WIT is encouraging eligible companies to complete a confidential survey that gathers workforce data on women employed in a range of roles, including leadership, operational, and professional driving positions. The information collected will be used to produce the 2026–27 WIT Index, which is published every two years.

What the WIT Index measures

The WIT Index serves as an industry barometer that measures and tracks the percentage of women working in key transportation roles. Those roles include corporate management, functional positions, and professional truck drivers holding commercial driver’s licenses.

WIT said the updated Index will continue to provide a consistent way for the industry to evaluate progress and identify long-term workforce trends related to women’s participation.

Who is invited to participate

The association is inviting a broad range of transportation organizations to submit data, including:

• For-hire trucking companies
• Private fleets
• Transportation intermediaries
• Railroads
• Ocean carriers
• Equipment manufacturers
• Technology companies

Companies are asked to report the percentage of women employed in various workforce categories. WIT emphasized that all data will be kept strictly confidential and reported only as aggregated totals.

An authorized company representative must complete survey submissions.

Survey timeline and participation benefits

The survey is currently live and will remain open through April 17, 2026. Companies can submit their data online at womenintrucking.org/index.

Organizations that participate will receive an executive summary of the 2026–27 WIT Index at no cost. WIT said the summary allows companies to benchmark their own hiring and talent management practices involving women against broader industry data.

Why the data matters

WIT President and CEO Jennifer Hedrick said the Index plays a critical role in providing reliable, data-driven insight into workforce participation trends.

“Monitoring women’s involvement in a male-populated industry like transportation is critical so that statistically valid data can be used to evaluate progress made in this area,” said Jennifer Hedrick, CAE, president and CEO of WIT. “The association created the WIT Index in 2016 to monitor the industry’s progress in women’s involvement among key roles, including corporate leaders and supervisors, technicians, safety directors, human resources, dispatchers, and professional truck drivers.”

Highlights from the most recent WIT Index

The most recent 2024–25 WIT Index showed a notable presence of women in leadership and governance roles across the industry.

According to WIT’s findings:

• About 28% of C-suite and executive positions were held by women
• 34.5% of supervisory leadership roles were held by women
• 29.5% of board of director positions were held by women

For the first time, the 2024–25 Index also reported the percentage of professional truck drivers with CDLs who are women, segmented by company size.

Women CDL driver representation by company size

The data showed variations based on workforce size:

• Micro and small companies with fewer than 500 employees reported that 12.5% of their CDL-holding professional drivers were women
• Medium and large enterprises with 500 to 4,999 employees reported that approximately 10.5% of their CDL driver workforce was women
• Major enterprises with more than 5,000 employees reported that approximately 7% of their CDL driver population was women

WIT said collecting updated data in the current survey cycle will help the industry better understand how these figures are shifting over time and where additional focus may be needed.

The association encourages eligible companies to participate to ensure the next WIT Index reflects a comprehensive and accurate snapshot of today’s transportation workforce.

Source: Truckers News

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It is important to be clear about what data exists and what does not. The American Trucking Associations publishes well-established turnover data by industry segment, such as large truckload and less-than-truckload. That data shows that turnover remains structurally higher in parts of the truckload sector and lower in more stable operating models. However, ATA does not publish standardized, public state-by-state CDL turnover rankings.

To evaluate stability by location, drivers need to combine the ATA turnover context with state-level employment stability data. The most widely used measure for this is the quits rate published by the Bureau of Labor Statistics. Quits represent voluntary job separations and are commonly used as an indicator of how stable or fluid a labor market is.

What turnover data does and does not show

ATA turnover reports help explain where churn is most common across trucking segments, but they do not tell you which states are more stable for drivers. That is where state quit data becomes useful. While not tracking specific, quit rates show how often workers leave jobs by choice in each state.

Lower quit rates generally indicate more stable employment environments. For drivers, that often translates to terminals with less constant hiring pressure, more experienced dispatch staff, and freight networks that are not constantly being rebalanced due to staffing gaps.

States showing lower employment turnover signals

Based on the most recent BLS state quits data, several states consistently fall on the lower end of voluntary job separations. These include Pennsylvania, Massachusetts, New Jersey, Connecticut, New York, Kansas, Washington, Arkansas, and Colorado.

This does not mean every trucking job in these states is stable, and it does not mean higher quit states should be avoided outright. It does mean that, on average, workers in these states are less likely to leave jobs frequently, which is often reflected in transportation and logistics operations as well.

Why lower turnover matters to drivers day to day

Drivers usually feel turnover in very practical ways.

When turnover is lower, dispatch relationships tend to be more consistent. You are more likely to deal with the same planners and dispatchers instead of explaining your preferences repeatedly.

Scheduling is often more predictable. Stable operations usually mean fewer last-minute route changes and fewer emergency calls to cover uncovered freight.

Miles tend to align more closely with what was discussed during hiring. High churn environments are often reactive, which makes it harder for carriers to deliver on mileage promises.

There is also less constant recruiting pressure. When a carrier is always urgently hiring, it can be a sign that drivers are not staying long enough to stabilize operations.

Finally, safety culture tends to be stronger over time when teams are not constantly turning over. Coaching, training, and standards are easier to maintain when people are not always new.

How drivers can use this information when job searching

State stability data works best as a filter, not a final answer.

Start by identifying a few states with lower quit rates that also fit your personal needs, such as cost of living, home time preferences, and freight type.

Next, focus on job structures that historically see lower churn. Dedicated routes, private fleet operations, and well-structured regional work tend to be more stable than highly fragmented spot freight, though there are exceptions.

When talking to recruiters, ask questions that reveal churn without directly asking for a turnover percentage. For example, ask how many drivers are seated at a terminal, how long most drivers stay, how often dispatch assignments change, and how consistent the lanes are week to week.

Finally, look for visible signals before committing. Constant orientation classes, unusually high sign-on incentives for basic positions, or pressure to skip details during hiring can all point to higher churn.

Why stability often matters more than headline pay

Many drivers can find competitive pay numbers. What is harder to find is a job that remains workable over time. Turnover often reflects whether the day-to-day reality matches the recruiting pitch.

Lower turnover environments are more likely to offer consistency, realistic expectations, and schedules that support long-term driving careers rather than short stays.

Takeaway for drivers focused on long-term fit.

Choosing where you work is not just about cents per mile or weekly gross. It is also about how stable the operation is where you will be running. Combining the ATA turnover context with state-level employment stability data gives drivers a clearer picture of where long-term opportunities are more likely to exist.

When you are ready to compare real openings in stable markets, search truck driver jobs near you on TruckDriversUSA.

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