The Trucking Industry’s Workforce Challenge

The trucking industry faces a growing challenge: an aging workforce. According to the American Trucking Associations, the average age of truck drivers is steadily rising, with 50% of all drivers being over the age of 45. This trend indicates that as many drivers near retirement, there is a growing need for younger drivers to step in. However, this transition is not without its difficulties, as new drivers are often unprepared for the realities of the road.

Mentorship provides a solution. As veteran truckers retire, they have the opportunity to pass on their wealth of knowledge, ensuring the next generation is better equipped to handle the unique challenges of the job.

Why Mentorship Matters in Trucking

1. Skills Development Beyond Formal Training
   New drivers fresh out of training programs often lack practical, real-world experience. While these programs provide foundational knowledge, they can’t replicate the unpredictable nature of long hauls, varied road conditions, and unique customer demands. Veteran drivers have “road wisdom” gained through thousands of miles that formal training simply cannot offer.
   • Practical driving skills: Veteran mentors offer nuanced tips on handling difficult terrain, managing fatigue, and maintaining safety under stressful conditions.
   • Navigation expertise: Mentors can provide valuable insights into better route planning, avoiding congested areas, and adjusting to unforeseen detours.
   • Load management: Many new drivers struggle with loading and securing freight properly. Mentors can help them understand the science behind weight distribution, trailer dynamics, and reducing the risk of damage.
2. Improving Safety on the Road
   One of the trucking industry’s top priorities is safety, and mentorship has a direct impact on this. According to a study by the Federal Motor Carrier Safety Administration (FMCSA), novice drivers with mentors during their first year are involved in 27% fewer accidents than those without mentors. The safety benefit is clear: mentorship significantly reduces the learning curve and helps new drivers develop safer habits from day one.
3. Building Confidence and Job Retention
   Starting out as a trucker can be intimidating. The long hours, isolation, and challenging work environment can lead to burnout or job dissatisfaction. Mentors not only provide technical knowledge but also serve as emotional support for new drivers. Studies show that mentorship improves retention by creating a sense of community and belonging within the industry. This guidance reduces early drop-out rates and fosters long-term career satisfaction.

Mentorship helps newer drivers:

1. • Navigate emotional challenges like long periods away from family.
   • Adjust to the lifestyle of being on the road for extended periods.
   • Learn the ‘tricks of the trade’ that make the job more manageable, such as how to maintain a work-life balance and stay mentally sharp during long trips.

Mutual Benefits of Mentorship

The mentor-mentee relationship in trucking is not one-sided. While new drivers undoubtedly gain valuable knowledge, veteran drivers also benefit in various ways:

• Legacy and Pride: Mentoring is an opportunity for seasoned truckers to leave a lasting legacy in the industry. Many veteran drivers take pride in shaping the future of trucking, knowing that their guidance will help maintain the industry’s high standards.
• Refreshed Perspective: Mentoring can also re-energize older drivers by giving them the chance to see the industry through fresh eyes. Engaging with new technology, discussing new regulations, and learning about the latest equipment through the eyes of a mentee can be a revitalizing experience.
• Career Longevity: For some older drivers, mentorship can extend their careers. Instead of leaving the industry entirely, many find satisfaction in taking on more teaching roles while reducing their driving hours. This can create a fulfilling transition as they approach retirement.

Programs That Foster Mentorship in Trucking

Recognizing the importance of mentorship, several trucking companies and associations have launched formal mentorship programs:

• American Trucking Associations (ATA): The ATA offers guidance for developing mentorship programs that connect new drivers with seasoned professionals. They also encourage companies to foster these relationships through incentives and structured systems.
• Trucking Moves America Forward (TMAF): TMAF has also highlighted the significance of mentorship, promoting initiatives aimed at bridging the gap between generations of drivers.

Additionally, companies like Schneider and Swift Transportation have implemented in-house mentorship programs designed to help new recruits transition smoothly into their roles.

How to Become a Mentor or Find One

For veteran truckers interested in mentoring:

• Many companies provide mentorship opportunities. Speak with your fleet manager to express interest.
• Local trucking associations and unions often have mentorship networks or can help you connect with new drivers.

For new drivers looking for a mentor:

• Ask your company: Many large trucking companies offer formal mentorship programs or can match you with an experienced driver.
• Join online trucking forums: Many communities offer mentorship pairings or the opportunity to ask questions directly to veterans in the industry.

In an industry where experience and skill are paramount, mentorship in trucking serves as a crucial bridge between the outgoing and incoming generations. By offering practical skills, promoting safety, and building confidence, mentorship ensures the trucking industry remains strong, resilient, and ready to meet future demands. For both the mentor and the mentee, the benefits are far-reaching, making it a vital component of a thriving career in trucking.

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The summit, scheduled from December 13-16, will be jointly organized by Tenstreet, Fastport, Hiring Our Heroes, TransForce, Troops into Transportation, and the American Trucking Associations (ATA). The venue for the event will be the ATA headquarters in Washington, D.C.

“The event allows organizations to learn the best practices and strategies for hiring and keeping military veterans,” stated a news release. “Sessions led by transportation industry leaders, military hiring experts, and military veterans like the Medal of Honor Recipient and hiring Our Heroes Ambassador Clint Romesha. Romesha will share their insights on how a company can create a culture of veteran support in the workplace. At this year’s summit, 30 of the attendees will have the opportunity to register for an in-depth and hands-on workshop led by PsychArmor Institute. They will also receive specialized training on each phase of veteran employment practices, earning them a certificate and added credentials.”

Daren Wingard, the executive director of the North American Transportation Employee Relations Association (NATERA), has expressed his endorsement and support for the summit.

“NATERA is proud to support the 2023 Veteran Ready Summit,” Wingard said. “We encourage all our members to attend the summit so they can learn best practices in military hiring and further strengthen the trucking industry’s commitment to offer quality career opportunities to veterans of the U.S. armed forces.”

Participants are encouraged to engage in various complementary events taking place across the nation’s capital. These events include, among others, the Transition Trucking Award Ceremony, the Employer Support of the Guard and Reserve Statement of Support Signing, and the Wreaths Across America Gala and Wreath Laying Ceremony.

“[The events] are designed to reinforce the commitment towards obtaining and keeping military talent, maximizing their impact on it,” stated the news release. “This is an opportunity to participate in an event that will shape the future of your organization’s veteran hiring strategies, making a difference outside and within your organization and the lives of those who served.”

For further details about the summit or to complete your registration and secure a spot, click here.

Source: The Trucker

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Previous research conducted by ATRI has solidified the fact that women make up a mere 8.1% of all U.S. truck drivers, with an even smaller percentage of 2.7% in the long-haul trucking sector. In addition, studies have found that women tend to be safer drivers than their male counterparts.

This new ATRI study aims to uncover the underlying factors that hinder the recruitment of women as truck drivers. By understanding their preferences and needs, the industry hopes to bridge the gap and encourage more women to take on trucking careers.

“Recognizing that certain fleets have substantially more women drivers than typical fleets, motor carriers will be surveyed and interviewed to identify best practices in recruiting and retaining women truck drivers,” ATRI said. “Additional outreach will focus on women executives at motor carriers in order to understand issues and opportunities beyond truck driving.”

“We will also be collaborating with truck driver training schools to identify recruitment and training issues unique to women,” said Dan Murray, ATRI senior vice president.

A recent study has uncovered a significant reason for recruiting female truck drivers – they are statistically safer on the road.

“So, it’s just another reason to be more aggressive than we have been in attracting women to the industry,” Murray said. “Not only is there a huge opportunity in terms of the number of women we could potentially get, but at the end of the day, we’ll have fewer crashes and lower insurance costs.”

ATRI has a pool of successful female driver recruitment stories to draw inspiration. Boyle Transportation, a remarkable example, proudly claims that 40% of its drivers are women. In fact, they have received accolades for their exceptional efforts to attract and hire female drivers.

“It helps because we’re a team operation,” said Laura Duryea, Boyle’s director of driver recruitment and professional growth. “We have a lot of female teams. We have two women who are just acquaintances; we have married women and those who are just friends that are teaming. But I think that having a culture that not only appreciates female input and is open to having discussions with women about what they need, and providing that culture of inclusion, contributes to us being able to maintain that.”

Duryea added, “Having the ability for women to have their voice heard is really important, I think, in the industry because the more that we have women’s input, the more we can not only support women but also provide an environment for them to feel safe and supported as professional drivers. Even all of our advertising has women in them.”

Recruitment of truck drivers is becoming a top priority, as evident from sessions at the American Trucking Associations Management Conference & Exhibition. Groups like Women In Trucking Association and ATA’s Women In Motion (WIM) are pushing for more female drivers behind the wheel.

WIM is launching a membership program and creating a booklet specifically designed for female independent contractors. Group adviser Brenda Neville, president of the Iowa Motor Truck Association, shared this exciting news at an MCE session.

“We engaged in conversations with our entire council, a diverse group of 34 remarkable women, to ensure that we are strategically dividing, conquering, and most importantly, poised to make waves in our industry,” Neville said.

Source: Transport Topics

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