Diversity, Equity, and Inclusion (DEI) sometimes feel like a “check the box” exercise, which is why these initiatives can fall short as you try to establish a culture where employees can imagine themselves as key contributors.

For many trucking and logistics employers, just getting started with DEI is the hard part. The longer you wait to develop policies and practices, the more you risk missing out on finding top talent among underrepresented people and reaping the benefits of a more inclusive workplace.

This is why Driving Diversity is the theme of our annual Women with Drive Leadership Summit on June 2 in Toronto.

This year’s conference will examine what it means to hire, train, and retain a more representative workforce in trucking and logistics, with a special emphasis on DEI tools, strategies, and best practices.

Our morning panel includes DEI experts from academia, government, employers, and business who will share ideas and actions they have taken to increase diversity across the industry.

The afternoon features what has quickly become the most popular piece of the program, the Learning Highway, where delegates can participate in speed-learning on topics including:

• Using social media and marketing to recruit a diverse workforce
• Workforce planning through diversity, equity, and inclusion
• Canada Labour Code compliance
• Using industry-specific wage subsidies to support recruiting a diverse workforce

The conference is also a place for HR professionals to network and learn from each other, and to access DEI resources they can take back and share with their own teams.

These resources include Recruiting and Retaining Diverse Communities: An Employer Roadmap. Produced in partnership with the Alberta Motor Transport Association, this guide identifies specific groups that are underrepresented in the industry and provide strategies that can help attract, recruit, and retain diverse talent.

THRC will introduce a suite of tools that HR professionals can use to create and implement effective DEI policies; manage hybrid and flexible workplaces; improve performance appraisals; develop workplace wellness programs; and create a compensation philosophy. Developed specifically for trucking and logistics employers, these resources will be available from the THRC website and provide templates and step-by-step support for HR teams.

DEI policies don’t exist as a “favour” to underrepresented groups. They’re intended to help employers establish and maintain a workplace that is welcoming, supportive, and draws strength from the knowledge and experiences that come from a diverse workforce.

Register and join us in Toronto on June 2 to learn more.

This week marks my 10-year anniversary working in the trucking and logistics sector.

Always a keener and up for a challenge, I came here ready to make a difference.

Having worked in other industries doing the type of HR work I am doing now, I saw the opportunities that trucking and logistics present. The industry is an economic powerhouse with one of the country?s largest workforces. It also faces onerous and longstanding HR issues.

I was excited and enthusiastic to get to work.

But not for long. Unbeknownst to me at the time, I had a bit of a rocky road ahead, but not for the reasons you may think.

Yes, I was a young woman, ready to lead and get things done in one of the most male-dominated industries in the country. But what caused me strife were the organization?s significant financial burdens which I discovered during my first few weeks on the job.

In addition, just two months in I received notice that 95% of my operational funding would be cut within 12 months.

While an early exit certainly crossed my mind, I decided to give it five years.

What followed was me walking into an association board meeting feeling like the only woman in the room (I was in fact one of two at the time). For the record, that did not concern me. I had an organization to save, and I needed all hands to help me do that.

And that?s exactly what happened. Here I am, 10 years later reminiscing about the journey.

I am fortunate to have mentors, champions and sponsors who took the time to help me along the way. I will share a few:

• David Bradley, the previous President and CEO of the Canadian Trucking Alliance. David and I frequently disagreed and sometimes argued. When I realized he was in fact like this with everyone, I reached out to David more often. When I began to observe him sometimes taking on my ideas and using some of my language, I knew he was getting it. David always took the time to let me talk things through, tell me what he thought I should do and then support me when I did my own thing.
• Mike McCarron, Left Lane Associates and former partner at MSM Transportation. Now don?t fall out of your chair, folks. One of the first events I worked on with Mike had him picking me up at the airport with his daughter in tow. Mike?s family is a cottaging family like mine, and I found an instant connection. I often leaned on Mike for his industry insights, connections and, to be honest, when I just needed a good laugh.
• John G. Smith, Newcom Media. Back before he was the editorial director at Newcom, publisher of Today?s Trucking and trucknews.com, John was a communications consultant, albeit one with loads of trucking industry experience. Let?s just say he taught me a thing or two and I always trusted his judgement . And there?s a theme: another cottager.

I?ve had the privilege of great team members at Trucking HR Canada. Some have come and gone over the years but each one was a part of the organization?s success. Today, I am proud of the progress we have made and that we can offer a compensation and benefits package that rivals the federal public service?our main competitor for talent in the Ottawa area.

I would be remiss if I did not mention my own rather large, personal bump along the way: my cancer diagnosis in the summer of 2017 was certainly a big one. I am grateful for the Board members who stepped up and did my job so I could make fighting cancer mine. I am in great health, three years into remission.

I also want to salute the women in this industry who inspire me every single day.

First, the other woman in the room at my first association meeting? She was Claudia Milicevic, head of Loadlink Technologies. I also want to mention Angelique Magi of Intact Insurance; Lorraine Card, former President of AMTA; Louise Yako, former BCTA President; Susan Ewart, President of the Saskatchewan Trucking Association; Joanne MacKenzie, Professional Truck Driver; Rebecka Freels, communications consultant; Vicki Stafford, Cavalier Transport; ?Kathy Koras from Newcom Media; Michelle Arseneau of GX Transport; and Rachel Arseneau of GX Transport; Louise McCalpine, Snowbird Transport; Vicki McKibbon from Armour Transport; Linda Young from Bison; Caroline Blais from Kriska Transport; Rosana Preston from Rosedale Transport; Heather Day, President of Day Transport; Stephanie Theede of Westcan Bulk Transport; Myrna Chartrand, Professional Truck Driver; Shelley Uvanille-Hesch, CEO of the Women?s Trucking Federation of Canada; Margaret Hogg, ambassador for everything trucking; Lisa Kelly, Professional Truck Driver; and believe me, the list goes on.

While I work to not see my gender as a barrier, I have met many along the way who have had different experiences. The women of this industry motivate me to do more, and I proudly blaze the trail with them.

Today, Trucking HR Canada is an industry leader in all regards. Thank you to everyone who has been a part of making that happen. I have missed some, I am sure, but you all know who you are, and you are all leaders.

Together, we have made a difference and I am so proud to be a part of it.

Trucking HR Canada?s 7^th Annual Women with Drive Leadership Summit kept the international women?s day celebratory vibes of women, women leaders, and women in the industry going full speed. While the event was a little different – being the first time it was held virtually and globally, we still brought together over 200 women from the industry to connect and learn from one another.? It left delegates with the regular high dose of inspiration along with practical and insightful take-aways from a roster of formidable speakers.

The Right Honorable Micha?lle Jean, who served as Governor General of Canada from 2005 to 2010, and Halla T?masd?ttir, Icelandic businessperson and CEO of the B Team, left us with a plethora of insights.? The 2021 Women with Drive stage provided me with four key takeaways from our keynote speakers:

We are Change Makers

Micha?lle Jean trumpeted the efforts the trucking industry has put forward. She noted that we have been heralded as heroes during this time of pandemic, saying that it is time for the invisible to become visible.? She noted that front line workers and those in the trucking industry are finally getting the public attention that they deserve, claiming that it is the hard workers in our industry who have suffered an inexcusable blind spot before the pandemic; and that it is time we recognize that we offer good meaningful work for hundreds of thousands of Canadians. What we do with this new attention and praise is key. Truck drivers notably, as Jean mentions have a remarkable and unique role in that they get to see sights many of us never will. This is perhaps a potential draw for recruiters to take note of. A philanthropist at heart, she also encouraged us to leverage our reach. She earnestly reminded us that our trucks are moving billboards for cause and positivity. This is what many of our Top Fleet Employers do when participating in various charitable causes such as: Plaid for Dad, Pink for the Cure, and Art Saves Lives. ?We often forget to highlight this part of the trucking industry as an attraction ? that it is not JUST trucking, it is so much more. It is a multitude of causes and action, and ingenuity. By highlighting the change maker abilities of our sector, Jean created a powerful united feeling of potential.

Employers have an opportunity

Micha?lle Jean also reminded us that the pandemic has created an opening for us to further investigate some of our collective societal issues. Saying, ?In the same way lemon juice and a light bulb manifest invisible ink? ? the pandemic has highlighted many core societal issues including, racism, sexism, homophobia, and ageism. Thus, perhaps the pandemic has helped to dismantle many of the things that are otherwise wrong with our current society. She challenges employers to use this moment for change and examine their own diversity and inclusion policies.

Women belong everywhere ? including trucking

Halla T?masd?ttir reminded us of the ?inner leader? that we all have. We need to confront our imposter feelings in order to excel and believe in our capabilities. And, as women, we need to stop doubting and questioning our abilities and our right to be in certain professional spaces. Women belong everywhere ? and yes, that includes trucking. The pandemic, she noted, has brought about a time when women?s leadership is being noticed and recognized. T?masd?ttir reminded us that when women have a seat at the table, positive changes are made, and we see progress. For more women to be in leadership, young women need mentors and to see women who are succeeding at the highest levels.

No more business as usual

We may never go back to how things were before the pandemic ? and Halla highlighted that this is not necessarily a bad thing. A lot was wrong with the world before and the pandemic is causing us to question what could ultimately, be better.? Maybe Canadians can continue to honour truckers and the entire trucking industry as essential work.? Perhaps we can embrace a future when trucking is more alluring to new and young workers. And certainly, with current unemployment rates, we have the possibility to invite and welcome people into our industry more than ever before.

The trucking industry is one of change, one that appreciates inclusion and diversity, one that encourages women?s leadership, and one that is filled with Women with Drive. Women with Drive Leadership Summit thus remains an important event for the trucking industry ? because we still need and always will need, women with drive.

Diversity and inclusion in the workplace can help increase productivity, innovation, and employee retention, benefits that cannot be overstated in today’s business world.

Women are essential to diversity, but the trucking and logistics industry still falls short with just 15% of women in the workforce.

Trucking HR’s Top Fleet Employers Program recognizes and celebrates companies with innovative employment practices and policies, and several fleets have taken specific steps to improve their recruitment and retention of women.

In reviewing what these fleets have done to diversify and encourage inclusion in their workplace, here are five best practices that stand out.

Creating connections

By participating in industry events and creating formal and informal coaching and mentoring arrangements, Top Fleet Employers help women leverage networks that can lead to professional development opportunities in the industry. These initiatives include Trucking HR Canada’s Women with Drive event or partnering with Women Building Futures.

Targetted recruitment

Many of our Top Fleet Employers take a targeted approach to recruiting both men and women who want to work in a diverse environment. For instance, a hiring practice among many Top Fleet Employers is to ensure that job descriptions in recruiting ads are free of unconscious bias that may affect individuals applying for that role. We also see recruitment targeted at community groups that focus on women, and customized onboarding processes. These efforts make women feel like they belong and not like they must adapt to fit into the workplace.

Flexible work arrangements

97% of our Top Fleet Employers offer benefits, policies, and flexible work arrangements to support their employees and their families. Some examples are a policy that allows truck drivers decide when and where to shut down overnight; flexible start/stop times; being able to choose routes close to home; permission to have a family member in the cab; part-time work upon request; and separate facilities for women. Workplace flexibility fosters loyalty and a higher quality of life for the employee, which consequently benefits the employer.

Evaluate your training offerings

Top Fleet Employers are committed to offering training that supports a diverse and safe workforce. For example, they provide sensitivity training that addresses stereotypes and biases in the workplace. In the case of female drivers, safety and security remain a very big concern. In response, many employers have programs that include training in anti-harassment and violence in the workplace an area for which Trucking HR Canada has developed industry-specific training.

If you’ve got it, flaunt it

Top Fleet Employers with a good percentage of female employees in various roles portray this in their recruitment tools. Pictures of women can be seen in their public postings, websites, and other social media platforms.

There is much to be done in order to increase the number of women in trucking and logistics. However, our Top Fleet Employers are leaders and have embraced a culture that continually encourages and supports women in the industry.

As we approach International Women’s Day on March 8, take a moment to consider how your organization is doing when it comes to recruiting and retaining women. If you need a place to start, visit THRC’s website for helpful resources.