Why Trucking Needs Diversity Now More Than Ever – Fleet Management

“DEI would have ruined our country, and now it’s dead.”

That’s what President Trump said in comments to reporters in the Oval Office Jan. 31 after signing executive orders to scrub the federal government of anything related to diversity, equity, and inclusion. 

I disagree. DEI is not ruining our country.

I’m not sure how and why “DEI” became such a toxic term. Why wouldn’t you want to work to ensure that you’re not overlooking great potential employees, that you’re treating people fairly and making everyone feel included?

Since long before the term DEI was coined, I’ve talked to people in trucking who are committed to fostering diversity at their companies — not because of some liberal agenda, but because it’s good for business.

The Business Case for Diversity in Trucking

A diversity of gender, race, age, religion, and abilities brings fresh ideas, different perspectives, and better problem-solving skills to the table. That’s what Shelley Simpson, now CEO of J.B. Hunt, told me in an interview nearly 10 years ago.

Studies from McKinsey show that companies with gender and ethnic diversity outperform their peers financially by up to 25%. 

For an industry at the crossroads of technological transformation and generational change, that’s a big argument for fostering diversity in trucking.

An estimated 40% of truck drivers are from minority groups, the largest percentage of those Hispanic. Yet only about 7% to 12% of drivers are women, depending on what statistics you use.

Women technicians are even scarcer, as I was reminded when I recently interviewed Kaitlynn Aikin, a young female diesel tech.

I believe trucking companies need to continue to work to attract and retain workers from all backgrounds, from the driver’s seat to the corner office.

Some of the strategies being used in trucking to improve diversity, equity, and inclusion include recruiting from diverse talent pools, offering mentorships, and creating inclusive workplaces. 

Some have established employee resource groups to help workers connect with others who share similar experiences or backgrounds.

For instance, HDT 2024 Truck Fleet Innovator Volker Bargenda, president of Standard Logistics, told me last year that diversity is very important to him. It’s part of the company’s DNA, he said. As the Standard Logistics website says, it “nurtures a company culture of inclusion, diversity, teamwork, and collaboration.”

“We’ve been pushing pretty hard to make sure that it’s a welcoming place for everybody,” he said.

For instance, Employee Resource Groups for communities such as the LGBTQ plus community, Latinos, caregivers, and so on.

“There’s a place for everybody, where they have another outlet to talk to people with similar backgrounds and going through a similar experience to make sure that it’s not just about work, work work.”

DEI: What’s In a Name?

With the current controversy over “DEI,” some companies are rebranding and refocusing their diversity efforts to emphasize “inclusion” and “belonging.” Some are adding a “B” to the end of DEI for “belonging,” making it DEIB.

Making things difficult is confusion and concern among companies about how to balance a commitment to diversity on one hand and avoiding what Trump calls “illegal DEI” on the other, as this New York Times article explores. 

Target is a good example in the business world; it’s being sued by shareholders alleging the company concealed the risks of its DEI approach — at the same time it’s facing a boycott from consumers who support DEI and are upset about the company backing away from its previous commitment..

But no matter what you call it, promoting diversity and inclusion at your trucking company is more important than ever. It can help trucking companies address labor shortages, innovate, and grow their businesses. At the same time, it can help create a fairer society.

The trucking industry needs to stay committed to diversity and inclusion, even in today’s political climate. It’s not about politics — it’s about making your company more competitive and preparing for the future.

As we celebrate Black History Month and think about the contributions of this and other diverse communities, let’s work toward a trucking industry where everyone can succeed.

Note: This version of the January/February HDT editorial has been edited to reflect events that happened after the print issue deadline.