Driving forces: Women taking on more lucrative trucker jobs
You hear complaints about today's truck driver shortage almost as much as you hear them about the weather. So why aren't more fleets and trucking companies trying to increase their drivers from the most obviously underrepresented population demographic among professional drivers out there: Women?
According to the U.S. Census Bureau, the nation is approximately 50.8% female and 49.2% men. And according to the group Women in Trucking (WIT), 93% of professional truck drivers are men and only about 7% are women. That's a glaringly disproportionate share-to-share representation of an entire gender.
It's partly because driving big trucks has traditionally been thought of as a “man's role” and done by men, one of those dirty jobs with heavy machinery some women would prefer not to do, just by the nature of it. Right?
Actually, not at all. “Little” women have been plenty big enough to handle big trucks as long as they've been around.
Ellen Voie, president and CEO of WIT, noted in a discussion on this topic last year that the first female CDL holder in the U.S. was Lillie Elizabeth Drennan. Drennan transported some of the most hazardous materials on the road: “She received her CDL in 1929 in Texas, hauling oil field equipment and explosives,” Voie said.
“Women have had their CDLs for a long time, but still make up a very small part of the industry,” she continued. Even though women have been driving trucks since decades and decades ago when the vehicles truly were very physically taxing to drive — that's certainly been changing with today's trucks — they “often feel that aren't qualified to do this job,” Voie said.
Just Drennan transporting highly dangerous cargo in her time, it turns out that statistically, women have shown a number of advantages over their male counterparts as drivers. For one thing, Voie explained, women are safer drivers overall than men and have fewer accidents.
Women also tend to remain with a carrier longer than men do, and many companies have noted that high driver turnover is not only costly due to training, onboarding and so on but can threaten safety if the driver workforce is constantly turning over and new drivers need to get up to speed with protocols and procedures.
While women haven't reached the level among the professional driver population that their numbers suggest they should, W.M.
“Rusty” Rush, president, CEO and chairman of commercial vehicle dealer Rush Enterprises, pointed out that Rush Truck Centers dealerships are seeing women make up larger and larger percentages of the workforces in truck sales, parts and management roles inside the office.
Those kinds of jobs are more appealing because — this is obvious — they offer a comparatively easier, more typical lifestyle; better work-life balance; and they often pay better and/or offer better career advancement.
There may be something to that: for women, if the office/ management side of trucking business is more the norm, the driver career would need to make sense financially or else just be more in character for a particular woman.
If you want to know why more women don't become truck drivers, look also at a few other stats from the Census Bureau. Among jobs the bureau tracked from 2000-2016 where men make up 80% or more of the total workforce, truck driver is among the lowest-paid, about on par with farmers, agricultural managers, welders and solderers.
The median income for female truck drivers as of 2016 was in the mid-$30k range, while the median income for male truck drivers was in the mid-$40k range, about 28.5% higher. Why take on a job that's more difficult if it doesn't even respect you enough to pay you the same it pays other workers to do the exact same thing?
As a result, the Census Bureau tracked workforce changes by gender for specific jobs over the 2000-2016 period and found that women's growth in other careers far outpaces their inroads into the truck driver role. Among veterinarians, for example, women went from around 35% of the workforce in 2000 to 60% in 2016, and among lawyers women made up under 30% in 2000 and rose to 40% in 2016.
Specialty/ heavy hauls
One trucking company — Lone Star Transportation Fort Worth, TX — has noticed a change that seems to make sense given the challenges women face as truck drivers. The specialized heavy-haul carrier transports flatbed, oversized, and extreme over-dimensional freight and said it has noticed more women applying to drive for the company.
The carrier believes this is happening because these specialty loads pay better, Lone Star CFO Kristi Williams said.
“Women truck drivers, women in other fields, want to earn more money and respect in their careers,” she said. “They want access to the same advancement opportunities as men. As a professional truck driver, that means taking on jobs in which they haul bigger, more specialized freight.”
WIT's Voie pointed out that women today haul some of the most safety-sensitive loads. “You'll find them driving tankers, hazardous waste and extreme over-dimensional loads. Pay is a major consideration when women transition into moving larger freight, but so is the challenge it brings,” she said.
Three Lone Star drivers told American Trucker that battling misconceptions about what female drivers can and can't do was something they were more than willing to take on.
Paula Stroud, who's part of Lone Star's four-axle tractor fleet qualified to haul freight of any length, width and weight, said stereotypes were chief among the obstacles she had to overcome to haul over-dimensional freight.
“I've heard 'A woman shouldn't be doing this.' 'It's not your place.' 'You shouldn't be out here doing a man's job, and certainly shouldn't be doing a man's job better than him,'” Stroud contended.
Sage Mulholland drove over-the-road several years for a major dry van carrier before deciding to drive flatbed.
“I may be just 5' 2″, but I can strap, chain and throw 50-lb. tarps over loads as well as any other driver,” she said. “I don't feel intimidated one bit, from hauling the small stuff to the big stuff. Just because I am a woman doesn't mean I'm not able to do something this.”
Mulholland admitted that the physical nature of driving heavy loads did concern her at first. “I did a lot of working out and strength training and stretching in preparation,” she recalled.
Doreen Evans said physical demands of driving forced her to figure out how to adjust in common-sense ways.
“Being a woman, I've had to find different ways of using body mechanics to get everything done safely,” she said. “I get plenty of exercise working. I enjoy my job and build strength as I am doing it.”
Asked how male drivers she encounters act toward her, Evans said there's not much of an issue and that nearly all are respectful and positive. “But I have heard comments , 'Get back in the kitchen.' My response has been, 'I actually have a fridge and microwave in my truck, so I take my kitchen with me.'”
“If any men try to give me a hard time,” she said, “my response is, 'Look, this is my job — this is what I do, and I am quite capable of doing it without any input from you.'”
Lone Star's female drivers recommend the job to other women regularly.
“I tell them that if I can do it, anyone can,” said Mulholland. “There will be tough times and you will get dirty, but it is very rewarding because it's uncommon for a woman. I show them how I still do my hair, makeup and nails. I even have a video that talks about it.”
Evans told other women not to sell themselves short — she said she believes they can do this job well, even if they don't think they can.
“Women are quick to say 'Oh, I couldn't do that.” I tell them if they raised kids they can do it,” she said. “I gain more and more experience, and it gets easier with each haul.”
Trucking Firms Rethink Training to Attract More Female Truck Drivers | Trucks.com
Trucking companies are making training programs more appealing to women in the hopes it will help the carriers expand their driver applicant pool and allow them to attract more female truck drivers.
It’s only taken a labor shortage, lawsuits and the rise of gender-specific driver support groups for trucking carriers to change their training programs to be more welcoming to women.
Carriers have increased assistance for female trainees by offering more practice time in truck driving simulators, creating internal support groups and adding female driver liaisons. They’ve added sexual harassment awareness and self-defense classes to training curriculums so women feel safer on training runs and can better respond in abusive situations.
To recruit more women, some carriers now let existing drivers — predominately men — train their spouses. Other companies have expanded military veteran recruiting to promote trucking jobs to women retiring from active duty. A number of carriers also fund scholarships for female high school graduates and career changers interested in transportation industry jobs.
The activities come none too soon. Trucking lines are grappling with a seemingly intractable labor shortage, with 48,000 fewer drivers than available driver jobs, according to a 2015 American Trucking Associations report.
Despite the ongoing deficit, women account for only 5.1 percent of U.S. truck drivers and 11.4 percent of all trucking transportation industry workers, according to the ATA. The numbers are getting worse, not better. From 2014 to 2015, the population of female drivers in the industry shrank by 10 percent, to 177,000, according to the trucking trade group.
Past efforts to get more women behind the wheel haven’t worked, and in some cases, were illegal. In May, the Equal Employment Opportunity Commission, or EEOC, ordered New Prime Trucking Inc. to pay $3.
1 million for discriminating against women by adopting a same-sex driver training policy.
In a 2011 lawsuit, the EEOC said the policy forced some women to wait up to 18 months for training, essentially denying them employment.
Training to be an Over-the-Road Truck Driver
Over-the-road driving positions are among the hardest to fill in the trucking industry. First, new drivers must pass the commercial driver’s license test.
They then must spend time in the classroom and on a parking-lot training pad to become comfortable behind the wheel.
Even short-haul carriers want drivers with some over-the-road experience, so regardless of where they end up, trainees may spend two to five weeks on a long-distance training run under the tutelage of a more experienced driver.
The hours are long, quarters are cramped and trainees make only a percentage of a regular driver’s per-mile wage. Some bail after a short time.
“They come into the industry saying, ‘I heard it on the radio, they’re making lady truck drivers, the industry wants more women.’ Nobody tells them you will have to work hard, and you will have to lift,” said Desiree Wood, a veteran driver and host of the Real Women in Trucking website and podcast.
For Real Women in Trucking board member Tracy Livingston, changes to traditional driver training practices are long overdue. Livingston has driven trucks for 10 years and served as an instructor for two carriers.
As a trainee, Livingston said she was intimidated and sexually harassed by a male instructor on her first long-distance trip and bailed before the run was over.
She reported it to the carrier, CRST International, and eventually was part of a class-action sexual harassment suit the EEOC brought against the company. It was ultimately overturned.
“The bottom line is it’s a male-dominated field, and for you to succeed you have to be twice as good as the worst man out there or you aren’t going to get anywhere,” Livingston said.
Prime dropped its same-sex trainer policy in 2013. Since then the privately held Springfield, Mo., company has retooled other aspects of training for new drivers, both women and men. Before their first long-distance trip, trainees practice on a simulator to get a feel for what it’s to be driving an 80,000-pound big rig.
Prime, which runs more than 5,700 refrigerator, flatbed and tanker trucks, also has trainees drive on a four-hour trial run with their instructor to make sure the parties can work together before leaving on a weeks-long road trip. If it’s not a good match, the trainee can request a different instructor.
Trainees can quit up to seven days into that long-distance training run and not have to repay the $4,800 that Prime provides for CDL school.
The company also created a women’s driver support group and recognition program called Highway Diamonds, with an annual event that includes speakers and awards for top female drivers and instructors.
As part of its efforts, Prime hired Brooke Mosley in 2014 as a training specialist and female driver liaison.
Brooke Mosley (Photo: Prime)
Mosley works with new drivers during their classroom training and takes their calls and texts 24/7 during their initial over-the-road run.
“They can text without saying something in front of their instructor,” Mosley said. “I don’t want them to ever feel they’re out there, 1,200 miles away from here and no one’s listening.”
For example, some trainees call to complain about truck stops that don’t have women-only restrooms.
Mosley credits the carrier’s training program for growing Prime’s female driver cohort to 766, or about 12 percent of its drivers. That’s more than twice the industry average.
Train Your Spouse
USA Truck started a Train Your Spouse program six months ago to attract more women and reduce turnover among its existing workforce of 1,850 employee and contract drivers by giving them an incentive to stay put.
“It increases their earning power, it helps get more women into the profession, and it helps with utilization of our equipment,” said Steve Brantley, director of recruiting for the Van Buren, Ark., carrier.
Several carriers are funding scholarships and recruiting military veterans as a way to find and hire more women. USA Truck teamed up with the University of Arkansas to sponsor 15 CDL school scholarships for female and male applicants through April 2017.
Earlier this year, Ryder System Inc.
donated $25,000 toward a scholarship fund created by the industry group Women in Trucking to encourage female high school graduates and career changers to become drivers or study for other trucking transportation jobs. As of September, the fund had given out 16 scholarships of up to $2,000 to female students for trade school training, community college or university tuition.
Since USA Truck set out to attract more women three years ago, its female driver population has more than doubled, to somewhere between 5 percent and 7 percent.
“There aren’t very many, but it’s a start,” Brantley said.
“It’s probably a 20-year project, so we’ll continue to have to find ways to get the word out that this is a good career option for women.”
Rise of Support Groups for Female Truck Drivers
The change in training policies corresponds to the rise of industry-sponsored professional organizations such as Women in Trucking, independent groups Real Women in Trucking, the Life as a Trucker.com’s Women in Trucking channel and specialty job boards such as Lady Truck Drivers.com. All provide information and support to newcomers as well as veterans.
Whether the advances will be enough to turn the tide and recruit more female truck drivers remains to be seen. Wood believes small carriers are better suited to mentor female drivers because their size allows them to spend more time with individual trainees.
“I’d to see more small local companies select students from the best CDL schools, cultivate them and give them the mentorship they need instead of turning and burning them,” Wood said.
Women in Trucking President and CEO Ellen Voie advocates installing cab-facing cameras inside trucks to monitor interactions between instructors and trainees to deter sexual harassment or other abusive behaviors.
Cameras also could help instructors by preventing false harassment claims or retaliation by trainees against trainers, she said.
The organization, which counts 900 drivers among its 4,000 members, published an anti-harassment employment guide some years ago to help carriers establish best practices for driver teams regardless of gender. The guide suggests drivers meet before setting foot in a cab to discuss what topics are off limits for conversation and other boundaries. It also defines harassment.
“We tell our driver members, male and female, if someone offends you with a joke or comment, you have an obligation to ask them to stop,” she said. “If it continues, something needs to be done. We can’t let ourselves be victims, we need to be more proactive.”
Correction: An earlier version of this story mistakenly said Prime would refund $155 of Commercial Driver’s License school tuition if a trainee quits in the first seven days of their long-distance training run. The correct number is $4,800.