Redefining the Road Edition 3 2021

Edition 3 | 2021

INSIDE...

How to Mitigate Unconscious Bias

2021 TOP COMPANIES

Formula for Success:

Companies Focus on Gender Diversity

The Importance of Mentorship

How Safe Do Female Drivers Feel

On the Road?

How Diversity and Infrastructure are Intertwined 2021 PHOTO CONTEST WINNERS!

A NEW ERA OF CLASS

™

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The New Model 579. A New Era of Class.

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CONGRATULATIONS TO ALL THE

TOP COMPANIES FOR WOMEN TO WORK FOR IN TRANSPORTATION AWARD WINNERS!

There’s an open road of opportunity ahead for talented women looking for a rewarding career behind the wheel with Certarus.

We offer a safe and inclusive work environment, great pay, and excellent benefits. Join our journey to become one of Women in Trucking’s award winners.

Visit Certarus.com/careers to learn more.

2 REDEFINING THE ROAD Edition 3 | 2021

Inside this issue EDITION 3 | 2021 COVER STORY

Published for: Women In Trucking Association P.O. Box 400 Plover, WI 54467-0400 USA Phone: 1-888-464-9482 www.WomenInTrucking.org

Group Editorial Director and Publisher: Brian Everett, ABC 952-442-8850 x201 brian@WomenInTrucking.org Production Manager: Cassidy Haley 952-442-8850 x215 cassidy@WomenInTrucking.org Editorial Content This Edition: Karen Kroll Brian Everett Dave McQuilling Cassidy Haley Brynn Elise Everett 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

How Safe Do Female Drivers Feel On the Road?

MESSAGES

Published by: MindShare Strategies, Inc. Ponte Vedra Beach, FL 32082 Billing Address: MindShare Strategies, Inc., P.O. Box 843 Springfield, TN 37172

6

4

“No Surprises…” by WIT President & CEO Ellen Voie

FEATURE STORIES

2021 TOP COMPANIES

9 How to Mitigate Unconscious Bias

11

Formula for Success: Companies Focus on Gender Diversity

13 Top Companies for Women to Work For in Transportation 23

How Diversity and Infrastructure are Intertwined

26

The Importance of Mentorship

WIT NEWS 29

Forbes, Fortune, Entrepreneur Magazines Spotlight WIT

30

Accelerate! Conference Brings Diversity Awareness to New Levels

31

Thanks to Our Accelerate! Conference Sponsors

32

I Am Essential: Photo Contest Highlights Critical Role of Supply Chain Workers

34

WIT Named Best Female Truck Driver Support Organization

35

WIT Shares Insights on Female Drivers During Roundtable with Secretary Pete Buttigieg

36

WIT Partners

36

WIT Calendar of Events

36

Buyer’s Guide

Accounting/Administration/Circulation: Karen Everett 952-442-8850 x203 karen@WomenInTrucking.org

© 2021 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.

PAGE

32 www.WomenInTrucking.org 3

GREETINGS FROM THE PRESIDENT & CEO

No Surprises…

I once asked a professional driver what he meant when he referred to a “gravy load.”

He said it was a trip with no surprises. In other words, everything he expected would become reality.

Ellen Voie, CAE, President & CEO Women In Trucking Association, Inc.

™

4 REDEFINING THE ROAD Edition 3 | 2021

These days, we all wish the future of our industry didn’t have a lot of surprises, at least not in the negative sense. We hear about the need for more drivers, the shortage of certain commodities, and the rising costs of fuel, insurance, and just about everything. Add increased regulations to the list and we really don’t know what to expect in the coming months.

Mix in a world-wide pandemic and I think the gravy train has passed. As I write this, we are looking forward to seeing everyone in person at our annual Accelerate! Conference and Expo Nov. 7-9 in Dallas. We’re keeping a close eye on the situation, and also are keeping a watchful eye on other groups to see if they are moving forward with inperson events, switching to a virtual event, or offering a hybrid event. We examine their pandemic-related requirements on a daily basis. Do they require a vaccine, masks, negative tests? What should we do to ensure the safety and comfort level of our attendees?

As an industry association, we are more inclined to defer to our members and allow you to make the decision regarding your health. If you choose to be vaccinated, that’s your call. If you continue to wear a mask, that’s great. If your preference is to stay home and participate in our conference virtually, we have that option for you.

We all wish we could remove the surprises in the future so we could prepare accordingly.

Please know that our focus is on you, our members and our attendees. We are abiding by state and local COVID regulations. We also have created a list of COVID safety measures for the conference which you can find on our website. We are asking you to follow CDC guidelines as well to ensure a healthy and safe event.

Let’s make this trip a “gravy” one and anticipate any surprises we may encounter.

We are looking forward to seeing you all in Dallas (or during our virtual conference) and we anticipate a safe, healthy, educational and rewarding event for everyone who chooses to participate.

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COVER STORY: Driver Safety

How Safe Do Female Drivers Feel

On the Road?

Never before have there been more opportunities for female drivers in the commercial freight transportation industry. As a driver, you’re a hero of the highway, a road warrior who can feel as though you have the freedom to roam but with a destination in mind. There’s no better way to see the country and satiate your appetite for travel. And in today’s market, you can make a very lucrative salary with competitive benefits and solid job security with the right company.

But while professional truck driving can be a gratifying and rewarding career choice for women, it’s not without its concerns or drawbacks. For females, these concerns and challenges focus heavily on safety and harassment in a male-dominated industry.

The Women In Trucking Association (WIT) recently published the 2022 WIT Female Driver Safety and Harassment Study, a research project that WIT plans to conduct regularly. This initiative was to gain a voice

6 REDEFINING THE ROAD Edition 3 | 2021

of the driver around safety and harassment issues. MindShare Strategies, WIT’s association management company and publisher of Redefining the Road magazine, deployed this research project that involved an online survey.

During the months of July through September of 2021, female drivers weighed in through an online survey on critical areas of concern.

Nearly 450 professional drivers completed the survey so the results are statistically valid.

Approximately 47 percent work for for-hire motor carriers, 27 percent are owner-operators, and 11 percent drive for a private fleet of a manufacturer, retailer or distributor. This article shines a light on some of the biggest areas of concern.

How Safe Do Women Drivers Feel?

This is an important question that has a direct impact on how successful the industry is in recruiting and retaining female drivers. The good news is that a majority of females feel the trucking industry is a safe one for them. In fact, when asked if they feel trucking is safe for

women to be employed in, approximately 54 percent strongly agreed or agreed with this statement. Interestingly, significant percentage (28.5 percent) had no strong opinion on this perception one way or another. However, there are still a significant number of female drivers who do not think trucking is a safe industry for them. In fact, nearly 18 percent think that trucking is not a safe industry for women.

Where do they perceive to be the most significant safety threat to female drivers?

As you might expect, a vast majority of respondents (87 percent) feel truck stops are unsafe for women, while another 85.5 percent say rest areas are unsafe.

Approximately 75 percent say the cab is a location with significant safety threats, and another 74 percent say the shipper/receiver facility registers high in safety threats.

How Do You Stay Safe?

There are many ways women drivers can minimize the chance of a safety threat on the road. See the sidebar on the next page for practical tips. Drivers also can enhance their safety through formal training in selfdefense for drivers. In fact, approximately 25.5 percent of respondents have had some formal training in self-defense for drivers – although the industry needs to work harder toward making safety training for women drivers a priority.

Approximately 54% say they feel the trucking industry is safe for women drivers.

What are some other ways in which female drivers can remain safe? Simply paying attention and not be distracted when you’re outside of your cab. In fact, 96 percent of respondents say they pay close attention to what’s happening around them. Another 77 percent remain in lighted areas as much as possible when they stop at a truck stop or rest area, while another 47 percent attempt to remain around other humans.

Not surprisingly, 44 percent carry personal safety products (such as mace or pepper sprays) while another 26 percent carry a firearm. Another 15 percent carry a device that creates warning noises in the case of an incident, such as a rape whistle.

Disagree/ Strongly Disagree (28.5%)

Neutral (28.5%)

Same-Gender Training: A Critical Issue for Female Driver Safety Currently, a newly hired professional driver is usually required to spend time with a trainer to improve (or prove) her driving skills before employment is secured. The trainer monitors the trainee’s driving competence and makes recommendations regarding the person’s employability. This period of training could extend from a few days to a few weeks, often requiring the use of the sleeper berth by one or both drivers. This is where a potential safety risk can appear.

“The proximity of the sleeper berth and personal quarters creates an atmosphere where privacy is often compromised,” says Ellen Voie, WIT President and CEO. “In most cases, the driver trainer and trainee are unrelated and often previously unfamiliar with one another.” Recent research by Dr. Jennifer Hirsch and Dr. Claude Mellins, in The Sexual Project, found the proximity of a bed encourages sexual encounter in college dorms.

According to Voie, “We have not been able to identify any other mode of transportation that mixes men and women in areas intended for sleeping or personal activity.

In trucking, a carrier is not allowed to use age, ethnicity, gender or other protected classification to segregate drivers.”

Unsure (29%)

Yes (38%)

Agree/ Strongly Agree (53%) No (33%)

Trucking is a Safe Industry for Women to be Employed In

Same-Gender Training Program Offered www.WomenInTrucking.org 7

COVER STORY: Driver Safety The option to adopt a same-gender training policy has been found to be in violation of the Equal Employment Opportunity Commission (EEOC) as filed in a lawsuit against a carrier in 2011. The EEOC found the carrier violated federal law by discriminating against female truck driver applicants who were placed on a waiting list for female trainers, often resulting in a delay in employment. The court ruled the carrier used discriminatory hiring practices in 2016.

The EEOC attorney claimed that it was disrespectful to men to assume they will harass women if they work together in close quarters. What the EEOC failed to understand was that these drivers not only worked in close quarters, they were required to sleep in close quarters.

WIT has taken the position that the Bona Fide Occupational Exemption should be an option for carriers who choose to adopt a same-gender training policy. Bona fide occupational qualifications (BFOQ) are employment qualifications that employers are allowed to consider while making decisions about hiring and retention of employees. The qualification should relate to an essential job duty and is considered necessary for operation of the particular business.

This is a serious issue. In fact, according to the WIT Driver Safety and Harassment research project, a significant number of respondents (42.5 percent) say they are aware of a driver who has experienced harassment or actual assault as a result of sharing a cab with an opposite gender trainer. Approximately 39 percent say their company offers a same-gender training program.

Given the ongoing serious truck driver shortage, this is an area where for-hire trucking companies or private fleets could make a significant impact. In fact, 62.5 percent of respondents believe that the implementation of a same-gender training program would encourage more women to pursue a career as a professional driver.

WIT members can access a whitepaper series based upon the findings of the 2022 WIT Female Driver Safety and Harassment Study by visiting the Members Only section of WomenInTrucking.org. Under the “Resources” section, choose “Guides & Whitepapers.” n

8 REDEFINING THE ROAD Edition 3 | 2021

6 Tips for Women Truck Drivers Safety

1 2 3 4 5 6

Choose Your Employer/Customer Wisely. Work only with companies that will respect you (and your gender). Work with those who are empathetic to the unique needs of women and working mothers who are trying to strike a healthy balance between work and family.

Be Aware of Your Surroundings. Always be aware of what’s going around you when you’re outside of your truck. If you can, park in the front line at a truck stop or under a light if that’s not available.

And always carry your cell phone and any other safety devices with you, such as mace or a rape whistle.

Prepare With the Appropriate Gear. While you can track the kind of weather you’ll be driving into, nothing is guaranteed. Always be prepared for the worst-case scenario. Have these essentials in your cab: rain coat, first aid kit, work gloves, boots, and flashlight or headlamp.

Always Have Your Own Food. While there are a lot of opportunities to conveniently purchase food on the road, they’re not always the best or healthiest options. Many new trucks have mini fridges in them, so it’s easy to pack your own healthy food and not risk it spoiling. Doing so not only provides you a better lifestyle, but it also minimizes the number of times you have to risk your safety by getting out of your cab.

Plan Bathroom Breaks. When planning your route, plan bathroom breaks as much as you can – and know the best accommodations with the best reputations on your route. Also make sure to have everything you require in your cab.

Talk With Other Female Drivers. Lastly, stay connected and talk with other women to get ideas for safety on the road. Build relationships and rapport with your female driver peers. Visit the WIT website and social channels where you’ll find safety information featuring other drivers with practical advice and best practices on how to stay safe on the road.

FEATURE: Unconscious Bias

How to Mitigate Unconscious Bias The default visual for an individual in a leadership role has long been a white, able-bodied, cisgendered male. Rather than examining the skills needed, we assume an individual who fits this profile is capable simply based on how one looks.

How To Mitigate Unconscious Bias Our brains are designed to be efficient, says Jodi Ecker Detjen, a Managing Partner with Orange Grove Consulting and MBA Academic Program Director at Suffolk University. For instance, when you walk into a room to grab a jacket, you don’t focus on the furniture or papers lying about. Instead, you concentrate on finding your jacket.

“Our brains learn quickly that some things are not important,” Detjen says.

While this ability boosts efficiency, it also can lead to assumptions and biases. Many are inaccurate.

That’s where unconscious bias comes in.

As we become socialized, we learn the many social biases regarding how people look, including their gender, race, age, and whether they have a visible disability.

“Our brain takes shortcuts,” Detjen says, and assumes people who look a certain way will also act a certain way. Often, these assumptions are unexamined and therefore are unconscious.

For instance, the default visual for an individual in a leadership role has long been a white, ablebodied male. Rather than examining the skills needed, we assume Jodi Detjen an individual who fits this profile is capable simply based on how one looks, Detjen says. As a result, job candidates who don’t fit this mold often must work extra hard to prove their competence.

The impact of these implicit and often inaccurate assumptions compounds over time, says Melanie Miller, inclusion strategist and an expert in strategic diversity and inclusion. In some instances men may start with higher salaries, even if they are no more qualified than their female peers. Then, if future employers use a woman’s previous wages to set her new salary, rather than focusing on the value she www.WomenInTrucking.org 9

FEATURE: Unconscious Bias continued from page 9

brings to the position, her initial lower starting salary holds back her earning power indefinitely.

As we become socialized, we learn social biases regarding how people look (gender, race, age). Our brain takes shortcuts and assumes people who look a certain way will act a certain way.

These assumptions become unconscious biases.

Unconscious bias also damages its victims’ Melanie Miller emotional health, Miller says. At work, most employees want to focus on doing their best job and meeting their goals. “Instead, they’re dealing with the headwinds of these stereotypes,” she says.

On top of this are the challenges of “intersectionality,” Miller notes. This refers to the layers of bias women of color, or those with a disability or who are older often face.

Dealing with Unconscious Bias How can women handle others’ unconscious bias? In the moment, you might tell the person making an inaccurate, disparaging comment to cut it out. You also may try to educate him or her on the impact, Miller says. For instance, if your job allows you to provide for your family, let the individual know that.

Humor is another option, Detjen says. A quick retort can prompt an individual to rethink his or her assumptions.

Detjen also recommends asking questions.

Force them to explain how they reached the idea that, for instance, women drivers are taking jobs from more qualified men. Not

Addressing Your Own Bias Along with confronting others’ biases, it makes sense to address our own.

While you may not be able to stop an assumption from popping into your mind, you can control what you do with it. One remedy is to ‘flip the script,” Miller says. Ask yourself if you’d think the same about a person if he or she was a different gender or race.

“Be more self-reflective,” Detjen says. Consider how you might think differently.

And if you make a mistake? First, apologize, Detjen says. Then examine the assumptions you made and how you might have handled the situation differently. As your thoughts change, your behavior likely will change, as well.

“Then, it starts to get fun,” Detjen says. “You can reach out, have conversations and connect.”

10 REDEFINING THE ROAD Edition 3 | 2021

only are you helping to dispel myths, but your response shows others you’ll respond when others exhibit bias.

To be sure, these actions require women and people of color to take on the work of educating others about their biases.

The benefit is that over time, many people should start to rethink their assumptions.

Another step is to stick together, Detjen says.

Build coalitions with other women drivers to create safe spaces for each other.

Also follow your company’s policy, Miller says. Often, this will require reporting instances of harassment or bias.

Of course, to be effective requires leadership that is willing to say such behavior is not acceptable, Miller says. To help encourage leaders to act as role models, show the business impact of bias. Given the ongoing shortage of drivers, eliminating a group of qualified individuals—especially when women tend to be safe drivers—makes no sense, she says. Also offer to start a women’s network or host events to help educate men on ways they can be allies.

These can be difficult conversations, especially for women who’ve been told not to make waves or to learn to live in a man’s world. However, if this is your passion, these talks can ensure that you can continue to do what you love, in an environment that’s freer of bias, Miller notes. n

2021 TOP COMPANIES

Formula for Success:

Companies Focus on Gender Diversity The votes are in – nearly 15,000 of them, in fact.

Redefining the Road’s Top Companies for Women to Work For in Transportation garnered record industry engagement this year.

The Redefining the Road editorial team evaluated qualified nominations based on five key characteristics: • Corporate culture that fosters gender diversity • Competitive compensation and benefits • Flexible hours and work requirements • Professional development opportunities • Career advancement opportunities Once the ballot was finalized, industry professionals were invited to vote for the companies they think best exemplify characteristics that create an ideal culture and career experience for women. Nearly 15,000 responses poured in from across all job functions – including executive management, operations, sales and marketing, human resources, and professional drivers.

“As women rise through the ranks in the transportation industry, we are excited to feature the companies that make the extra effort to attract and retain a more gender-diverse workforce,” says Ellen Voie, WIT President and CEO. “We applaud their efforts and this distinction is our way of giving them the recognition they deserve.”

This list of “2021 Top Companies for Women to Work For in Transportation” identifies just a few of the

qualities that helped them to earn a place on the list. While it is impossible to detail all the initiatives underway, the following is a closer look at some of the creative ways in which companies are supporting women in the workplace.

Building a Supportive Culture at Penske Diversity & Inclusion is a longstanding core value at Penske,” says Nikita Rhodes, Vice PresidentDiversity and Inclusion at Penske Transportation Solutions. “Over the years, we have taken a measured and intentional approach in creating impactful development programs that are focused on advancing the careers of women throughout our organization. Programs such as Penske Women in the Field and Penske Women in Logistics were launched to offer women leaders the opportunity for professional development as well as increased exposure and networking opportunities. We are proud of the progress made within our women leadership ranks, which we attribute to this forward-thinking approach to development and career advancement.”

Clean Harbors offers Professional Growth and Work-Life Balance Clean Harbors is set apart by the value it represents in creating an inclusive and diverse workforce. The company recognizes women and their strengths in over 60 lines of business, paving the new wave of what transportation and environmental services look like. Its platforms and ambassador groups offer

www.WomenInTrucking.org 11

FEATURE: Female-Owned Businesses continued from page 11

women in trucking the opportunity to professionally grow in their career, while maintaining a healthy family life balance. Recognized as a Fortune 500 company, its culture will continue to mirror the needs of its employees and uphold the core values that make it great: Safety, Teamwork & Collaboration, Integrity, Customer Service and Stakeholder Value. “The women who work for us know that we are a company of one, and are always listening,” says Angelika Mangino, Driver Recruitment Engagement Manager at Clean Harbors.

growing its private fleet to more than 12,000 drivers in 2021.

This year also marks the 50th anniversary of Walmart’s Private Fleet. Walmart is attracting drivers through leading industry pay, activity, training and mileage pay from the first day (they can earn up to $87,500 their first year), sign-on bonuses, quarterly safety bonuses, and recognition programs. They also are focusing on predictable home time (weekly schedules so drivers know when they’ll be home and on the road, no split days off, and reset hours at home not on the road).

Ryder: Addressing the Gender Gap through Empowerment

XPO Logistics: Creating a Respectful, Inclusive Culture XPO has created a respectful and inclusive culture, where diverse talents and perspectives are valued. Women make up 37.5 percent of XPO’s board, and approximately 26 percent of the company’s total workforce compared to the industry average of 15 percent.

From the boardroom to the driver’s seat, XPO is transforming the male-dominated transportation industry and closing the gender gap through progressive workplace initiatives and the recruitment and promotion of women for all roles, according to Tara Mullins, Director PR at XPO Logistics. The company also deploys an Employee Resource Group that provides a community for Women Employees and Allies to connect, engage and networking across the organization while fostering an environment that promotes allyship, leadership, mentorship, and professional development. n

In Q1 2021 alone, 22 percent of Ryder’s new hires were female; bringing the overall total of women within the transportation and logistics company to 24 percent, according to Amy Federman, Vice President of Corporate Communications at Ryder. Encompassing more than 1,000 women leaders across the organization, Ryder continues to be recognized as an employer of choice for women with Forbes recently honoring the company as one of “America’s Best Employers for Diversity” in 2021.

Driving Success at Walmart Private Fleet As the Walmart business continues to grow, Walmart is aggressively recruiting the best and safest drivers to join its Private Fleet, according to Ryan McDaniel, Vice President of Transportation at Walmart. In fact, the company is focused on

2021 TOP COMPANY

Congratulations to

American Central Transport (ACT) Recently named by WIT’s Redefining the Road magazine.

americancentral.com

12 REDEFINING THE ROAD Edition 3 | 2021

2021 TOP COMPANIES

2021 TOP COMPANIES

Congratulations to the following companies for making gender diversity a priority in their workplaces.

ADM TRUCKING adm.com Growth opportunities, tuition assistance, encourages volunteering. ADM Cares program benefits non-profit organizations and schools to help sustain and strengthen communities.

AFS LOGISTICS afs.net Fifty-five percent of workforce is women with several females serving on executive and senior leadership teams.

AGT GLOBAL LOGISTICS agt3pl.com Office workforce comprised of more than 60% women with a focus on the importance of work, family and life.

AMAZON amazon.com Thirteen affinity groups including Women at Amazon, Amazon Women in Engineering, Women in Finance Initiative, and Families at Amazon. Competitive parental leave and health care benefits, mentorship, and career advancement opportunities.

ARTUR EXPRESS arturexpress.com Five top executives are female and women account for 13% of driver count.

AMERICAN CENTRAL TRANSPORT americancentral.com Training programs for women, with 10% female drivers and several women in leadership.

ARIA LOGISTICS ariahomedelivery.com Employs a large percentage of women at every level and every subdivision of the company.

AVERITT EXPRESS averitt.com State-of-the-art safety technology in equipment and 100+ safe and secure facilities with 2,100+ parking spots to safely rest.

BAY & BAY TRANSPORTATION bayandbay.com Welcoming lounges, privacy rooms for mothers, career advancement both on and off the road.

Benefits include annual pay increases, paid holiday/vacation, and orientation pay.

2021 TOP COMPANY

Recently named by WIT’s Redefining the Road magazine.

Ryder is honored to be recognized as a Women In Trucking Top Company for Women to Work.

Congratulations

Boyle Transportation

ryder.com

boyletransport.com

www.WomenInTrucking.org 13

FEATURE: Top Companies for Women

2021 TOP COMPANIES BCB TRANSPORT bcbtransport.com Flexible ways for all drivers to support families while practicing the “BCB’s of Trucking: Be Safe, Communicate and if you can, Be on Time.”

BEACON BUILDING PRODUCTS becn.com Instituted efforts to create more diverse workforce last year with the goal of sustainable and cultural-based programs rather than a “flash in the pan” response to social pressures.

BENNETT FAMILY OF COMPANIES bennettig.com Women in the Driver’s Seat program recognizes female drivers for exemplary service, supports networking opportunities, and generates camaraderie through speakers and events.

BLUEGRACE LOGISTICS bluegracegroup.com Diversity & Inclusion Strategy that includes business resource group, Women at BlueGrace.

During 2020, 57% of promotions (including positions of leadership) granted to women.

14 REDEFINING THE ROAD Edition 3 | 2021

2021 TOP COMPANIES

BOYLE TRANSPORTATION boyletransport.com Policies and corporate culture support 34% of drivers and 30% of office staff who are female.

CARDINAL LOGISTICS MANAGEMENT cardlog.com Corporate culture supportive of women, competitive compensation and benefits.

BR WILLIAMS TRUCKING brwilliams.com Family is celebrated, with president and vice president both mothers who encourage this culture.

CARTER EXPRESS carter-express.com Female president and CEO encourages a culture that is gender diverse.

BRENNY TRANSPORTATION brennytransportation.com Company culture is focused on respect and being family-friendly.

CAL-ARK INTERNATIONAL calark.com Fifty percent of Executive Leadership Team are women. Well-balanced, purpose-driven culture encourages engagement, effective communication, and empowerment among all employees.

CENTERLINE DRIVERS centerlinedrivers.com Culture that supports women. Focused on safety, efficiency and productivity.

CERTIFIED EXPRESS cei-hwli.com Corporate culture and opportunities supportive of female employees. Several women drivers have obtained their CDL through CEI. CFI cfidrive.com SheDrivesCFI program supports female drivers and Women in Leadership supports nondriving female associates.

Our Women

Lead

At Yellow, we strive to create an inclusive environment for all of our employees, and we’re truly honored to be named a Top Company for Women to Work for in Transportation for the fourth year in a row. In those same 4 years, we’ve had 22 employees recognized as Top Women to Watch in Transportation. To our winners, this is a testament to your hard work and dedication. We’re lucky to have you, and we’re excited to see you continue to move our company forward.

To find out what it’s like to work at Yellow, visit MyYellow.com

2021 TOP COMPANY

© 2021 Yellow Corporation.

www.WomenInTrucking.org 15

FEATURE: Top Companies for Women

2021 TOP COMPANIES CLEAN HARBORS cleanharbors.com Recognizes women and their strengths in 60+ lines of business. Platforms and ambassador groups offer women in trucking professional career growth while maintaining family-life balance.

CONVOY convoy.com Employee Resource Groups create more inclusive culture. Childcare and adult/elder-care options and mother’s rooms for breastfeeding mothers just a few unique benefits.

COVENANT covenant.com Tuition reimbursement, parental leave, and wellness credit opportunities for female health screenings. Diversity inclusion initiatives and “Women of Covenant” group encourages women in continued growth.

CROWLEY crowley.com Supports a family-first mentality with 12-week maternity/paternity leave and other benefits that provide a positive work/life balance.

DAIMLER TRUCKS NORTH AMERICA daimler.com Employee resource groups like the Women’s Interactive Network and the Executive Women’s Roundtable empower women through networking and mentorship.

DAY & ROSS dayross.com Strong support for diversity through groups like Women @ Day & Ross, Trailblazers, and Racialized Peoples & Allies. Significantly increased female representation at executive and senior levels this past year.

DETROIT DIESEL REMANUFACTURING daimler.com Promotes an inclusive, diverse workforce and participation of women at all levels – from floor technicians all the way up to directors.

DHL SUPPLY CHAIN dhl.com Initiatives focused on increasing number of women in the company’s management ranks to 30 percent by 2025. Benefits include maternity policy with 12 weeks at 100% pay.

DOT TRANSPORTATION dotfoods.com Flexible work schedules including a set and guaranteed driving schedule. Strong benefits, bonus opportunities and profit sharing.

16 REDEFINING THE ROAD Edition 3 | 2021

2021 TOP COMPANIES

DUPRÉ LOGISTICS duprelogistics.com Aggressive growth in brokerage business group in last three years with more than 50% of workforce being women.

GRAMMER LOGISTICS grammerlogistics.com Several women in key leadership roles who have an impact on the company, including HR, Safety, Operations and Sales.

DYNACRAFT, A PACCAR COMPANY paccar.com Promotes teamwork, leadership development, continuous improvement and educational advancement in support of women driving the business to record levels.

GUTTMAN ENERGY guttmanenergy.com Corporate culture driven by five core values: Respect, Lead, Collaborate, Serve and Solve.

ECHO GLOBAL LOGISTICS echo.com Women at Echo formed to cultivate inclusive environment. This group supports, encourages, enables women to advance skills and leadership through connection, mentorship, collaboration, and discussion.

ESTES EXPRESS LINES estes-express.com Provides resources for individuals to grow professionally and values a diverse workforce.

FEDEX FREIGHT fedex.com Employee-led Women’s Business Resource Team helps maintain highest number of women across all job functions in company history.

FIFTH WHEEL FREIGHT fwf.co Employee-led diversity and inclusion committee (Harmony Network) ensures all team members are valued and have a voice in the company.

FORWARD AIR forwardair.com Competitive compensation and culture that is family-focused.

FRITO LAY pepsico.com Support, advancement and benefits for the women who strive to enhance the business and industry. Benefits exceed expectations and the drivers hired are top-notch.

GARNER TRUCKING garnertrucking.com Fifty percent of upper management made up of women, giving a voice to the females in the company. President Sherri Garner Brumbaugh currently chairs American Trucking Associations.

HIGHWAY TRANSPORT LOGISTICS highwaytransport.com Heavily focused on adding women in leadership and professional driver positions, competitive compensation and safe equipment and facilities.

J.B. HUNT TRANSPORT SERVICES jbhunt.com Growing and Retaining Outstanding Women is their employee resource group to encourage professional development, community involvement, and collaboration among others.

JACK COOPER TRANSPORT jackcooper.com WEBNC-certified Women-Owned Business that is committed to diversity and inclusion and to making a great employee experience for all team members.

JETCO DELIVERY jetcodelivery.com Company’s intermodal team is led and operated by all women, 3 SLT members are women, female representation on Driver Committee.

Tremendous schedule flexibility.

JOHN CHRISTNER TRUCKING johnchristner.com Encourages women to be leaders within the company, recognizes talent and places them in lead roles without hesitation.

JR KAYS TRUCKING jrkaystrucking.com Strong woman presence in the company from the time a driver has an initial interview to the day they take their first dispatch.

JX ENTERPRISES jxe.com Continues to review needs of new mothers, paid maternity leave, and offer flexible hours along with work from home hybrid opportunities.

KARL’S TRANSPORT karlstransport.com One hundred thirty-five drivers (13 are female) and 18 office staff members (12 are women), recently promoted a top female driver to CDL school to become a CDL instructor.

KENCO kenco.com Employee resource groups actively seek ways to enable gender and cultural diversity through company-wide connection, fostering open and honest dialogue about the unique issues of working women.

MCLEOD SOFTWARE mcleodsoftware.com Expanded work flexibility, allowing remote work and modified schedules as many women have juggled the unpredictability of life during the pandemic. Expanded access to EAP and mental health benefits.

KENWORTH OF LOUISIANA kwlouisiana.com Corporate culture encourages diversity and inclusion.

MICHELIN NORTH AMERICA michelin.com Multiple business resource groups help maintain open, honest conversations about DEI among employees.

KENWORTH TRUCK COMPANY kenworth.com Actively seeks talent to bring diverse opinions, ideas, and backgrounds. PACCAR Women’s Association provides networking and mentorship opportunities.

LANDSTAR TRANSPORTATION LOGISTICS 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.

NAVAJO EXPRESS navajo.com Women have been named to key leadership roles, including areas of analytics and safety.

NEW WEST TRUCK CENTRES newwesttruck.com Women in key roles, including Heavy Equipment Technicians, Parts Technicians, HR, Accountants, Sales, Service Advisors, Finance Managers, and Warranty Managers.

NFI INDUSTRIES nfiindustries.com Flexible scheduling to maintain work-life balance while encouraging continuous professional development. Ongoing recognition through “She Drives” Campaign.

MATHESON TRUCKING mathesoninc.com Prioritizes work-life balance and cares deeply for employees. An open-door policy for all of management allows for growth and CLH_Ad_WomenInTrucking_7x4.625_091721.pdf communication.

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ODYSSEY LOGISTICS & TECHNOLOGY odysseylogistics.com Culture supports gender diversity, competitive and flexible compensation packages, ongoing professional development. Many women in leadership positions.

OLD DOMINION FREIGHT LINE odfl.com Culture that creates close bond between employees, whether it’s on the road, on the docks, in the office, or at one of the company’s cookouts or celebrations.

OMNITRACS omnitracs.com Women represent more than one-third of executive leadership team, with females holding CMO, CCO, CHRO, VP and GM positions.

Women employee resource group offers mentorship and support when they choose to return to work postpartum.

PACCAR paccar.com Diversity Councils foster inclusive workplace culture through engaging events and training to raise awareness. PACCAR Women’s Association provides networking, education and mentoring opportunities.

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FEATURE: Top Companies for Women

2021 TOP COMPANIES PACCAR PARTS paccar.com Recruits and develops a diverse workforce and strongly believes in supporting women in their professional career with resources such as its Diversity and Inclusion Council, PACCAR Women’s Association, mentorship and training programs.

PACCAR AUSTRALIA paccar.com Paid maternity leave, retirement benefits, flexible hours and job design when returning to work. Training and education support, paid exam leave, women-only mentoring and networking groups.

2021 TOP COMPANIES

PACCAR ENGINE paccar.com More than 38% of workforce are women doing jobs such as assembling diesel engines to leadership positions. PACCAR Women’s Association group develops female talent to increase women’s roles.

PAPER TRANSPORT papertransport.com Equal opportunity for every employee to grow in their roles and make a real contribution. No pay gap between male and female employee salaries.

PENSKE penske.com Women in the Field initiative brings together women from across field operations for development, networking and mentorship.

PETERBILT MOTORS COMPANY peterbilt.com Diverse work environment is valued and promoted through efforts from the Diversity Council and the Peterbilt Women’s Initiative (PBWIN).

PGT TRUCKING pgttrucking.com Provides flexibility for work/live balance (time off, schedule changes), consistently provided with mentorship and educational materials for ongoing growth.

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PACCAR.COM/CAREERS 20 REDEFINING THE ROAD Edition 3 | 2021

PRIME INC. primeinc.com Highway Diamonds Program supports and encourages employment of women in trucking.

RALPH MOYLE ralphmoyle.com Currently women comprise 10% of fleet and 35% management team. Actively recruit and maintain a gender diverse workforce among drivers, warehousing, operations, maintenance and HR personnel.

REEDTMS LOGISTICS reedtms.com Strong female leadership presence within HR, Training, Sales, Accounting, and Operations that enables the company to create policies and procedures with inclusive language and support systems.

RIHM FAMILY COMPANIES rihmkenworth.com Encourages employees to grow in their careers, especially for women who are valued members of the team and who are afforded the same opportunities.

RIVERSIDE TRANSPORT rti1.com Fifty-five percent of leaders in organization are women. Runs pink trucks in support of women drivers (and breast cancer causes).

ROEHL TRANSPORT roehl.net Built on values like Innovation and Unity in Diversity. Paid on-the-job CDL training and diverse opportunities in IT, Maintenance, HR and Operations.

RYDER ryder.com Aggressively working toward gender diversity.

In Q1 2021 alone, 22% of Ryder’s new hires were female - bringing the overall total of women within the transportation and logistics company to 24%.

SCHNEIDER schneider.com The company’s Women’s network mission is: Accelerating Development, Expanding Opportunities, Maximizing Business Results, For Women and For Schneider.

SMITH TRANSPORT smithtransport.com Transformed internal culture in the past few years for women behind the wheel, maintenance, and other departments.

SOUTHEASTERN FREIGHT LINES sefl.com Comprehensive training, safe and wellmaintained equipment, competitive pay and benefits package, career growth opportunities, long-term job security.

TRIMBLE trimble.com Focused on measuring and increasing gender balance in high-impact roles such as frontline management, engineering, product management, and sales.

STAR FLEET TRUCKING Starfleettrucking.com Women in key roles: controller, operations manager, safety manager, compliance manager, and five out of seven terminal managers.

TRINITY LOGISTICS trinitylogistics.com Offers competitive compensation, benefits that support working women, paid maternity leave, flexibility in hours, and strong focus on continuing education.

STERICYCLE stericycle.com Women are 23% of workforce, 30% of middle managers, 29% of senior managers (including CEO and CFO), and 33% of Board of Directors.

THE DART NETWORK dart.net Committed to promoting diversity, equity and inclusion in the workplace. Many leaders in IT, operations, fleet management, HR and pricing are women.

TRI-NATIONAL tri-nat.com TNi acknowledges the drive women have for being career-oriented, while being familyfocused and accommodating family needs.

TRIMAC TRANSPORTATION trimac.com Long-standing policies to support diversity and inclusion.

TRU-PAK MOVING SYSTEMS tru-pak.com As a woman-owned, authorized agent of United Van Lines, Tru-Pak leaders understand and work to eliminate challenges faced by women today in a male-dominated industry.

TRUCKSTOP.COM truckstop.com Nine women currently in director levels, three women in C-Suite, and nearly half of workforce is female. Benefits include unlimited PTO and leadership development and coaching.

TRUNORTH GLOBAL trunorthwarranty.com Embody the spirit of diversity with 80% of leadership team being women. Corporate culture instills confidence in women, encourages them to think critically, and to have a voice.

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(800) 777-1121 | tptrucking.com | Facebook.com/TPTruckingLLC/ www.WomenInTrucking.org 21

FEATURE: Top Companies for Women

2021 TOP COMPANIES

2021 TOP COMPANIES U.S. XPRESS ENTERPRISES usxpress.com Advancement opportunities, mentoring and benefits such as paid maternity leave. Working Women employee resource group fosters equitable environment for female employees at all levels.

UPS ups.com Women In Operations (WIO) committees help support efforts and allow a safe space for women to reach their professional and personal goals.

VERIHA TRUCKING veriha.com Woman-owned and operated company with 75% women in executive leadership roles.

Values-based and people-centric culture.

VOLVO GROUP NORTH AMERICA volvo.com Industry-leading benefits, flexible work options, paid time off, paid maternity leave, supportive culture.

WALMART PRIVATE FLEET walmart.com Plans to grow private fleet to 12,000+ drivers in 2021 through competitive compensation, sign-on and safety bonuses, and focus on being safest fleets.

WERNER ENTERPRISES werner.com A place where women can come, have a career and feel proud of the work they accomplish, strive for purpose and continue with the legacy of moving America’s goods safely and professionally.

XPO LOGISTICS xpo.com Respectful and inclusive culture where diverse talents and perspectives are valued. 37.5% of Board of Directors and 26% of total workforce are women.

2021 TOP COMPANY

YELLOW myyellow.com Women’s Inclusion Network designed to foster relationships, enhance employee experience, and prepare future leaders.

ZONAR Zonarsystems.com Half of Zonar’s employees are women with many in senior roles across departments. Zonar has a women’s affinity group meets monthly, “Women of Zonar” social media program recognizes female successes.

CONGRATULATIONS TO ALL 2021 TOP COMPANIES!

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22 REDEFINING THE ROAD Edition 3 | 2021

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FEATURE: Infrastructure

How Diversity and Infrastructure are Intertwined

Diversity Infrastructure At almost every turn, politicians, policy analysts, and industry stakeholders have praised the bipartisan infrastructure package that recently passed the U.S. Senate and is awaiting a vote in the lower chamber. There is a lot to like about the bill, from the great lengths it goes to fixing the 173,000 total miles of U.S. highways, federal roads, and

bridges that need repair to how aggressively it tackles the U.S.’s alarmingly high road fatality rate. The legislation represents a textbook example of Democrats and Republicans putting partisan differences aside and coming together for the common good.

However, even the best bills have their share of critics, and this one is no exception.

A handful of backseat quarterbacks have bristled at some provisions that aim to bolster diversity and inclusion in the workplace.

These fault finders claim that these so-called “partisan giveaways” have nothing to do with transportation and should not be in the final

www.WomenInTrucking.org 23

WIT partnered with FreightWaves on a survey to determine women’s participation in the industry and found that they comprise a paltry 10 percent of all road drivers. package. They could not be more wrong.

Diversity and infrastructure are and always will be intertwined, and the U.S. will never fix its transportation problems if it does not first fix the industry’s homogeneity problem.

By now, it is not a secret that America is in the middle of a supply chain crisis. All across

the country, U.S. citizens are not receiving the products they need on time, from the gas they need in their cars to the produce they need on their grocery store shelves.

According to an August Gallup survey, shortages have prevented 60 percent of U.S. adults from receiving a product they wanted in the past two months, while 57 percent

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of Americans have experienced significant delays in receiving their goods.

In a recent CNBC interview, Patrick De Haan, the head of petroleum analysis at GasBuddy, argued that the limited supply of truck drivers is the culprit of these rampant delays. He is right. The industry has faced a significant labor shortage for years, and it is getting worse, not better. The most recent data, which was calculated before the COVID-19 pandemic, indicated that the sector is short over 50,000 drivers. Given how many truck driver training schools and DMVs were closed for large portions of last year, there is no telling how much lower that number is now.

Analysts have provided many theories as to why this truck driver labor shortage persists, from the workforce’s age to the drivers’ compensation. While all these suggestions have validity, surveys conducted by Women In Trucking, a nonprofit organization that promotes the employment of women in the trucking industry, suggest one of the root causes of this problem is even more intuitive: the sector is overwhelmingly dominated by one gender.

WIT partnered with FreightWaves on a survey to determine women’s participation in the industry and found that they comprise a paltry 10 percent of all road drivers.

Those numbers track closely with recent Department of Labor data, which indicates that females represent under 8 percent of all drivers, sales workers, and truck drivers. When the industry is effectively of interest to only half the population, it is no wonder there are labor shortages.

KayLeigh McCall, Schneider’s 2021 Featured Female Driver Wife and mother of four, Schneider driver and training engineer

By comparison, women currently compose roughly 30 percent of the science, technology, engineering, and math workforce. By and large, everyone agrees that the government has played a key and critical role in changing the course of this STEM trajectory. However, the labor shortages currently present in the transportation industry are just as concerning for the U.S. economy and the health and well-being of the American public, so Washington has every reason and incentive to work towards reversing it.

That is exactly what the bipartisan congressional negotiators did when crafting this bipartisan infrastructure package.

Specifically, their legislation contains language establishing a transportation workforce outreach program to encourage more women to consider trucking, aviation, rail, and maritime careers. It also directs the Federal Motor Carrier Safety Administration to establish and facilitate a Women of Trucking Advisory Board promoting organizations and programs that provide education, training, mentorship, or outreach to women in the trucking industry.

These provisions are critical, because according to a 2017 WIT survey of drivers, an alarming 83 percent of females in the sector were recruited by a family or friend, meaning that most women are unaware of the benefits of entering the industry.

Word of mouth, while effective, is one of the slowest methods of industry growth.

The country can no longer afford to rely on the recruitment efforts of other industry professionals to fill these driving jobs. It is the federal government — not employees’ — job to protect the U.S. supply chain, and this new government outreach program and promotion of industry advocacy organizations will do that by educating thousands of women about the benefits of beginning a career as a driver.

The House of Representatives should ignore critics’ unfair characterizations of these diversity provisions and recognize the important role they will play in fixing the country’s concerning and growing transportation and infrastructure problems.

They need to move full speed ahead in passing this language so that the American people can finally begin receiving the goods they need as quickly, efficiently, and consistently as possible. n

The House of Representatives should ignore critics’ unfair characterizations of these diversity provisions and recognize the important role they will play in fixing the country’s concerning and growing transportation and infrastructure problems.

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FEATURE: Mentorship

The Importance of Mentorship A recent study from Northwestern University of 37,000 scientists and their mentees found “mentorship is indeed beneficial, especially when mentors pass down unwritten, intuitive forms of knowledge.

Amanda McLaurin says her mentor’s support “helped keep me going after my goal many times when I felt like giving up.”

She is a student currently Amanda McLaurin attending truck driving school in Pennsylvania and was recently named the WIT Member of the Month in July 2021 for her enthusiasm for trucking, her career aspirations, and her strong personal belief in the importance of mentorship.

Like McLaurin, many workers across different industries benefit from mentoring relationships. For instance, a recent study from Northwestern University of 37,000 scientists and their mentees found “mentorship is indeed beneficial, especially when mentors pass down unwritten, intuitive forms of knowledge.”

26 REDEFINING THE ROAD Edition 3 | 2021

This prompts the question: What is a mentor?

Debbie Sparks, WIT Vice President, describes a mentor as “a coach or champion” who helps his or her mentee progress and reach her goals. A mentor can help a new driver work through challenges, such as remaining safe on the road or managing her finances. In doing so, a mentor can accelerate the driver’s learning curve, Sparks adds.

Partnering with a mentor also offers a sense of community, which can be essential for women working within a maledominated industry. “Many of us had to find our way Laura Roan Hays to ‘fit in,’” says Laura Roan Hays, WIT Chairwoman and Branch Manager with Great Dane, a provider of transportation solutions. A mentor may have experienced something similar and can share her

experience, enabling others to see how she worked through the issues, she adds.

“Mentors often believe in you long before you believe in yourself,” says Cynthia O’Neill, President of High Altitude Thinking Inc., and founder of LeadHerAlliance, a Cynthia O’Neill mentoring program.

“Connecting with another woman who’s gone down the path you want to travel can be invaluable,” she adds.

While the benefits of mentorship to mentees may appear obvious, mentors themselves also gain from these relationships. “As women, it gives us a brilliant opportunity to reach back and bring someone else along,” O’Neill says. In addition, mentors often find they grow and learn along with their

mentees. For instance, a mentor may look differently at a concept like resilience after discussing it with a mentee, she adds.

In addition, “helping others can bring you an immediate sense of joy,” Roan Hays says.

Mentoring partnerships also can benefit the trucking industry and even the overall community. As mentees build confidence and gain knowledge, they are more likely to remain on the job, helping to alleviate the current driver shortage, Sparks notes.

Moreover, women tend to be capable and safe drivers For a mentor relationship to succeed, a solid match between mentor and mentee is key. Sarah Hilton, Program Director with LeadHERAlliance, strives to pair mentors Sarah Hilton and mentees whose personalities and goals are in sync. For instance, she might match a mentee who indicates an interest in eventually owning her own rig with a driver who’s accomplished this.

WIT’s Mentoring Opportunities WIT offers several mentoring opportunities.

Its Engage online community includes a mentoring component. WIT also is planning to build out its online mentoring piece, Sparks says. In addition, local WIT chapters are starting; one goal is to help women drivers meet and develop relationships.

WIT also is launching the LeadHerTrucking, a structured mentorship program that is part of LeadHerAlliance. The program is designed to help women drivers pursue their goals with greater knowledge and insight, while also building community.

The LeadHERTrucking program is structured around tens: it lasts for ten months, covers ten topics, and features ten experts providing insight. Between about twelve and fifteen mentor/mentee partnerships will make up each pod that participates in the program.

The topics include many that aren’t discussed in training, such as personal money management and how to take calculated

risks for career growth, O’Neill says. The goal is to tackle issues important to women’s professional and personal lives, she adds.

The programs are “uplifting and motivational,” Sparks says, adding they’re a “positive, fun experience.”

The experts deliver their insight virtually, so drivers can access the programs when it fits their schedules. Mentees also meet with their mentors on a schedule that works for both.

The monthly program topics can be starting points to spark conversation.

WIT currently has one LeadHERtrucking pod up and running, and has commissioned five additional pods that will continue through 2022, Sparks says. The goal is to make the program available to any entry-level female driver within five years, she adds.

All mentees and mentors also become members of the broader LeadHerNetwork.

“It’s a lifelong community and everyone has access to each other,” O’Neill says. n

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

Forbes, Fortune and Entrepreneur Magazines Spotlight WIT Recently Women In Trucking (WIT) was highlighted in a special edition of Forbes, Fortune, and Entrepreneur magazines. The article was about how WIT is breaking down barriers in the commercial freight transportation industry for the benefit of both women and business – with a specific emphasis on professional drivers who are women. Several topics are covered in the article, including the need to dismantle stereotypes and making the industry safer for women drivers on the road.

In the article, WIT President and CEO Ellen Voie emphasized that amplifying women’s voices is the best way to promote career opportunities for women in transportation, celebrate their achievements, and remove barriers they face. “We share stories about our members who are living unique lives, doing interesting things, or have overcome obstacles,” says Voie. “Women outside the industry hear those stories and think, ‘I can do it too.’”

Visit WomenInTrucking.org and click “WIT In the News” to download a copy of the article. n

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Accelerate!

Conference Brings Gender Diversity Awareness to New Levels Nowhere else will you find so much energy, passion, and commitment to the issue of gender diversity in transportation than at the 2021 Accelerate! Conference & Expo. The in-person event takes place Nov. 7-9 at the Sheraton Dallas Hotel, followed by the Virtual Accelerate! Conference for those who are unable to attend the in-person event.

“We are pleased to announce that our closing keynote will be Meera Joshi, Acting Administrator for the Federal Motor Carrier Safety Administration (FMCSA),” says Ellen Voie, WIT President and CEO. “She’ll be addressing critical safety and productivity issues and opportunities facing the trucking industry while also sharing her own story about being one of the highest-ranking female government officials in commercial freight transportation.”

Both the in-person and virtual conference will not only feature Administrator Joshi, but it also will feature speakers from leading companies such as Amazon, Penske, J.B. Hunt, Yellow, Volvo, Daimler, Prime, Garner Trucking, Tenstreet, TruNorth Warranty Plans, Convoy, TuSimple, Waymo and Gatik.

More than 90 companies are involved as sponsors and/or exhibitors. Thanks to our marque sponsors of the conference as highlighted on the next page. n

Register Now! NOV. 7-9, 2021 (In-Person)

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I AM ESSENTIAL: Annual Photo Contest Highlights Critical Role of Supply Chain Workers Until the COVID-19 pandemic, most of the public was unaware of how much they depended on professional truck drivers and the supply chain industry for the products and materials they need and want every day. These unsung heroes have worked tirelessly to ensure timely and safe deliveries of essential goods and supplies and have proved that this industry is the backbone of America.

For its seventh annual “I HEART Trucking” photo contest, the Women In Trucking Association (WIT) sought to publicly showcase the people behind this often-overlooked industry through its theme: I AM ESSENTIAL. Whether it was with a creative poster, balloons, letters, and more, over 100 participants submitted their photo proudly declaring ‘I AM ESSENTIAL.’

Nearly 4,700 votes were cast to determine the People’s Choice Winners, with Jennifer Davila of Daimler, placing first with her photo, ‘For all women that keep the world moving.’

“We here at Daimler Trucks Saltillo in Coahuila, Mexico are aligned with the WIT mission to encourage and promote the employment of women in the trucking industry,” says Davila. “Exposure and education are key initiatives for us as we continue to perform outreach within our community about opportunities that are available to women in our industry here in Mexico. Even deeper for us, it sends the message that ALL women are essential, regardless of their role.”

In addition to the People’s Choice picks, a panel of judges also selected their top favorites. “The Highway Transport HR & Recruiting team proudly serving all profes-

sional drivers” submitted by Michelle Rayfield of Highway Transport came out on top.

“In a male dominated industry, each of these women are making paths for the next generation and women like them,” says Rayfield. “We are showing them that we are essential and valuable. 2020 was a year of many challenges and our drivers are the ones that keep the supply chain moving and they never stopped although the rest of the world seemed to slow down.”

Started in 2014, the “I HEART Trucking” photo contest has offered drivers and transportation professionals a fun and creative way to not only change the perception of trucking and truckers, but also showcase the pride they have to be a part of the industry.

Special thanks to photo contest sponsor, Hudson Insurance group. n

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2021 PHOTO CONTEST WINNERS! JUDGES’ CHOICE “The Highway Transport HR & Recruiting team.

Proudly serving all professional drivers” Michelle Rayfield

JUDGES’ CHOICE — RUNNER UP “Here’s to strong women like Renee Thompson! May we know them! May we be them! May we raise them!”

Sheila Moran

JUDGES’ CHOICE — IST RUNNER UP “Red, White and on the road for YOU!” Olivia Young

PEOPLE’S CHOICE “For all women that keep the world moving” Jennifer Davila

PEOPLE’S CHOICE – RUNNER UP “Whatever It Takes!”

Tara Stewart

PEOPLE’S CHOICE IST RUNNER UP “The Women of J.B. Hunt Are Essential!“ Gabi Hines

See winners & all submissions at WomenInTrucking.org www.WomenInTrucking.org 25

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

WIT Named Best Female Truck Driver Support Organization The Women In Trucking Association (WIT) was named the 2021 “Best Female Truck Driver Support organization” as part of the Logistics Warehouse and Supply Chain Awards Program by Corporate Vision, which is published monthly to deliver insightful feature content in the business world. In its fifth year of this prestigious logistics recognition program, Corporate Vision recognized WIT for its initiatives that encourage the employment of female drivers in the industry, promote their accomplishments, and minimize obstacles they face.

“WIT has had an incredible impact on the way in which women are seen in the driver’s cab,” according to Steve Simpson, Senior Awards Executive of Corporate Vision.

“They’ve worked closely with truck cab manufacturers to ensure that the cab is able to accommodate a smaller frame, building in greater adaptability with the pedals, the seat and in the design of the dash as well as the ease in lifting the hood to access the engine.”

34 36 REDEFINING REDEFININGTHE THEROAD ROADEdition Edition3 3| 2021 | 2020

Another example of meaningful action is that WIT has worked with truck stops to ensure that female truck drivers have the facilities they need in terms of safety, security and amenities, said Simpson.

In addition, WIT recently launched a pilot mentoring program designed for entry-level female drivers through a partnership with LeadHERalliance Mentoring, a structured

mentorship program for women in various walks of life. WIT also has been actively working with policymakers and legislators to advocate on issues important to women professional drivers. For example, WIT’s Image Team participates in ride-along events for legislators, regulators and industry leaders to provide a deeper understanding of the obstacles professional female drivers face on the road. n

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

WIT Shares Insights on Female Drivers During Roundtable with Secretary Pete Buttigieg The Women In Trucking Association (WIT) President Ellen Voie participated in a recent trucking industry roundtable hosted by U.S. Secretary of Transportation Pete Buttigieg and U.S. Secretary of Labor Marty Walsh to address supply chain disruptions and discuss the recruitment and retention of truck drivers. For more than 14 years, WIT has worked to remove barriers and identify best practices for growing the number of women working in the industry.

“The COVID pandemic has made millions of Americans realize just how important the trucking industry is to their everyday lives,” says Voie. “But at the same time, our industry faces critical challenges regarding the supply chain and the demand for more drivers. We are grateful to Secretaries Buttigieg and Walsh for hosting this important roundtable and appreciate the opportunity to share our insights.”

Voie reminded participants that women are playing a larger role at all levels of the industry. “From drivers to technicians and carriers to dealerships, women play an integral role in the trucking industry. But we believe they can play an even greater role in meeting the current demand for more drivers,” says Voie.

During her presentation, Voie outlined the numerous programs WIT has developed and supported to increase female participation

in the industry and ensure their safety such as working with truck stops and travel centers, working with manufacturers on safety technology, creating anti-sexual harassment guides and promoting a same gender training option for carriers.

“We have made tremendous progress Pete Buttigieg over the years, but more work remains to be done. We look forward to continued collaboration with the driver community, our industry partners and with policymakers to expand the opportunities for more women to enjoy a safe and rewarding career in the transportation sector,” says Voie. n

MORE THAN A JOB!

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1-833-837-6801 www.WomenInTrucking.org www.WomenInTrucking.org 37 35

THANKS TO WOMEN IN TRUCKING PARTNERS: GOLD

Mark your calendar for these events!

NOVEMBER 4-6 NASTC Conference Nashville, TN NOVEMBER 7-9 Accelerate! Conference & Expo Dallas, TX NOVEMBER 15 Rhode Island Trucking Association Warwick RI NOVEMBER 17-18 Accelerate! Conference & Expo VIRTUAL DECEMBER 6-7 Motor Carrier Safety Advisory Committee Virtual DECEMBER 17 Fastport Transition Trucking Presentation Washington DC JANUARY 24-26 SMC Jump Start Atlanta, GA FEBRUARY 3-4 FragilePAK Las Vegas MARCH 1-3 NATERA Tampa, FL

SILVER

MARCH 19-22 TCA Conference Las Vegas MARCH 24-26 MATS Louisville, KY

BRONZE Bendix Commercial Vehicle Systems Drivers Legal Plan Frito-Lay TVC Pro-Driver United Site Services

MEDIA DC VELOCITY View our full partners list at womenintrucking.org/partners

36 REDEFINING THE ROAD Edition 3 | 2021

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

Saturdays at 11a.m. Eastern Next up: October 11, December 13, January 10, February 14

Redefining the Road BUYER’S GUIDE Advertisers in this Edition American Central Transport................12 Bay & Bay Transportation.....................12 Boyle Transportation.............................13 Certarus..........................................................2 Clean Harbors....................................17, 22 Dart Transit.........................................22, 29 Davis Express............................................23 Expediter Services...................................30 Gully.............................................................28 Guttman Energy.........................................1 Highway Transport Logistics...............27 Howes..........................................................32 IMMI............................................................34 Landstar......................................................25 NASTC..........................................................28 Old Dominion...........................................29 Online Auto Connection.......................28 PACCAR Parts............................................20 Penske..................................................18, 19 PFG-Performance Foodservice Group (PFG).............................................................28 Peterbilt-PACCAR....................................C2 Ryder.....................................................13, 14 Schneider...................................................26 TP Trucking................................................21 Trimac...................................................14, 35 Tri-National...................................................5 TuSimple.....................................................C3 Walmart......................................................C4

For a full list of WIT Corporate Members, visit WomenInTrucking.org

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

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