The construction industry can promote gender equality by creating a more inclusive environment and addressing unfair biases, allowing women to break through traditional gender barriers and excel in male-dominated roles.

"Amelia Walker-Ross, a service manager at Penske Canada, is an example of a woman succeeding in a male-dominated field, demonstrating that with schooling and a willingness to learn, anybody can be capable of doing transportation jobs."

Companies can attract women construction workers by fostering inclusivity in hiring practices, such as reevaluating traditional hiring processes and emphasizing skills and qualifications over gender or background.

The training period for female train drivers in Saudi Arabia is one year, during which they will receive paid training before driving fast trains between Mecca and Medina.

Citybus offers various family-friendly benefits and supports the advancement of women in logistics and transportation, making it an attractive employer for women.

Promoting gender equality in the construction industry aims to create a more inclusive and diverse work environment, leading to strategic advantages and a win-win scenario for companies.

Fewer than 14 percent of professional truck drivers are women, according to the Women In Trucking Association.

Women can excel in male-dominated roles by possessing qualities such as determination, adaptability, and a commitment to teamwork, allowing them to break down traditional gender barriers and earn respect from their male counterparts.

Companies can attract women workers by offering training programs and covering costs, similar to Walmart's approach with commercial driver's licenses, to break down traditional gender barriers in male-dominated industries.

Initiatives such as partnerships with vocational schools and community organizations, and promoting inclusivity in hiring practices, can support women in construction by encouraging them to explore careers in traditionally male-dominated fields.

The construction industry can promote gender equality by creating a more inclusive environment and addressing unfair biases, allowing women to break through traditional gender barriers and excel in male-dominated roles.

Title:

Content: Careers

Female transit trucker on navigating gender hurdles

Industries traditionally dominated by men are making meaningful efforts to attract more women to their workforces. But just how do they get the balance right?

It’s a concern Irene Naliaka, now in her tenth year as a professional driver working with Sahara Motors, wrestles with.

They transport imported vehicles from the Mombasa Port to Kampala, Uganda.

Her interest in driving led her to seek a job in the field.

"I was desperate for a job and I had to question myself as to what I could do comfortably. I had tried my hand on a lot of things, but then driving earned it."

Women can assume roles in male-dominated areas. But the reality of being a woman only hit Ms Naliaka when she started working.

"Driving for me is a hobby, so it never seemed strange when I took up the work offer. However, I was the only woman on the team but they made it easy for me to blend in."

Ms Naliaka says she has become better at the work with time.

"I am looking forward to driving even harder machines, such as the top loader operators,'' she says.

Her first trip was not easy. ''It was a decision that I had made and I knew that I wanted to drive, but I was not ready for it to be honest. I remember when one of my sisters asked me if I was normal and that I should look for a different job,'' she says.

Read: The future of women at work

As a mother of four with a nine-month-old baby, it was hard for her.

"On my first assignment, I turned up with my baby, I had my son's bag and my bag. My employer thought it was a joke that I was travelling with a little baby, but then I didn't have anyone to look after him and I needed to get the job done," she says

Ms Naliaka's first trip to Kampala took more than 24 hours, whereas drivers are expected to reach Kampala in 16 hours. Many working mothers struggle with the challenges of getting ahead in their careers and the guilt of not being home all the time.

How will I manage to be part of my children's life? Will my absence be worth it? How will I explain to them that I have to be away? These were the questions that stalked Ms Naliaka.

She talks of restraining her duties as a mother and trying to find balance. Mostly, Ms Naliaka would be on the road for four days and get three days to be home and vice versa if the cycle changed.

Before her travel, she says, "I have to make sure I sleep well because our highways can be very terrible. I wake up as early as 5 am so that I talk to my little boys and see them off for school by 6 am."

"I then prepare and leave the house at 8 am because I need to be at the car pickup point by 10 am to manage the clearance process and be ready to leave at around 3 pm. We leave Mombasa in a convoy, which means we have to journey as a team to Kampala,’’ she adds

According to Ms Naliaka, the power of choosing to be a working mom cannot be underestimated. She has to deal with being a fatigued parent though it gets better with time.

How did she find her voice?

"At the beginning of 2013, my husband was involved in a serious car accident, he lost two spinal discs, the L5 and thorax 7 and that left him immobilised. Two years after the accident, I had to find something to do as his medication took most of my savings. So I had to put food on the table and make sure he got his medication. My husband had his reservations at first, but these were his words, 'I know you are a strong woman, you can do it, but this is too hard'," Ms Naliaka says.

She continues, " It was not easy, we had fights in between because of the long absence, but in the end, it worked after he saw that I could do it. At the moment he is slowly regaining his mobility."

Her husband is a maths teacher.

Does she have moments when she feels like she should take a seat back from the industry?

"Yes. When I started, the migration process was a thorn in the flesh situation. I used to waste hours to be cleared and that interfered with my travel back home. But I came to make terms with the slow clearance," she says.

It also meant pacing herself because work and mothering need to be done.

Irene Naliaka poses for a photo on March 04, 2024 at Nation Centre building in Nairobi. PHOTO | BILLY OGADA | NMG

Challenges

"The roads are never the same, the weather keeps changing every time," she says.

"In the Rift Valley, we sometimes get hailstorms just out of nowhere. That's when professionalism comes in, you slow down, use the lights to indicate because you've got to manage your space, use the heater to heat the car and the windscreen to clear the precipitation. There was a time when I couldn't do it because it was too intense, so I'd just pulled over to the roadside and wait for the storm to clear,’’ she adds.

She has also encountered her fair share of ruthless truck drivers.

''Women are naturally wired to be soft, in some cases, you might be driving and enjoying your moment and a truck honks carelessly and it might frighten you to lose track.''

Ms Naliaka also recounts how unfair the male-dominated industry might be for women.

"Men feel we are fighting for their position. From my experience and the type of work I do, men don't want women on the roads. There was a time when a boss told a short lady that she could not drive, but there are short men on the job too," she points out.

Read: What women leaders sacrifice to 'have it all'

As women continue to break through the glass ceiling and navigate their way in the workplace, Ms Naliaka is proud to have had only one accident in 10 years.

"You have to be brave, be yourself, be bold, don't be afraid to speak up because that will always get you through. If it's a 'no, stand firm, if you can't manage it, just speak up. It's always good to ask," she says.

[email protected]

How has the level of discrimination for female employees in the construction industry changed over recent decades?

What are construction and maritime companies doing to promote and aid women in the field?

appoint women to traditionally male roles

commit to gender equality in hiring practices

What challenges do women in the construction and maritime  industries face?

"Amelia Walker-Ross, a service manager at Penske Canada, is an example of a woman succeeding in a male-dominated field, demonstrating that with schooling and a willingness to learn, anybody can be capable of doing transportation jobs."

Title:

Content: Penske service manager shows trucking is more than a man’s world

Male co-workers and clients have offered Amelia Walker-Ross a lot of unwelcome feedback and recommendations in the 20-plus years she has spent as a mechanic. Proving them wrong has been one of her best experiences on the job.

Trucking is not simply a man’s industry, she says. “It’s an everybody industry. Anybody can do it. As long as you go through the schooling and you want to learn, anybody can be capable of doing the transportation jobs.”

Walker-Ross has proven how true that is. She recently became the first female branch service manager at Penske Canada, supervising and guiding 10 mechanics, ensuring Penske’s Winnipeg shop runs smoothly.

A passion for vehicles

But this is not what she saw herself doing as a teenage girl.

Growing up, Walker-Ross dreamed of a cosmetology career. However, unexpected financial challenges in the family made her pick up a toolbox and a manual at the age of 16, to look under the hood of her mom’s old van. It ignited a passion for working on vehicles, and she would fix family cars in the driveway until she got her first job in a dealership at 18.

Walker-Ross loved her job too much to let unwanted opinions discourage her. She often had to face pushback, when men were telling her she should not be doing ‘men’s work’, and that she should be at home, cooking and cleaning.

But six years later, when she was pregnant with her daughter, she realized it was time for a change. Without knowing anything about trucking, Walker-Ross applied for a lube technician job. She was accepted with open arms.

“I got hired right away. The group of guys I worked with — they were great. They were fantastic, very supportive. I had no pushback from them, unlike in the automotive industry… They didn’t care that I was female. They were very much like, ‘Well, if you can get the job done, let’s get it done.’”

Walker-Ross realized her favorite part of the job is its challenge. There is always room for learning and improvement in the fast-paced and constantly growing industry.

Joining Penske

Striving to expand her career options, she applied for a job at Penske four years ago.

After working on the floor servicing trucks, she was quickly promoted to lead the night shift, where she worked with fellow technicians and conducted final checks. Her mornings or late evenings were dedicated to spending as much time with her daughter as she could.

A year and a half ago she was offered a maintenance supervisor position, and after that, she became the first female branch service manager.

Now, Walker-Ross gets to keep her passion for working on trucks, solving challenges and helping others learn and grow.

“I love helping the guys learn the truck. And I very much enjoy that, every day, it’s a new problem. Yeah, that’s my favorite part of it — always learning and growing and changing. Like, we don’t know what the next year’s [truck] model is going to come out with.”

But she still sees room for the industry itself to improve.

To her, the key to attracting more women is to change the wording often used to describe the industry and, therefore, its image.

“It’s not a boys’ club anymore. It doesn’t matter what we’re doing, whether it’s replacing a starter or removing a clutch. We [women] can still do it. We still have the same tools they have; we still have the same abilities.”

Pushing past unwelcome comments

This why Walker-Ross’ advice to women who consider a job in trucking is, “Just go for it… If the comments do come out – because sometimes they do – brush them off and keep going.”

Still, she also emphasizes the importance of speaking up and communicating with senior managers and supervisors about unappreciated words and actions in the workplace.

She remembers a time in her previous job when one driver wouldn’t let her work on his truck, even though she was the only licensed technician in the shop during that evening shift. But her boss put his foot down.

“He came out and said, ‘The only option you have this evening is Amelia looking at your truck, and she can get it fixed and back on the road. Or we can put a lube tech, who works with her on this truck, who has no training. And he can try to diagnose it. She will end up having to step in and help him. But you only have these two options. You can start with the lube tech and have him go as long as he can. Or you can accept the fact that we have a female mechanic here, and she is 100% qualified to work on your truck and she will get it going for you.’”

It was one of the times Walker-Ross proved them wrong. In less than an hour, the diagnostics were complete, the damaged part was changed, and the truck was back on the road.

Krystyna Shchedrina is a reporter for Today's Trucking. She is a recent honors graduate of the journalism bachelor program at Humber College. Reach Krystyna at: krystyna@newcom.ca

How has the gender balance in the construction and maritime industries changed over recent decades?

Companies can attract women construction workers by fostering inclusivity in hiring practices, such as reevaluating traditional hiring processes and emphasizing skills and qualifications over gender or background.

Title:

Content: Women Breaking Barriers in Waste Management

A quiet but significant revolution is underway in the gritty world of skip hire and waste management, where heavy machinery and hard hats have long been synonymous with the male workforce. Women are securing roles traditionally dominated by men, reshaping the landscape of the waste management industry.

Gender diversity in waste management industries like skip-hire has long been a challenge. Data has shed light on the underrepresentation of women in specialist roles and, industry surveys report that women constitute only 24% of the total waste management workforce in the US.

Historically, we can trace the reason for this gap back to several factors. One significant reason has been the physical nature of the work, often involving heavy lifting, manual labour, and the operation of machinery. These physical demands led to misconceptions that the field was better suited for men. Gender stereotypes have played a significant role, perpetuating the idea that women do not have the necessary skills or interest in waste management.

The United Nations Environment Program (UNEP) has invested extensively in research on the role of gender in waste management. They have deemed it critical to recognise the importance of promoting gender diversity in traditionally male-dominated fields such as skip hire, from gender diversity bringing a wealth of benefits such as providing diverse perspectives to addressing labour shortages that the industry faces.

However, the benefits of promoting gender diversity in the waste management sector aren’t exclusive to women; they extend to their employers as well. According to a recent report by FP Analytics, “Women as Levers of Change,”, companies that actively promote gender equality across all levels have demonstrated tangible positive business impacts. These include heightened competitiveness, increased profitability, and a stronger commitment to environmental responsibility.

Women Breaking Barriers in Waste Management

As attitudes shift towards viewing “waste as a resource”, and the industry pivots away from landfilling towards waste prevention and circular economy principles, more women are discovering the sector as an appealing career choice. From skip truck drivers navigating city streets with finesse to women managing recycling, waste management and skip-hire companies and advocating for diversity, their contributions are reshaping the industry’s future.

Nathalie van de Poel, Commercial Manager and co-creator of the Purified Metal Company (PMC) exemplifies a woman taking a leadership role in the waste management sector. PMC, a state-of-the-art processing plant situated in Delfzijl, the Netherlands, specialises in recycling hazardous steel scrap into premium raw material:

“The idea to recycle asbestos-contaminated steel was born 10 years ago.” Overcoming countless obstacles, including securing €70 million in funding and hiring 30 employees, PMC has finally reached fruition. “It was a long journey, with some saying it was impossible, but we stayed strong and built a solid business case.”

Another example of women leading the way in waste management is Maria Willshee, a founding Director of Willshees, a Midlands-based waste and recycling business. Recognised as a Top 200 UK women-powered business by global private bank J. P. Morgan, Willshee’s secured the 59th position in its annual UK Women-Powered Business Report.

And recognised in last year’s list were sisters Heather Gould and Hilary Hart, principal owners of waste management specialist CSG. Based in Fareham, their four daughters also work as part of the business, while half of its eight directors are women.

Women like Nathalie van de Poel,  Maria Willshee, Heather Gould and Hilary Hart aren’t only contributing to recycling and waste management at the highest level; they are also making a difference at the community level. In 2018, the International Solid Waste Association (ISWA) embarked on a groundbreaking global survey targeting women working within the waste sector. For the first time, this unique endeavour asked women to classify their work using Ad Lansink’s waste hierarchy, often referred to as “Lansink’s Ladder.” The findings from 73 countries revealed that 51.6% of respondents were engaged in waste prevention, reuse/repair, and recycling. Highlighting the substantial role that women play as managers of household waste, their critical contributions form the backbone of responsible waste management and have a lasting impact on environmental sustainability and community well-being.

But how can we encourage more women into the industry as a whole? According to Skip Hire Glasgow specialist James David, fostering inclusivity in hiring practices is a good starting place.

Waste management and skip-hire companies can proactively embrace strategies to foster inclusivity in their hiring practices, by first recognising the importance of a diverse workforce. One such approach is reevaluating traditional hiring processes to be more inclusive. This includes rewriting job descriptions to emphasise skills and qualifications over gender or background, ensuring job postings reach a broader audience through diverse channels, and actively seeking out untapped talent pools. Skip hire companies that prioritise diversity not only bolster their internal culture but also project a positive image to the public and potential clients, positioning themselves as socially responsible and equality-driven businesses.

Partnerships with vocational schools and community organisations can play a pivotal role in encouraging individuals from underrepresented backgrounds to explore careers in waste management and skip hire for example. And this fresh approach, says James David of JustHire, is precisely what the industry needs:

“Inclusivity in hiring practices is not just a moral imperative but also a strategic advantage that propels the skip hire industry forward. We should celebrate the women who are paving the way for a more inclusive, equitable, and diverse industry, for their inspiration and resilience. The further potential for women in waste management and skip hire is promising, and inclusive business practice and a heightened awareness of the positive impacts of gender equality on companies all present a win-win scenario.”

Companies that think creatively about investing in recruitment programs will ultimately benefit the most. By intentionally attracting a more diverse range of candidates, including more women, they can help transform the landscape of the waste management industry for the better.

Share This:

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

The training period for female train drivers in Saudi Arabia is one year, during which they will receive paid training before driving fast trains between Mecca and Medina.

Title:

Content: Sorry, this item is not available in your area.
Announcement for 30 female train drivers in Saudi Arabia receives 28,000 applications
Conversation
By: Euronews with Reuters
A woman drives a car on a highway in Riyadh, Saudi Arabia.
- Copyrights AB
An announcement to hire 30 female train drivers in Saudi Arabia has attracted nearly 28,000 applications from women, highlighting how much women want to join the labor market as the conservative kingdom creates more opportunities for women.
Spanish railway company Renfe said on Wednesday an online assessment of academic degrees and English language skills had helped it cut the number of female candidates by half and would clear the rest by mid-March.
Those selected will drive fast trains between the cities of Mecca and Medina after a year of paid training.
Renfe, who says she is keen to create opportunities for women in her business, currently employs 80 men to drive her trains in the kingdom and has 50 others undergoing training.
Until recently, Saudi women were limited to jobs such as teachers and medical workers, where they had to adhere to strict gender segregation rules.
Women were not allowed to drive in the kingdom until 2018.
Female labor market participation has doubled in the past five years to 33 percent amid a campaign by the crown prince to pull Saudi society out of the cocoon and diversify the economy, and women are now starting to get jobs that were previously restricted to men and migrant workers.
But the proportion of women working in the kingdom still hovers around half the proportion of men in the third quarter of last year at 34.1 percent, and female unemployment is three times higher than that of men at 21.9 percent.
Saudi Arabia is highlighting its progress on women ’ s issues at a time when it faces Western scrutiny over its human rights record, including its crackdown on dissent that has led to the arrest of dozens of women ’ s rights activists and the murder of journalist Jamal Khashoggi in 2018.

Citybus offers various family-friendly benefits and supports the advancement of women in logistics and transportation, making it an attractive employer for women.

Title:

Content: International Women ’ s Day _ Citybus ’ s First Female Instructor Cultivates 100 Drivers: Don ’ t Be a Monster
Author: Wei Jingquan
Published: Updated:
Today (March 8) is International Women ’ s Day / March 8 Women ’ s Day.
Traditionally, the transportation industry has been regarded as a male-dominated industry. Master Han Kuan, who has worked in the public transport industry for 30 years, is now the driving instructor of Citybus and the first female coach coach of Citybus.
Her motto is “If you have confidence, don ’ t be a monster, you can ride it. ”
Captain Yeung (left) and Miss Kuan (Han) Fu are the two female drivers of Citybus. (Photo provided by Citybus)
Citybus said that more and more women have joined the company in recent years, and the number of female drivers has been increasing, rising by more than 30% compared to 2022.
Sister Kuan: It takes a little more time for the female driver to adjust to the driver's cab
“Sister Kwan ” Han worked in the public transport industry for 30 years and joined Citybus as its driver in 2013.
She has a wealth of driving experience, whether it is mountain roads, flat roads, or long-distance, and even open-top buses can be easily mastered. Sister Kuan was promoted to driving instructor in 2022, becoming the first female coach coach of Citybus, and has so far trained nearly 100 new force soldiers to join the bus industry. I can handle it, and I can fight with other brothers and sisters, without any difference. "
Kwan believes that female drivers are more attentive than male drivers, but sometimes they are affected by women's smaller size, strength or psychological quality, and spend a little more time adapting to the driver's cab than men.
Ms. Kwan Han Fu is the first female coach coach of Citybus, and has trained nearly 100 new soldiers to join the bus industry.
(Photo provided by Citybus)
The female driver of line 720 used to be a language teacher and was good at communicating with children.
The driver of Route 720 moved to Hong Kong eight years ago to take root.
Originally a primary school language teacher, she joined Citybus as bus driver in order to better take care of her family and accompany her children to grow up.
“When I first came to Hong Kong, it took me a while to get used to it because I was unfamiliar with my life.
In order to get familiar with the road conditions in Hong Kong faster, I will take the initiative to “run the line ” whenever I have time, so that I can become a professional driver as quickly as possible. ”
Yang said with a smile, maybe because she is a mother, so many children like to ride the bus driven by her.
She watched the children grow from the driver ’ s seat, and she felt incredible honor and joy.
“As long as there is perseverance and continuous self-improvement, both men and women can become the soul of the industry! ”
Full Pay Maternity Leave and Maternity Leave Benefits
Citybus said it was committed to creating a family-friendly working environment to enable its staff to achieve a family life balance.
Current benefits include: 24 weeks of full pay maternity leave, 12 days of full pay prenatal inspection leave, 3 days of paid marriage leave, 14 days of full pay paternity leave, 2 days of paid compassionate leave and special work arrangements for pregnant drivers.
Citybus has recently actively encouraged female colleagues to join the Committee of the Transport and Logistics Association, “WiLAT ”, to work together to promote the advancement of women in the field of logistics and transportation.

Promoting gender equality in the construction industry aims to create a more inclusive and diverse work environment, leading to strategic advantages and a win-win scenario for companies.

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

Fewer than 14 percent of professional truck drivers are women, according to the Women In Trucking Association.

Title:

Content: Breaking News
More () »

First Black female UPS driver in Jacksonville changing the game for women drivers

Forty-five years after her first day on the job, Glenda Alexander is still changing the game for women professional drivers and with the gender wage gap.

JACKSONVILLE, Fla. — When Glenda Alexander started as a seasonal worker at UPS in Jacksonville after the military, it was 45 years ago. Since then she's become a trailblazer and is helping change the game for women in multiple ways.

"They told me that I would be the first Black female in Jacksonville, Florida to be a UPS delivery driver," Alexander said. "I'm like, 'Okay, now y'all got me feeling like I got to be successful.' So I took on the challenge. It was not easy. I drove that package car. I don't know if I cried more than I drove, but I didn't give up. I kept it going."

The truck driving industry is still short tens of thousands of drivers, according to industry estimates by the American Trucking Associations. One thing researchers say has helped the shortage is getting more women into the industry.

Although Alexander wasn't driving 18-wheelers, she became a mentor to women like her niece who did. To this day fewer than 14 percent of professional drivers are women, according to the Women In Trucking Association. It's safe to say Alexander has helped that number go up by becoming a mentor to her coworkers as well.

"She came up after me," Alexander said about a coworker. "And she would always tell me, 'Glenda, if it wasn't for you I don't think I'd hang in here with it.'"

Alexander's trailblazing can also be credited for helping whittle down the gender wage gap, which is even greater for Black women. Women are still overrepresented in lower-paying jobs, the largest contributing factor to the gender wage gap, according to a blog by the U.S. Department of Labor.

Black women make 64 percent of what a white man makes, the U.S. Census Bureau reports. According to Pew Research Center, the gender wage gap in the U.S. hasn't changed much in the last 20 years.

"Us being women in what was once considered male jobs, we can overcome all that," Alexander said. "It's no longer just a male's job; it's anybody's job. If you have a mindset to do it, you can do it."

Before You Leave, Check This Out

Women can excel in male-dominated roles by possessing qualities such as determination, adaptability, and a commitment to teamwork, allowing them to break down traditional gender barriers and earn respect from their male counterparts.

Title:

Content: Advertisment

Breaking Barriers: Rachael Reresi Shines in Male-Dominated Mechanics at Warrior Industry

Rachael Reresi breaks stereotypes in a male-dominated field as a mechanic at Warrior Industry, embodying resilience and inspiring change.

Shivani Chauhan
Updated On
New Update

In a significant stride towards gender diversity in traditionally male-dominated fields, Rachael Reresi from East New Britain province has recently made headlines by joining Warrior Industry, a leading water tank manufacturing company located at Malahang Industrial area in Lae, as a mechanic. Hired in November 2023, Reresi's journey is not just about breaking stereotypes but also about excellence in a challenging work environment.

Advertisment

Despite the gender imbalance, Reresi's former classmates from the National Polytechnic Institute of Papua New Guinea became her initial allies, easing her transition into this rugged terrain. Her determination and adaptability have turned heads, including that of Warrior's managing director, Reginald Sutton, who commends her for her hard work and team spirit.

Challenging Gender Norms

Reresi's entry into the mechanics sector of Warrior Industry is a testament to her resilience and determination to succeed in a field where women are a rarity. Her ability to work seamlessly alongside her male counterparts, not just at her designated post by the machines but throughout the company, showcases her versatility and commitment to teamwork. This dynamic approach has not only earned her respect but also positioned her as a potential future leader within the company.

Advertisment

Empowerment Through Education

The journey of Reresi, a 24-year-old graduate of the National Polytechnic Institute of Papua New Guinea, highlights the critical role of education in empowering individuals to pursue careers in fields they are passionate about, regardless of societal norms. Her academic achievements in mechanical engineering paved the way for her recruitment at Warrior Industry, proving that merit and skill are key to breaking down barriers.

Inspiration for Many

Reresi's story is more than just about personal achievement; it serves as an inspiration to many, especially young women aspiring to enter STEM fields. Her motto, 'I can do all things through Christ who strengthens me' from Philippians 4:13, reflects her strong faith and determination, elements that have been crucial in her journey. As she continues to excel in her role, Rachael Reresi is not only challenging gender norms but also setting a precedent for future generations.

As industries worldwide strive towards inclusivity and diversity, stories like Reresi's illuminate the path towards a more equitable workforce. Her success in the male-dominated field of mechanics at Warrior Industry underscores the importance of perseverance, skill, and the willingness to challenge the status quo.

Advertisment
Advertisment

Companies can attract women workers by offering training programs and covering costs, similar to Walmart's approach with commercial driver's licenses, to break down traditional gender barriers in male-dominated industries.

Title:

Content:
Walmart's Supply Chain Plan: Pay Its Truck Drivers $110K

Retailer also will train current employees for the job
By Bob Cronin,  Newser Staff
Posted Apr 7, 2022 6:15 PM CDT

(Newser) – Long before the supply chain problems began, Walmart executives thought having their own fleet of trucks was the best way to keep inventory moving to stores. To that end, the retailer is raising salaries for its drivers and investing in a program to turn more of its other employers into truckers. Annual pay for the company's own drivers has averaged $87,000; starting pay now will run $95,000 to $110,000 a year, the Wall Street Journal reports. "You can pull up job postings and there are lots of sign-on bonuses and shiny objects out there, and we want to make sure our associates are taken care of," said executive Karisa Sprague.

Walmart has launched a 12-week training program in which 400 to 800 people will earn a commercial driver's license this year, covered by the company, and a driving job. A license otherwise can cost $4,000 to $5,000, per CNBC. Enrollment is open to people near the training locations in Sanger, Texas, and Dover, Delaware, but the company said it will be available to other employees in the future. Executives said Walmart hired 4,500 truck drivers, the most ever, last year. The company has about 12,000 truck drivers in all.

The American Trucking Associations said the truck driver shortage hit a high last year of 80,000 workers. The trade group attributed the worsening shortage to an aging current driver workforce, the low number of women in the field, and the pandemic, which drove more people out of the industry and attracted fewer to it. It can cost around $4,500 to become a truck driver independently, she said. "We know that the industry isn't necessarily building more drivers, but we want to be able to continue the growth of our private fleet," Sprague said. "We need to find multiple ways to do it." (Read more Walmart stories.)

We use cookies. By Clicking "OK" or any content on this site, you agree to allow cookies to be placed. Read more in our privacy policy.
Get the news faster.
Tap to install our app.
X
Install the Newser News app
in two easy steps:
1. Tap in your navigation bar.
2. Tap to Add to Home Screen.

X

What are construction and maritime companies doing to promote and aid women in the field?

create training and apprenticeship programs

Initiatives such as partnerships with vocational schools and community organizations, and promoting inclusivity in hiring practices, can support women in construction by encouraging them to explore careers in traditionally male-dominated fields.

What are construction and maritime companies doing to promote and aid women in the field?

commit to gender equality in hiring practices

What are governments doing to promote and aid women in construction or maritime industries?

vocational training
inclusive policies
educational programs