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Driving Change A Closer Look at Women in Transport

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Australia is experiencing a huge shift in the perception of transport, both in the eyes of the general

public and those who operate in it. Technology has reshaped the way we access new information, and

in turn has changed the way workers in the transport industry perform their roles. Transport has, and

always will, take us to new places.

These changes also present new and exciting opportunities for the industry. As we get more

connected, we’re exposed to new perspectives that help organisations grow and thrive.

Which is why we’re seeing more women working in transport than ever – and the benefits are clear.

While this should be rightly celebrated, there is plenty more to be done.

There’s still a lot of ground to cover when it comes to diversifying the workplace, and we couldn’t

be more excited. It’s why Teletrac Navman has launched several initiatives internally to increase

workplace inclusion and belonging. Our staff, especially those in recruitment and management roles,

will be provided with unconscious bias training to ensure female talent is identified and retained

throughout the business. We, as a company, offer paid leave for maternity, paternity, bonding periods

and domestic violence cases so that both men and women are given the care they need.

We’re committed to making the workplace an inclusive and supportive place, while also spreading the

message about the benefits of diversity.

The future of transport depends on our ability to tackle the biggest challenges. Businesses need to

think outside the box when it comes to hiring new staff and consider how to train and retain a diverse

range of employees.

Let’s drive change and make transport a better industry for everyone.

Signed,

Nicole McCroryDirector of Human Resources APAC – Teletrac Navman

Since the late 70s, employment of women has doubled in the industry1, whether it’s behind the desk or managing a team of hardworking people.

From reduced business costs and higher ROIs, to increases in productivity, efficiency and customer service, the evidence is clear. A diverse workforce is a more successful one.

A Revolutionary Stage in Transport History

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Who and Where Are Women In Transport? There are more women working in transport than ever before. However, more work is needed to truly close the gap. When it comes to painting a picture about the current state of women in the industry, lots of questions remain.

• What does the average women in transport look like?

• How does transport compare in providing opportunities for women?

• Where is there room for improvement?

So, we took a deep dive of the facts in search of answers.

Transport Workers Are WOMEN226.4%

Where Are They Working?5

Women are working across three main sectors of transport:

Types & Sizes of Organisations?5

Large businesses in the private sector are where most female workers currently operate.

47.1%Road Transport

35.1%Rail Industry

8.3%Bus Industry

53.5%Private Sector

17.2%Rail Industry

13.7%Bus Industry

*The remainder classify themselves as sole traders or regulatory body associations

42.9% work in:Large Businesses

(501+ employees)

13.7% work in:Medium Businesses

(101 to 500 employees)

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“Acknowledging women in the industry lets the wider community see a different side of transport. It’s also important as it lets others strive for something more,

to think “this is something I could do too”.”

Melissa Strong, Lindsay Australia and 2018 QTA Trucking Woman of the YearClick to Share:

What Roles?5

You’ll find most females behind a desk rather than at the wheel:

44.5%Administration

13.2%Engineering

11.9%Operations

6.5%Driving Positions

81.7% Full Time

Type of Work

12.4% Part Time

What Does it Pay?5

The average salary per year varies between:

How Old?4

Women of all ages are spread evenly throughout the transport workforce:

29.9%36-45

Years Old

25.9%46-55

Years Old

25.9%26-35

Years Old

As the overall industry average is $62,400 per year 3, many women are currently at risk of being underpaid.

$56,000 to $80,000

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How Does Transport Compare with Other Industries?Now that we have a clearer picture of how women operate in the transport industry, there’s the question of whether the industry is ahead of the curve or still has a way to go.

Retail Trade57.7%

Agriculture 38.6%

Wholesale 36.3%

Transportation26.4%

Construction17%

Mining16.7%

Percent of Female Employees Across Different Industries3

With 26.4% of transport employees being female, compared with similar industries, it sits at the lower end of the standard:

Average Salary for Female Employees2

Compared with the average salary for a woman in transport ($68,000), the industry pays better than many others:

Mining $98,800

Transportation $68,000

Construction $67,600

Wholesale $62,400

Agriculture $46,800

Retail $36,400

It’s great to see many other heavy vehicle industries making the same strides in diversifying its workforce.

“Having that diversity in our workplace is really important for outcomes. It’s a great job, it’s a good earn and I want women to be involved in any part of the economy where

they can contribute in a positive way.”

Melinda Pavey, Minister for Transport NSWClick to Share:

38.6+61.4+z 26.4+73.6+z36.3+63.7+z 16.7+83.3+z16.7+83.3+z57.7+42.3+z

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Room for ImprovementOver the years the industry has improved pay scales between male and female employees. The pay gap has decreased from 22.6% in 2014 and 21.9% in 2016. However, compared with other male-dominated industries, such as mining (14%) and manufacturing (13.8%), there is still obvious room for improvement.

19.5% Current Gender

Pay Gap in Transport

$21,923 Difference in Average Total Remuneration

The Gender Pay Gap is Alive and Well2

Many Face Workplace Discrimination5

Of women say they have faced or believe they will face discrimination in transport.

Feeling undervalued and experiencing misogyny, bullying and discrimination are common concerns for women working in transport. Female employees also say men with less experience are often promoted above them, while they stay in lower paying positions. Transport is no longer, and can no longer be, a boys’ club.

72.1%

Of women working in transport say there are plenty of opportunities.

While women may need to change roles and even companies to take advantage of these, organisations must work hard to not only raise awareness of the opportunities available, but also promote active and ongoing initiatives to ensure the workplace is supportive of female employees.

But There is Still Hope5

67.3%

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Transport’s Biggest Challenges

Australia’s domestic freight task is projected to grow by 80%6

Skills shortage with 80% of employers short on educators,

managers, schedulers and operators7

There’s a major driver shortage, with nearly half the workforce reaching 65 years old by 20267

Opening the door to all kinds of people is proven to have real business benefits, not just economically but in terms of culture and productivity.

What Are the Key Benefits of a Diverse Workplace?Transport is facing challenging times. Demand and expectations are at an all-time high and expected to increase in the next decade, especially when it comes to the digital transformation and next-day-delivery services. With all this work and not enough workers, businesses are struggling to keep up.

Why Diversify the Workplace? • Increase Returns: Companies in the top quartile for gender diversity are 21% more likely to drive

financial returns that outperform industry averages8

• Economic Boost: The rise in female employment since 1974 has boosted Australian economic activity by 22%9

• Living Standards: At this rate Australia’s annual GDP will increase by $60 billion in just 20 years. Our cumulative living standards will also rise by $140 billion in this time9

• Fill in the gaps: Encouraging more women to join the workforce will fill roles across all sectors, increasing productivity and meeting consumer demand.

• Additional business insights: Two (or more) heads are better than one! Having a diverse range of voices gives businesses a larger pool of expertise and makes them better at adapting to change.

“Women have been typically underrepresented. But having different perspectives in the workplace helps to tackle age-old problems. Sometimes the answer comes from

looking at things a different way or having a unique set of experiences, so businesses should be open to

welcoming other voices.”

Andrew Rossington, Vice President – Transport Solutions, Teletrac NavmanClick to Share:

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Paving the WayThere are already many organisations in Australia making waves and creating a more diverse industry.

BHP – Gender balance by 2025 BHP set a goal to achieve a balanced workforce by 2025. To complete this task, it established a Global Inclusion and Diversity Council and outlined four priorities. As a result of the initiative, female turnover halved and women’s share of the workforce increased by 40 per cent. BHP’s most diverse teams outperform the average by 15 per cent in meeting production forecasts, sticking to timetables and cutting maintenance costs.

Volvo – Women Driving Transport Careers In partnership with Wodonga TAFE and Transport Women Australia, Volvo offers a four-week training course in heavy vehicle operation and maintenance. It provides vehicles for female students to learn practical trucking skills and heavy vehicle mechanics. By doing so, Volvo and its partners are aiming to strengthen the industry through accessible and innovative learning, all while helping women to get a heavy vehicle license.

Girl Guide’s Australia – ‘Wheels’ achievement badge To raise awareness and shake off assumptions that It’s just for men, Girl Guides Australia and Transport Women Australia, created the ‘wheels’ badge. Guides complete a set of transport-related tasks and activities, such as inviting a woman truckie to talk to their unit, to earn this badge. It provides young girls with industry knowledge and encourages creativity to address challenges.

Australian Mines and Metals Association– Boost participation 25% by 2020 The AMMA set up a series of workshops with the Women in Resources Alliance to help organisations increase the number of female employees in mining. AMMA says it’s not just about having strategies in place but changing the way businesses are perceived by women in general. It’s also working with organisations to be more appealing to women by highlighting the industry’s key benefits.

Linfox – Partnership with National Association of Women in Operations The partnership aims to inspire and drive positive change in gender diversity for the transport industry. By becoming a member of NAWO, Linfox helps women with career progression in both leadership and executive roles. Female employees gain access to professional development, leadership programs and networking events.

“What’s important to remember is that people from all kinds of backgrounds think differently. As the industry changes and evolves, with new and different technologies, it’s essential to

bring in those new perspectives.”

Nicole McCrory, Director of Human Resources, APAC– Teletrac Navman

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Transport

Mining

Construction

Agriculture

Retail

Wholesale

50.3%

56.4%

56.9%

57.1%

57.4%

58.0%

Who is Making the Change?Many industries are making efforts to increase workplace diversity. Between 2016-18, transport had a nearly 50% jump in the number of businesses with an overall gender equality strategy, from 24.2% to 36.4% (far above the all industry average of 32.9% ). And 50.3% of transport employers now have an overall gender equality policy.11

So, while great strides have been made, it’s incredibly important that businesses continue to take active and ongoing steps to promote diversity throughout the entire organisation. Having a policy in place isn’t enough on its own.

Here are Some Steps to Make Tangible Diversity Improvements:1. Train management and hiring staff on gender bias 2. Have at least one female manager as part of the interview and

on-boarding process3. Establish a support group for female employees in the business4. Assign mentors to entry-level female employees5. Have a zero-tolerance bullying policy among staff

By creating an open and welcoming environment for women, businesses are not only able to increase and retain female employees but also create a healthier workplace for everyone. These require conscious and ongoing action throughout the entire business culture to be successful.

Percentage of Businesses with Gender Equality Strategies Compared with other industries, transport still has some way to go.:

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Heather’s start in transport began behind a desk, but when office life wasn’t cutting it for her anymore, she sought comfort on the open road and became a truckie. After seeing that the industry offered very little in training and support for women, she started the Pilbara Heavy Haulage Girls organisation. Around 15 per cent of

truckies in Pilbara are female, and many of them have been trained by Heather herself. Heather and her team offer women a welcoming platform to learn the tricks of the trade, as well as mentorship for those who feel the pressure of being a female truckie.

Heather is also passionate about getting young girls thinking about a career in trucking and regularly visits local primary schools.

“It’s crazy to me that whenever we ask a classroom full of kids if they’ve ever thought about driving a truck, only one or two girls raise their hand. There’s no reason why that should be a thing. The best part of visiting schools is once the kids listen to all the perks of the job and have a look inside our trucks, that number goes from one or two to over half the girls in the room.”

Heather continues to advocate for more women to join transport and hopes the positives of the job will become more apparent once necessary improvements, such as improved facilities, more outreach programs for young girls and more pressure on businesses to clamp down on negative behaviours.

“I can’t tell you how many benefits there are to more women in your business. Not only is it a great industry to work in, where you can get paid up to six figures to see the country, but we’ve found that our girls have less tips, rack up less maintenance costs and are loved by our customers. People love seeing them pull up as they give them the best customer service they’ve ever had. To me it’s a no-brainer to get more women behind the wheel”, says Jones.

Leading Women in TransportHeather Jones – Truckie, Safety Advocate and Founder of Pilbara Heavy Haulage Girls

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Tracie is passionate about increasing the number of women working in transport. In 2017 she was awarded the Australian Trucking Association’s Trucking Industry Woman of the Year award for her commitment to making the industry more attractive. She works to improve facilities, flexible working hours and raise awareness for the next generation.

For Tracie, the biggest challenge is raising awareness of the different roles

available. She works hard to get young people excited about a career in transport, as the current skills shortage shows it will need all the help it can get.

“How can our industry start to raise awareness of all the different opportunities for women?”, Tracie asks. “It’s the million-dollar question.”

Tracie’s believes it’s important to give young people a go, as they’re more likely to stick around and progress through the business. For women, this also means a clear opportunity to join the industry even if they don’t have the qualifications to become a driver yet.

“We’ve had drivers that have come to us with just a car license, and we’ve slowly helped them get their body truck license, then their semi, then B-doubles and even road trains. There’s a career progression that women can follow.”

Leading Women in TransportTracie Dickenson – Director for Daryl Dickenson Transport

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Steering the FutureFor many, the future of transport is uncertain. But organisations should see this as an opportunity to harness the true potential of its future workforce.

We often teach our children that the future is anything they want it to be – and the same can be said of transport. As we pave the way for the next generation of workers to enter a stable and flourishing economy, it’s imperative to highlight all the possibilities. We have the tools to train and retain the transport worker of tomorrow, we just need to show them that incredible future.

There’s plenty of work ahead for transport. So, let’s show Australian girls and women that transport is no longer a boys’ club. They’ll reap the benefits of a flexible workplace, higher than average wages and opportunities to go above and beyond, while businesses reduce the skills gap and stay ahead of the incoming workload.

Change has already begun in transport – is your business on board?

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Champion Change And Take the Pledge With Us!The best response is to act. Take our pledge and help make your workplace and the industry as inclusive as possible.

I Pledge:

1. To address key concerns within my organisation regarding workplace diversity

2. To take part in initiatives that help raise awareness about the industry

3. To support women at my workplace in any way I can

Let us know what step you’ll take to improve diversity in the industry by sharing it on social media with the hashtag #DrivingChange.

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About Teletrac Navman

Teletrac Navman is Australasia’s leading fleet management solutions provider leveraging GPS technology and services for managing fleets of all sizes, from owner-driver through to national and trans-tasman operations.

With specialised solutions that deliver greater visibility into fleet operations, Teletrac Navman helps transport companies make better business decisions that enhance productivity and profitability. Its fleet and asset management technology uncovers information that would otherwise go unseen, helping customers reduce risk and confidently move their business forward with certainty.

Teletrac Navman tracks and manages more than 135,000 vehicles and assets for companies across Australia and New Zealand, and has offices in Sydney, Melbourne and Auckland, along with additional offices in the United States, United Kingdom and Mexico.

Sources1. The Unseen Gender in Transport and Logistics – Making Women Visible, 20102. Workplace Gender equality Australia’s gender equality scorecard, November 20183. Australian Department of Jobs and Small Business, employment characteristics4. Australian Bureau of statistics, Employees median weekly earnings in main job by industry5. Transport Women Australia LTD, Women working in Transport – a Snapshot The Follow up6. Infrastructure Australia- Australia’s growing freight task: challenges and opportunities7. Australia Bureau of statistics, Labour Force Australia. Feb 20198. McKinsey & Company, Delivering Through Diversity report, Jan 20189. WGEA The Business Case Summary 10. https://www.dailyliberal.com.au/story/5882144/kaylee-paving-the-road-for-women-in-male-dominated-fields/ 11. WGEA Data Explorer