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Winning Colors:

Diversity and Inclusion in theTransportation Industry

Trends and Observations

Trends and Observations

The legal Profession remains one of the least diverse professions, yet there is a demand for

diverse attorneys.

Nationally, people of color account for 11-12% of all attorneys

as compared to over 30% of the total workforce.

Relatively few students of color apply for and matriculate from law school.

Attrition rates among the racially and ethnically diverse attorney in private practice outpaces

those for non-diverse attorneys.

Representation among other social identity groups, including LGBTQ and female attorneys is

low when compared to the general workforce

LGBTQ: 2% compared to an estimated 3.5-5%;

Women 33% compared to 46%.

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DU Admission Statistics for the 2018 Incoming Class:

• 56% Female• 21% Diverse

What Does a Trucker Look Like? It’s Changing

America’s booming economy has a problem – a shortage of truck drivers.

The industry – historically reliant on older, white male drivers – is facing a record shortage with an estimated

50,000 more drivers needed to meet demand, according to the American Trucking Association. The lack of

available drivers is rippling through the supply chain, causing a bottleneck of goods that is delaying

deliveries and prompting some companies to increase prices.

The Trump Administration and the industry are trying to alleviate the problem by loosening federal rules and

enticing non-traditional drivers like women, teenagers and minorities to operate big rigs.

The Transportation Department has recently sidelined a number of safety regulations that trucking lobbyists

said posed unnecessary burdens but that trucking unions supported, including requiring that rigs be outfitted

with speed-limiting software and that drivers be screened for sleep apnea. The speed-limit measure,

proposed by the Obama Administration after a decade of lobbying from safety advocates, would have

prohibited trucks from traveling faster than either 60, 65 or 68 miles per hour.

The White House also is backing a pilot program that allows younger drivers with military training to operate

commercial vehicles across state lines. While the program is a trial, it represents a broader willingness to

allow drivers under 21 to make interstate deliveries – something federal regulations currently prohibit.

And, in a bid to recruit more drivers, many trucking companies have added perks, including signing bonuses

and increased pay.

What Does a Trucker Look Like? It’s Changing

The shortage has been percolating for some time, as younger generations expressed less interest in the

industry and wages lagged. Driver churn also is a problem – at large fleets, turnover rose to an annualized rate

of 95 percent last year, according to industry figures. The median wage is around $42,480 a year, according to

the Bureau of Labor Statistics.

Also, as the global economy has strengthened, demand for trucks to move goods has outpaced the supply of

drivers, resulting in freight carriers setting higher rates and companies raising prices on products, in some cases

by as much as 20 percent.

Due to the severity of the driver shortage, the successful tapping of underrepresented pools of candidates is

crucial. The trucking industry has to do a better job of attracting new people into the driving occupation, -

previous audiences that haven’t’ been reached. Per the American Trucking Association, the U.S. is 50,000

drivers short, and those numbers will continue to grow.

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Women in Trucking is on the Rise

The Women in Trucking Association (WIT) was formed to increase the percentage of women

employed in the trucking industry. Since its inception in 2007, its goal has been to increase the

percentage of women employed in the trucking industry, and to attract female drivers, mechanics,

safety directors, and leaders in the boardroom.

To do that, WIT developed the WIT Index by partnering with the National Transportation Institute

(NTI) to monitor the percentage of female drivers and leaders within the industry.

Women and minorities make up just fractions of the overall trucking population: 94% of drivers are

men and 2/3rds of all drivers are white, according to a 2017 report released by the American Trucking

Association.

In January, 2017, WIT reported that women comprise over 7% of over-the-road drivers and 23% of

management. Over the past year, this percentage has continued to grow. First, the percentage of

female drivers increased to 7.89 percent, with the number of women in management increasing to

23.75 percent at the end of 2017. Over the past 2 years, there has been a 19% improvement in those

companies tracking the percentage of female drivers and managers.

Women in Trucking is on the Rise With respect to women in the boardrooms of trucking companies, the results were not surprising, considering the

predominance of men employed in transportation careers – of the 15 carriers listed as public traded companies

according to Bloomberg LP, 7 or near ½ have no women serving on their boards of directors. 10 of the 15 show Zero

women in the executive suite.

According to WIT, ArcBest Corporation, led by President/CEO Judy McReynolds, takes the lead in promoting

women with a 27.3% representation on the ArcBest board of directors and 25% of women at the corporate level.

Con-way has a close 2nd place in including women in the boardroom with 23.1% women in this leadership role.

Celadon holds the 3rd highest level of women as directors with 20%. J.B. Hunt Transport Services, Inc. follows with

18.2 women serving on their board of directors.

The visibility of women in executive positions is important in attracting women to trucking carriers. J.B. Hunt

Transport Services, Inc. has made efforts to increase the presence of women in C-level positions with their “Growing

and Retaining Outstanding Women” (G.R.O.W.) Initiative and support for WIT as a Gold Level Partner. These efforts

are reflected in their 20% representation of women holding executive positions at the carrier.

Per Ellen Voie, WIT’s President/CEO, “Carriers without women serving as directors or executives should make

greater efforts to create a more diverse leadership team. If you’re looking for more female drivers for your fleet, you

will need to create an environment where women are visibly leading these initiatives.”

What are Trucking Companies Doing to

Attract Women? As feminist ideologies and gender equality in the workplace laws gain widespread relevance,

industries across the U.S., including trucking companies, are looking inwards to understand the representation of women and the issues that plague them – sexual harassment, differential

treatment, discrimination, equal pay, flexibility in work arrangements, amongst many others.

The industry has been lax in not focusing on recruiting and retaining the next generation. “Trucking is an industry that needs to be rebranded. There was a cool factor to trucking in the

1970’s and 1980’s, “ said Kevin Reid, the founder of the Nation Minority Trucking Association.

Trucking is already more onerous to enter than some of the industry’s competitors, including

retail, construction and fast food. In addition to weeks in trucking school, which can cost

several thousand dollars, it often requires drivers to spend long, solitary stretches of time away

from home.

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What are the barriers to inclusion?

• Retention & attrition issues

• Lack of mentors

Multiplier and Diminisher Assumptions

people are

smart and

capable

atmosphere of innovation and productive effort

growth mindset

people won’t

figure things

out without me

they drain other people’s energy

fixed mindset

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the talent magnet

the liberator

the debate maker

the investor

the challenger

Multiplier BehaviorsThe Assumption: “People are smart and will figure it out”

The Talent MagnetAttracts talented people & uses them at their

highest point of contribution

The LiberatorCreates an intense environment that requires

people’s best thinking and work

The Challenger Defines an opportunity that causes people to stretch

The Debate Maker Drives sound decisions through rigorous debate

The InvestorGives other people ownership for results and

invests in their success

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Diminisher LeadersThe Assumption: “People won’t figure it out without me”

The Empire Builder Hoards resources and underutilizes talent

The TyrantCreates a tense environment that suppresses

people’s thinking and capability

The Know-It-AllGives directives that showcase how much

they know

The Decision MakerMakes centralized, abrupt decisions that

confuse the organization

The MicromanagerDrives results through their personal

involvement

See what is… and see what could be.

Unleashing Potential

Multipliers Create an Inclusive Environment

Multiplier behaviors result in an environment where others feel valued, energized, and engaged.

Diminisher

<50%

Multiplier

2X

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Accidental Diminishers

Inclusion Multipliers

The Assumption: “People who act with good intentions but come across as

diminishers.”

Idea guyConstantly generates and shares a wealth of ideas to

stimulate ideas in other people around him.

Always onConstantly engaged, present, energetic, contributing. This

leader always has something to say.

RescuerDoesn’t like to see people struggle or fail. At the first sign

of a problem, the Rescuer jumps in and helps.

PacesetterAn achiever who envisions their team as capable of more,

so they personally set a high goals.

Rapid responderPerson who wants to run an agile organization and keep

things moving fast. Make quick decisions.

OptimistThe Optimist is the leader who believes most problems

can be tackled with hard work and the right mindset.

Accidental Diminishers

Let’s take actionWhat can you do to start being a multiplier leader

or team member?

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Sources:

• Wiseman, Multipliers: How the Best Leaders Make Everyone Smarter (2017);

• Nalty and Reeves, Beyond Diversity: Inclusiveness in the Legal Workplace (6th Ed. 2013)