Women at Work: Best Practices Guide

Women at Work

How can employers attract more women into trucking & logistics?

A BEST PRACTICES GUIDE

Table of Contents

MARCH 2024

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WOMEN AT WORK: A BEST PRACTISES GUIDE

The Current Landscape. . . . . . . . . . . . . . . . . . . . . . .

04

What Women Want in a Job. . . . . . . . . . . . . . . . . .

06

Getting Started. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

08

Preparing for Action . . . . . . . . . . . . . . . . . . . . . . . . . . . .

10

Attracting Talent to Your Business. . . . . . . . . . . . . .

12

Effective & Equitable Hiring . . . . . . . . . . . . . . . . . . . . .

16

Prioritizing Safety. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

18

Retention. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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Paving the Way Forward. . . . . . . . . . . . . . . . . . . . . . .

24 03

It’s no secret that women are under-represented in the trucking and logistics industry. While the broader Canadian workforce is split fairly evenly between men and women, women make up only 16% of the trucking workforce and a mere 4% of drivers.

Yet labour force challenges persist in the

industry. To ensure sustainability into the future, trucking must improve its ability to reach

untapped talent pools, including women.

Recent research by Trucking HR Canada (THRC) has shown that numerous factors influence women’s desire to work in our industry. The biggest barriers to their participation are:

The Current Landscape 04

WOMEN AT WORK: A BEST PRACTISES GUIDE

•

An unappealing image when compared to

•

Lack of awareness about the many

•

Skepticism about women’s opportunities to

•

On-the-job safety concerns

other industries;

different jobs opportunities; advance in trucking;

related to harassment and other discriminatory behaviours;

•

Job impacts on work-life balance and family responsibilities.

As an industry, we need to provide workplaces women want to be part of. The actions

suggested in this Guide will help you do just that.

05

Our research confirmed some commonsense assumptions about the qualities women appreciate in a job.

Women want well-paid work that is

What’s Happening In Your Shop?

flexibility. They want to feel safe at work, and

Your Blind Spots,” to help you identify gender

challenging, interesting, and that offers some they want to be taken seriously and to have opportunities for professional growth. They don’t want to contend with stereotypes or “boys’ club” culture.

What Women Want in a Job 06

Fortunately, many of the qualities women are

looking for in a job can be found in the trucking industry. To attract more women to the sector, we can do a better job of communicating

that, both by highlighting our strengths and

addressing gaps and challenges that could be keeping people out.

“

I’ve had customers tell me that I do not belong in the industry. I handled it well enough and explained my background and that I can clearly do the job just as good, if not better than any man could. My company treats me equally.”

WOMEN AT WORK: A BEST PRACTISES GUIDE

This guide links to a practical toolkit, “Checking gaps in your workplace. The Guide and toolkit can help you assess your company’s current

state with respect to gender equity. They also

include practical tips you can implement in five key areas of your talent management strategy: •

Attracting talent to your business;

•

Effective and equitable hiring;

•

Retention;

•

Prioritizing safety;

•

Paving the way forward.

Where possible, we’ve included direct links

to relevant tools and templates from our HR Resource Library. You can read the Guide

in order or go directly to the sections that

are most relevant for your company, but we recommend starting with a gap analysis.

“

It’s never boring, and I’m always being challenged (in a good way).”

07

Before introducing a new initiative or making changes to existing policies or practices, it’s important to know where you stand. What’s working well and where is there room for improvement?

We are here to help you find your blind spots.

Our new gap analysis toolkit, “Checking Your Blind Spots,” includes: •

Questions to facilitate a gender equity

•

A gender-focused SWOT

•

Survey questions to deploy within

•

Guidelines for policy implementation

discussion with your leadership team; analysis framework; your teams; and review.

You can access the toolkit from our HR Library.

We recommend using it as a starting point

Getting Started 08

before diving into the later sections of this Guide.

WOMEN AT WORK: A BEST PRACTISES GUIDE

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4 steps to help you get started

1.

Get and Communicate Leadership

Buy-In: articulate your leadership team’s commitment internally and externally;

2. Assign Responsibility: Appoint a

champion or team of champions to

ensure equity actions are meaningful and

3. Set Goals: Establish long-term and short-

term goals to track progress and success;

4. Seek Input: Ask for feedback from your teams on what you’re doing well and where improvement is needed.

on-going;

Preparing for Action 10

WOMEN AT WORK: A BEST PRACTISES GUIDE

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According to our research, prevalent perceptions of the industry could be limiting women’s participation.

Some of these perceptions are based on

assumptions and don’t accurately reflect the

state of the industry today. For example, many

Some ideas to consider: •

women we surveyed associate trucking with

of images and campaigns that have

career opportunities in our sector . Trucking

Attracting Talent to Your Business 12

WOMEN AT WORK: A BEST PRACTISES GUIDE

narratives by highlighting the many other

been effective; •

facets and opportunities in the industry.

Your people:

Equip current employees and hiring teams with information so they can address knowledge

marketing campaigns, speaking

engagements, career fairs, etc. Keep track

truck drivers and aren’t aware of the other

employers can help change false or outdated

Feature women in social media and

Include female employees in the recruitment and hiring process whenever possible;

•

Leverage web analytics to customize

outreach strategies to reach more women.

gaps and negative perceptions as they come

Don’t be afraid to look for candidates in

industry .

secondary and post-secondary schools is a

up and be positive spokespeople for the

Your brand:

Confirm what strengths and unique features you want to highlight for potential hires. If

you have women working for you already,

showcase that success: candidates may feel more excited about job opportunities at your company if they see themselves reflected in your current workforce.

new places and new ways. Partnering with

great way to get your company’s hiring needs into the hands of people who can meet them.

Some fleets create scholarships for female

students enrolled in relevant post-secondary programs to showcase their commitment to supporting women. You can also give

candidates more opportunities to come to

you by being active in your community and hosting events. Consider hosting an open

house to engage local talent and educate

people about your company and the role the trucking industry plays in the community and the Canadian economy.

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Diversify your referral programs:

communicate to your staff that you’re

keen to hire more women and people from diverse backgrounds.

Sweeten the pot with signing bonuses and comprehensive benefits. Our research has

shown that good pay and good benefits are

top priorities for women in the job market — as they are for men. In most markets, attracting top talent will require thoughtful and

competitive compensation packages. For ideas about how to enhance and communicate

your company’s offerings, check out our Best Practice Guide on Compensation.

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WOMEN AT WORK: A BEST PRACTISES GUIDE

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Review your recruitment process to ensure key messaging is gender neutral. Look out for male pronouns and traditionally masculine

descriptions in company career documents as these can send an unintended message that the jobs aren’t meant for women. Including a Diversity, Equity, and Inclusion statement in hiring documents is considered a best practice. If your company hasn’t developed one yet, you might find our Diversity, Equity, and Inclusion Guide a helpful resource.

Keep an open mind when interviewing

Companies with sufficient HR capacity should

aptitudes in addition to industry-specific

approach. Continuous recruitment means

candidates. Evaluate transferable skills and

Effective & Equitable Hiring 16

WOMEN AT WORK: A BEST PRACTISES GUIDE

work experience. Candidates from under-

represented groups may have credentials or resumes that differ from what you’re used to seeing, but that doesn’t mean they aren’t a good fit for the job.

•

Skills-based hiring was a leading HR trend among 2023’s Top Fleet Employers. Check out THRC’s 2023 Best Practice Report to learn more.

Studies have shown that women are more

likely than men to underestimate their own

qualifications. If they don’t tick every box in a job posting, they may not apply. Employers

can avoid missing out on skilled candidates

by proactively assessing job requirements to ensure they are fair and reasonable.

consider adopting a continuous recruitment

encouraging potential candidates to interview with your company even when there isn’t

an immediate opening that matches their

experience and skill set. With this approach,

you can proactively connect with interested candidates to assess their skills, experience, and interests, and inform them of the many benefits of working in the industry.

Recruit internally whenever possible. Give the women in your company reasons to

stay and ways to grow their careers. Make job postings available to everyone in the

company. Implement 1:1 meetings between employees and their manager and/or an HR Representative to discuss challenges

and successes individuals are experiencing with the intention to remove barriers and promote growth.

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Our research shows that safety at work is a top priority for women, no matter how many years they’ve spent in the industry. Seasoned veterans see gaps that still need to be addressed, and newcomers worry about what it will be like to work in a male-dominated industry that hasn’t traditionally accommodated women. Companies of all sizes and structures can play a role in addressing safety concerns and creating an industry women want to work in.

•

Establish an open dialogue with

employees. They know better than anyone

•

else what it’s like to do their job. Women

include installing cameras on trucks

safety threats that fly under the company’s

and in remote spaces, using GPS or fleet

radar.

management software, providing lifts in the yard to help with lifting or to provide easier

Examine roles you want more women to

access to trucks. While these may require

apply for. Consider a truck driver role, for

some financial planning and, in some

instance: walk through the route, starting

Prioritizing Safety 18

WOMEN AT WORK: A BEST PRACTISES GUIDE

cases, significant investment, ultimately

at the loading dock. Are there any potential hazards that might have been overlooked?

Consider the cab of the truck: entry, exit,

and comfort while driving. How can this be

a better environment or more comfortable for women? Consider the stops along the way: what are the perceived risks

or dangers and how can the company

address those? This process will provide

a clear understanding of where problems

(perceived and real) exist so that you can take steps to address them.

especially for positions where women are on the road or working alone. Examples

in your company may have encountered

•

Highlight technological advancements,

they benefit everyone at the company.

•

Harassment and sexual harassment are concerns for many women. If your company is federally regulated, you

should be compliant with Work Place

Harassment and Violence Prevention

Regulations—but there are additional

steps you can take beyond compliance to discourage unwanted behaviours

and ensure employees feel safe. Send a clear message to all employees that no

form of harassment will be tolerated. Be aware of practices that could make the

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workplace less comfortable for women,

To demonstrate your company’s commitment

individual — sexist jokes, for example, or

recommend keeping a log of actions the

even if they do not target a specific

posters and calendars that depict women in a sexualized way. See THRC’s Workplace

Harassment and Violence Prevention page for more on this topic.

•

Are female employees expected to take on extra work that is not part of their

job description, such as note-taking, or organizing social events? Make sure to

ask male employees to help with these

to employee wellness and safety, we

company has taken or plans to take and

making that log accessible to employees.

Feature big items in team meetings and

company newsletters. Proactively share your safety and wellness initiatives with female

candidates you are interviewing. If you don’t already have one, consider establishing a

standing wellness committee to review and plan initiatives.

tasks too, so the activities don’t become

an expectation and a burden for female employees.

Remember that employees’ sense of safety is connected to overall wellbeing. Social

connections, physical health, psychological

safety, and occupational demands all play a

role in wellbeing. Conducting a wellness survey with employees can help you understand the specific needs and concerns of your employees. See THRC’s Wellness Survey Template.

TIP: By inviting participants to self-identify their gender, you can analyze the results to see if there are differences in the experiences of men and women.

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WOMEN AT WORK: A BEST PRACTISES GUIDE

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We spoke to women in and outside the industry about what they look for in a job, and we kept hearing the same things: women—like many men—want good pay, job security, and interesting work. They also care about work/life balance and opportunities for career growth.

Consider the following approaches to strengthen retention:

Evaluate the competitiveness and fairness

ensure women have a fair shot at promotion

great ways to accommodate employees’ work/

company rewards, how do you define it? Are

employees rewarded for being confident and authoritative? What about those who lead

through empathy and good communication?

Be mindful of gender biases that can shape your perceptions of leadership and other important qualities.

Quantity vs. quality of work: Women are still disproportionately responsible for child and

elder care in our society, which can impact the

WOMEN AT WORK: A BEST PRACTISES GUIDE

who isn’t.

Flexible work programs, such as remote work,

opportunities. If “leadership” is a quality your

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don’t lose sight of who’s being rewarded and

of your company’s compensation and

benefit programs. Implement processes to

Retention

Keep records of employee promotions so you

number of hours they log at work. But if they are producing high-quality results and using their

time efficiently, family responsibilities shouldn’t limit their ability to advance. Check out THRC’s Best Practice Guide for ways to approach

performance appraisal as fairly as possible.

job sharing, and part-time arrangements are life balance needs. While not every role can

be adapted in these ways, many can. Keep an open mind about what’s possible, as flexibility can be a powerful retention tool. THRC has a

guide on flexible work practices that may give you some ideas about what’s possible in your workplace.

Family focused policies make life easier for employees with children. Talk to local

childcare and eldercare providers and develop partnerships that help employees meet

caregiving responsibilities. Maintain and post

the list of providers so employees have access when needed. If possible, consider a subsidy

program to help alleviate costs associated with caregiving.

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Women we spoke to had many positive things to say about their experiences in the trucking industry, but they also acknowledged a persistent “boys’ club” culture that makes it harder to earn the respect they deserve and grow their careers. Employers who demonstrate that they are taking steps to build a more inclusive culture and lift women and other diverse employees into senior roles will be more attractive to under-represented talent.

Career pathing is critical. Ensure managers

Consider investing in formalized

possibilities with employees. This will encourage

combine in-class or online training with

are equipped to discuss career development all employees to feel more invested in the

work they do for your company, and it may

Paving the Way Forward 24

WOMEN AT WORK: A BEST PRACTISES GUIDE

have a more significant effect on diverse

employees — including women — for whom the path to senior positions is not as well

established as it is for others. If they don’t

see people like themselves in the company’s

current leadership, it can make a big difference when they see their managers envisioning

ways to get them there. Consider documenting the career-pathing process with formal

evaluations and goal-setting exercises to

support accountability. If possible, dedicate time and funds to support training and

development to help employees reach their career goals.

development programs. These programs work experiences that prepare employees

to advance into specific roles . Traditionally, they focus on leadership, but you may also identify opportunities in other specialized

areas . A structured training program that

prepares employees for new roles increases confidence and mitigates self-doubt that

could be holding talented individuals back — a key factor when it comes to gender equity, since women are more likely than men to

underrate their own abilities. Structured training and advancement programs can be a great

way to increase the representation of women

in roles or departments where they are underrepresented.

NEED A RESOURCE?

See THRC’s Individual Development Plan tool

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Take every opportunity to develop female

Celebrate women’s achievements at your

equipped to take on leadership roles as

shout-out in a team meeting, a small token of

employees’ potential so that they are

they gain more experience in the industry.

Mentorship programs are a proven way to

foster diverse talent. Pairing junior employees with experienced female professionals can

help showcase the opportunities available to women in the industry and ensure mentees

get advice on how to navigate the challenges that come with being a woman in a male-

dominated field. Men can be great mentors

for women too, provided they have the right

company. This could take the form of a

appreciation, or a more formal program for recognizing and rewarding achievements.

DID YOU KNOW?

THRC’s Top Fleet Employer program has a

special award celebrating employers who

take a leadership role in advancing women’s achievements. Learn more about our awards here.

characteristics and adequate training on

how to provide appropriate support to female mentees. Smaller employers might consider joining forces with peers to create formal

mentor networks and share training resources.

NEED A RESOURCE?

Check out THRC’s Toolbox for Mentoring Women in Canada’s Trucking Industry

Commemorate International Women’s Day. You could host a lunch, send a company-

wide email, or share profiles of inspirational women to show how much you value the

contributions women make to your business and community. Or, join THRC in celebrating

women’s contributions to the trucking industry at our annual Women with Drive Leadership

Summit, held each year. Check out our Events page to see what we have planned next.

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WOMEN AT WORK: A BEST PRACTISES GUIDE

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