation’s highways. If you see a minor working any of those areas or suspect that the person selling sex is under someone else’s control in order to make a quota, call the National Human Trafficking Hotline and report a tip. If you are witnessing a crime in progress, please call 911. Here are some signs to look for: • Lack of knowledge of their whereabouts; not in control of ID/passport • Restricted or controlled communication – not allowed to speak for self • CB chatter about “commercial company” or flashing lights signaling “buyer” location • Acknowledgment of a pimp and making a quota • A van or RV that seems out of place out by trucks; a vehicle dropping someone off at a truck and picking them up 15-20 minutes later Visit TruckersAgainstTrafficking.org or HumanTraffickingHotline.org for more information.

FEATURE: Human Trafficking

According to the National Human Trafficking Hotline, there are several myths that they try to dispel. Here are some of the more common ones:

HUMAN TRAFFICKING

Myth: It’s usually a violent crime. Reality: By far the most pervasive myth about human trafficking is that it always - or often involves kidnapping or otherwise physically forcing someone into a situation. In reality, most human traffickers use psychological means such as tricking, defrauding, manipulating or threatening victims into providing commercial sex or exploitative labor. Myth: All human trafficking involves commercial sex. Reality: Human trafficking is the use of force, fraud or coercion to get another person to provide labor or commercial sex. Worldwide, experts believe there are more situations of labor trafficking than of sex trafficking. However, there is much wider awareness of sex trafficking in the United States than of labor trafficking. Myth: Only women and girls can be victims and survivors of sex trafficking. Reality: One study estimates that as many as half of sex trafficking victims and survivors are male. Advocates believe that percentage may be even higher, but that male victims are far less likely to be identified. LGBTQ boys and young men are seen as particularly vulnerable to trafficking. Myth: Human trafficking involves moving, traveling or transporting a person across state or national borders. Realty: Human trafficking is often confused with human smuggling, which involves illegal border crossings. In fact, the crime of human trafficking does not require any movement whatsoever. Survivors can be recruited and trafficked in their own home towns, even their own homes. Myth: People being trafficked are physically unable to leave their situations/locked in/held against their will. Reality: That is sometimes the case. More often, however, people in trafficking situations stay for reasons that are more complicated. Some lack the basic necessities to physically get out - such as transportation or a safe place to live. Some are afraid for their safety. Some have been so effectively manipulated that they do not identify at that point as being under the control of another person.

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FEATURE: Drivers Behind the Wheel

Unlocking the Secrets to Driver Happiness Drive My Way Reveals What Fuels Drivers’ Job Satisfaction

DRIVER HAPPINESS ARTICLE INFOGRAPHIC SHEET

A preliminary Driver Happiness Report Data in 2023 shows was recently released by Drive My Way, a personalized recruiting platform focused that professional on truck drivers and their needs - and even are 3x more likely drivers continue to Happy drivers the early results shine a light on how to to refer drivers to their employer attract and retain talent in your trucking seek better pay andthan unhappy drivers. organization. better communication Drive My Way released a preliminary report to the Redefining the Road magazine from employers.

3/5

Women are twice as likely as men to say the one thing their employer could do to improve their happiness is better communication and listening from management.

89%

22%

11%

Drivers unhappy in their current role

xx%

unhappy drivers were women

unhappy drivers were men

unhappy drivers were women

Why happiness? According to Beth Potratz, CEO of Drive My Way, “It’s ironic that in today’s consumerled job market, we don’t view drivers as consumers themselves. Truck drivers have infinite career options, and too many are not happy with their current job. A truck driver’s life and job are inextricably connected, therefore it’s critical their job fits their needs and preferences so they can live the life they want doing the job they love.”

from their second survey. The survey, first conducted in 2019, asked over 500 drivers about their happiness with the goal of answering this question: Are professional truck drivers happy at work? The research The 2023 survey found that only 51% of also explores where happy drivers are likely drivers who most desired professional drivers are happy with their to be found, how happiness affects drivers’ work and how employers can improve their better communication and current job. And while happy drivers were distributed equally across companies of all drivers’ happiness. listening from management sizes, drivers at small companies (that is, The survey represents drivers from acurrent companies with fewer than 50 trucks) were have been in their broad range of ages, experience levels and roles for less than two years.twice as likely to be unhappy in their current company sizes. Of respondents, 13% total job as those employed at large companies identified as female — almost directly in line (more than 500 trucks). with the latest data from the 2023 Women

unhappy drivers were men

in Trucking Index, which states that 12% of professional truck drivers identify as female.

happy drivers were men

Drivers neither happy nor unhappy in their current role

53%

87% 13%

happy drivers were women

Women drivers said that they are happy in their 40 REDEFINING THE ROAD Edition 3 | 2023 current job (Strongly Agree or Agree)

HAPPY IN CURRENT ROLE

Among all drivers, job satisfaction served as a significant predictor of 60 62% one of the most crucial forms of employee recruitment: referrals.

Insufficient Data for 6-8 Year Cohort

role

better communication and listening from management.

FEATURE: Drivers Behind the Wheel 89%

unhappy drivers were men

unhappy drivers were women

This data indicates that driver happiness has a ripple effect in a company: when drivers are happy in their work, they naturally become partners with management in the important work of talent recruitment. How can employers increase driver happiness? It’s no surprise that driver compensation is a major factor in this conversation, and the data confirms it: When asked about one thing that their employer could do to

increase their happiness, the top answer selected? An increase in their base pay. And while compensation is a significant piece of this conversation, the data tells another important story: communication is key. The second most frequently selected choice that employers could make to increase driver happiness was better communication and listening from management — beating out higher bonuses, better schedules and better equipment.

to say better communication/listening % xx%improve their from management would Drivers neither happiness at work. Inversely, happy nor unhappy xx% men were in their current role twice as likely as women (22% males vs. 11% females) to select an increase in their base pay. unhappy drivers were men

unhappy drivers were women

53%

Hiring managers, take note

There may be many reasons for this. Women are historically less likely than men to ask for increases in pay in all careers, and Women drivers said that that reticence may even behappy found in an they are in their anonymous survey like this. the data current jobBut (Strongly Agreealso or Agree) begs the question: When women only make up 12% of the nation’s professional truck drivers, are their voices being heard?

Employees new to an organization request better communication more often than anyone else. Of all the drivers who said better communication would improve their happiness, 60% had worked for their current employer for two years or fewer.

See the full results of the survey at drivemyway.org/happy, which expands on changes between 2019 to 2023 and other insights critical to employers and recruiters on how to make (and keep) their drivers happy. n Read the full report:

What women want The study reveals another remarkable divide: women were twice as likely as men (19% females vs. 8% males, respectively)

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% DRIVERS HAPPY IN CURRENT ROLE

Among all drivers, job satisfaction served as a significant predictor of one of the most crucial forms of employee recruitment: referrals. Happy drivers refer other drivers to open positions at their company at a rate of almost three times those of unhappy drivers. Not only are the happy drivers more likely to refer other drivers to their company, but they are willing to do so multiple times, with some happy drivers indicating that they had referred other drivers to their current company more than five times in the past year.

22%

Drivers unhappy in their current role

FEATURE: Fearless Females

Fearless Females Making an Impact in Trucking

Many talented women can bring creativity, innovation, passion and determination to their careers in the industry. Read on for several stories share by Member of the Month honorees recognized by the Women In Trucking Association. As the Enterprise Sales Manager at TruVideo, a video-first texting platform designed to create more transparency in the vehicle sales and service process, Michaela Nejaime discovered a new sales channel for the company by offering their service to heavy equipment dealers. Due to her diligent efforts, TruVideo has now been implemented by several hundred dealerships within the industry. One dealer, for example, averaged $3,100 more per RO in a 30-day period with TruVideo versus without the platform. “Typically, there are only a few women sitting at the same table with you during business discussions,” says Nejaime. “As a woman in this space, it is sometimes natural to doubt yourself and to doubt your ability to contribute. We need to remember we have a lot to offer.” Stephanie Klang began her career in the trucking industry in 1980. At the time, there were few driving schools and regulations were

Michaela Nejaime brings creativity and innovation every day to her role as Enterprise Sales Manager at TruVideo. Nejaime was named WIT’s Member of the Month for May 2023.

more relaxed, so when she took the written test for her Class A license, her husband was allowed to teach her on the job. During these years, she often was treated as her husband’s helper or as an extra logbook. But in 1987, she forged forward with a career of her own at CFI, which resulted in 38 years as a professional driver and 4 million miles on the road. Klang achieved her goal of retiring at the age of 60. However, her influence on the industry was far from over. In 2022, she felt called to continue her involvement with WIT as an Image Team member and driver ambassador for the association’s WITney® Educational Trailer. Speaking regularly at industry events, truck shows, and career days, Klang educates other women on how a career in transportation can be rewarding. “In my 4 million miles of driving, I came away with a few things,” advises Klang: “Do the right thing when no one is watching. Nothing great is achieved easily or without grit. If you do not like where you are in life, improve yourself and move up. Practice and improve every day. And be positive and kind.”

Through 38 years as a professional driver and logging over 4 million miles, Stephanie Klang is a seasoned pro with a lot of advice to offer. Klang was named WIT’s Member of the Month for June 2023.

Thank you to all of our associates for making J. J. Keller a Top Company for Women to Work for in Transportation! Follow J. J. Keller Careers on LinkedIn for updates on this top workplace.

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42 REDEFINING THE ROAD Edition 3 | 2023

9/19/23 10:50 AM

FEATURE: Fearless Females

Paving the way for other women to follow in her footsteps, Liana Castro is the first female to hold the position of driver trainer at LGT Transport. She trains drivers to transport cryogenic materials such as CO2, liquid oxygen, nitrogen, and argon and ensures that new drivers learn to follow all safety protocols. Going above and beyond, Castro also serves as a mentor by sharing her knowledge and experience to help others thrive in the industry. With perseverance, determination and passion, Castro demonstrates that anyone can succeed in pursuing their dreams. “Don’t be intimidated or put off by the industry just because it’s malepopulated,” she says. “Trucking is a great opportunity for anyone willing to put in the effort. Keep at it.” Intent on making an impact on her community and offering second chances, Vontyna Durham is the first woman in Tennessee to establish a CDL apprenticeship program specifically for women, youth, and justice-involved individuals. However, her hard work does not stop there, as she also developed the first-ever youth trucking dispatcher and CDL program. In 2022, she received the Leaders and Legends award by the City of Memphis for these efforts. Durham is creating a movement by training highly qualified drivers to meet the growing demand of the transportation industry. She encourages all women to pursue a career in the trucking industry. “If you’re determined and you’ve decided this career path is what you want to do – just go for it,” she advises. “Set yourself up for success, stay focused, and accomplish your goals.” n

Liana Castro is a Driver Trainer at LGT Transport, and encourages other women to have perseverance in their careers behind the wheel. Casto was named WIT’s Member of the Month in July 2023.

Vontyna Durham is the first woman to form a CDL apprenticeship program in the state of Tennessee, and also developed the first-ever youth trucking dispatcher and CDL program. Durham was named WIT’s Member of the Month in August 2023.

EVER BET TER . ™

We’re honored to be named by WIT as a Top Company for Women to Work For in Transportation

www.WomenInTrucking.org 43

...WIT News Briefs..................... Top Trends Reflected at Conference Accelerate! Conference Every year, through a comprehensive process of polling members, interviewing leaders, receiving hundreds of speaker proposals and vetting them through the Content Committee, the Women In Trucking Association (WIT) develops content that is relevant, meaningful, and practical for attendees at its annual Accelerate! Conference & Expo. This year the event takes place Nov. 5-8 at the Hilton Anatole in Dallas, Texas. Many topics highlight what’s top of mind with professionals and practitioners in the transportation industry, including: Becoming a Leader. Did you know that women comprise 36.9% of company leaders (defined as professionals who are in a supervisory role) and 31.6% of C-suite executives? This is according to the 2023 WIT Index. However, leaders are not born – they are made. Three leaders with major brands in trucking will share their unique pathways to leadership roles: Judy McReynolds, Chair, President and Executive Officer of ArcBest®, Erin Van Zeeland, Chief Commercial Officer at Schneider, and Shelley Simpson, President of J.B. Hunt Transport Services. A Continued Focus on Skills Building. Each day, professionals in transportation face a series of tasks, obstacles and adversities that need to be addressed. “When challenges arise, if they aren’t approached in an effective way, destructive stress and further complications can follow,” says Allison Graham, professional speaker, author and course creator. There are a number of sessions that will focus on honing professional and personal skills. For example, during pre-conference workshops, Graham will demonstrate how to use her problem-solving framework to uncover a systematic way to approach daily challenge and four professionals from the Women at Echo Business Resource Group will cover how to set SMART goals (Specific, Measurable, Achievable, Relevant and TimeBound) and build a solid professional brand by advocating for yourself. The Outlook for Trucking and the Freight Industry. Avery Vise, Vice President of Trucking for FTR Transportation Intelligence (which specializes in forecasting and data 44 REDEFINING THE ROAD Edition 3 | 2023

analysis in freight transportation) will provide insights concerning truck freight demand, capacity, rates, and regulatory impacts. In particular, more than 55,000 carriers exited the market during the first seven months of this year. However, this downturn in the carrier population is not even close to reversing the 2020-22 surge. Vise explains what this will this mean for the trucking industry.

NOV. 5-8, 2023

Recruiting, Engaging and Retaining Talent. This is a significant challenge in the North American transportation industry – particular in the wake of the recent Great Resignation. In particular, as Gen Z matures into the workforce, recruiters face the difficult task of adapting their strategies to match the tendencies of the first generation who never knew a time without technology. A panel featuring professionals from SRS

Distribution, BETA Consulting Group, JobsInLogistics, Coca-Cola Southwest Beverages, Covenant Logistics, and TriNational will cover how quiet-quitting, attention deficits, and job-hopping are new age topics are changing the landscape of recruiting and retaining talent. These topics, and many more, will be covered at the Accelerate! Conference & Expo. For more information, and to register, visit WomenInTrucking.org. n

THANKS TO OUR PREMIER SPONSORS PLATINUM

DIAMOND

RUBY

....WIT News Briefs..................... A Heart for People and the Open Road Inspired by her father, WIT Image Team member Carol Nixon has been driving professionally since 1990. In those 33 years, she has never received a ticket or has been involved in an accident. Today, she has been with Walmart Private Fleet for 11 years and delivers general merchandise and groceries within a 700-mile radius. Additionally, she has been a certified driver trainer (CDT) since February 2019 through the North American Transportation Management Institute (NATMI) and teaches Walmart’s safety course which is close-quarter maneuvering and pre-trips at their warehouse in Bentonville, Ark. When asked how she motivates herself when she is at work, she says: “You don’t need motivation when you love your job.” Nixon met fellow Walmart driver Deb Pollard in early 2015 and in September of that same year, they were paired as roommates at the Accelerate! Conference & Expo. During this time, Pollard shared with her roommate that her husband Craig was suffering from kidney failure and was on dialysis. The couple had been desperately searching for a donor but with no success. Without hesitation, Nixon insisted that he have one of her kidneys. The transplant was completed successfully in November of 2016. “I’m thankful for Women In Trucking for bringing us together,” says Nixon. “In November, it will be seven years since the transplant and we are both doing great.” Nixon gives back to her community by volunteering overnights when available at Safe to Sleep Women’s Shelter. She also enjoys paying it forward, especially for law enforcement and first responders, regularly paying for meals or leaving money at the register for the next customer’s purchase. With an impressive career under her belt, Nixon has won many awards from Walmart for MOST Inspirational and Safety every year employed. She was also nominated and chosen for the TA Petro Citizens Driver Award in 2018, having a TA truck stop named after her in North Bend, Washington. In five years, Nixon sees herself still at Walmart and finishing out the final stretch

of her amazing career. She is a firm believer that there are valuable opportunities for women in the trucking industry saying, “never be afraid to go after what you want in life. If you like to work hard and don’t expect everything to be given to you, trucking might just be for you.” n

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www.WomenInTrucking.org 45

...WIT News Briefs.....................

Measuring the Impact: 2024 WIT Index Now Open Did you know that women make up nearly 12.1% of professional drivers? This is according to the 2023 WIT Index, which also reports the percentages of women in the C-Suite, serving on boards of directors, and in functional roles including operations, technicians, and HR/talent. “As with most anything in business, if you don’t measure it, you cannot improve it,” says Jennifer Hedrick, President and CEO of WIT. “This is why the WIT Index is so important to the industry. Given the mission of the Women In Trucking Association in part is to encourage the employment of women in the trucking industry, we need to keep monitoring the progress made

46 REDEFINING THE ROAD Edition 3 | 2023

in bringing more women to all roles in transportation and continuously look for ways to help our member companies and the industry at-large to recruit and retain talented women in critical roles.” The WIT Index is a fundamental report that helps to amplify the brand, reputation, and value of the association to the industry and to the North American economy. For-hire trucking companies, private fleets, assetbased third-party logistics companies (3PLs), drayage companies, and other associations report their percentage of professional drivers who are women. These companies, along with other market segments in transportation (such as technology

innovators, equipment manufacturers, railroads and ocean carriers), also report their percentage of leadership and functional roles that are female. Data provided is held in the strictest of confidence and is only reported as an aggregate and NOT on an individual basis. Additionally, to nominate your company as a Top Company for Women to Work For in Transportation or Top Woman-Owned Business in Transportation in 2024, you must participate in the WIT Index. Visit womenintrucking.org to help WIT collect critical gender diversity data for the 2024 report. n

....WIT News Briefs..................... Get Engaged…with Engage! Are you looking for a way to maximize your membership with the Women In Trucking Association (WIT)? Look no further than Engage - a free, online community platform encouraging mentoring, community, and education by allowing members to virtually connect and collaborate through distinct community groups. As a member of WIT, you 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. Whether you’re a professional driver, business leader, or a professional in operations, HR/talent management or sales and marketing, there are opportunities for you.

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The Engage Open Forum community which consists of more than 8,000 members provides the opportunity to network anytime, anywhere. Introduce yourself and get the conversation going! If you’re seeking mentorship, check out the WIT Mentor Match Program. As a mentor or a mentee, this unique online networking and career development tools can help you find, connect, and share experiences with others. Many WIT members have established valuable industry connections through the Engage platform, such as professional driver Vanita Johnson, saying “I have been introduced to ladies who I call on in times of need. They are right there ready to lend an ear and words of encouragement.” Want to stay connected on the go? Download the Engage app on your cellphone with these four easy steps: 1. Go to the App Store or Google Play 2. Search “Membercentric” and download the app 3. Once in the Membercentric app, search and select “Women In Trucking” 4. Log in with your WIT member credentials

Visit driveforbobs.com or call us at 855-928-4390

5. Questions? Contact 888-464-9482.

www.WomenInTrucking.org 47

THANKS TO WOMEN IN TRUCKING PARTNERS

Redefining the Road BUYER’S GUIDE

GOLD

Advertisers in this Edition ADM Trucking...................................................... 19 Air Products.......................................................... 41 Armstrong Transport Group........................... 14 Bob’s Discount Furniture.......................... 12, 47 Boyle Transportation........................................ 13 Day & Ross................................................................6 DOT Transportation, Inc................................... 17 Epes......................................................................... 13 Estes Express Lines............................................. 31 Expediter Services ............................................. 37 GFL Environmental............................................ 15 Great Dane............................................................ 25 Howes..................................................................... 32 J.J. Keller................................................................. 42 Kenworth..................................................................8

SILVER

Kirsh Transportation Services........................ 21 Koch Companies................................................. 19 Landstar................................................................. 13 Marathon Petroleum......................................... 35 May Trucking....................................................... 24 Mercer Transportation...................................... 27

BRONZE

NASTC..................................................................... 46 Navistar........................................................... 22, 23 Odyssey Logistics............................................... 27 Old Dominion Freight Line...................... 24, 45 PacLease................................................................ 28 PACCAR Parts....................................................... 20 Penske....................................................................C3 Performance FoodService............................... 39 Peterbilt.................................................................C2

MEDIA

Proficient Auto Transport................................ 16 Ryder....................................................................... 44 Savage.................................................................... 16 Schneider.............................................................. 34 SWTO, LLC............................................................. 16 Trac Intermodal................................................... 10 Tri-National, Inc......................................................5

View our full partners list at womenintrucking.org/partners

Trimac..................................................................... 43 Triumph....................................................................2 UPS.......................................................................... 18

Reach Qualified Buyers. Advertise.

USAL........................................................................ 31 USPS...........................................................................1 Walmart.................................................................C4

For more information, contact: Carleen Herndon: 615-696-1870 or Carleen@WomenInTrucking.org

Werner.................................................................... 32

For a full list of WIT Corporate Members, visit WomenInTrucking.org 48 REDEFINING THE ROAD Edition 3 | 2023

DRIVE YOUR

YOUR CAREER

Realize your true potential in an industry and company as diverse as the landscape it covers. As a dedicated group of now 44,000 strong, Penske is committed to providing all associates with the tools they need to achieve greatness. We believe innovation thrives when talent from all backgrounds unite, so we’re always excited to welcome new voices and perspectives that can contribute to our collective success. Explore a number of opportunities across various role types, including: Truck drivers

Customer service

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