CHERRY HILL, New Jersey — Major logistics provider NFI is scaling up its targeted outreach to close the gender gap behind the wheel through an internal campaign designed to attract more women to commercial driving positions. Company recruitment officials outlined the progress of the She Drives program during a recent industry broadcast, detailing strategies intended to dismantle long-standing misconceptions about life over-the-road. For CDL-A drivers and professionals seeking regional or OTR truck driver positions, the initiative reflects a broader shift among major trucking companies hiring to diversify their talent pools while offering predictable home time.
Launched initially in 2018, the corporate program seeks to elevate the visibility of female commercial vehicle operators, highlight individual career milestones, and shape workplace policies around the practical needs of drivers. Angela, recruitment marketing coordinator for NFI, noted that many potential applicants remain unaware of the earning potential and schedule stability available within the sector. NFI driver recruitment manager Kirsy emphasized that the long-term objective extends beyond demographic representation, focusing instead on stabilizing the driver workforce by drawing talent from underrepresented backgrounds.
Internal metrics illustrate measurable traction. In 2022, women accounted for slightly more than four percent of the driving workforce at NFI. By the close of 2023, that figure climbed past nine percent, driven by direct feedback sessions where company leadership consulted active operators regarding operational pain points and lifestyle preferences. Fleet executives established an ambitious benchmark of twelve percent female drivers for 2024. Recruitment teams continue visiting company terminals nationwide to capture firsthand accounts from women on the road, distributing those testimonials across digital platforms and industry events to reach prospective applicants.
What This Means for Drivers
Commercial carriers are increasingly adjusting operational models to accommodate drivers who require consistent scheduling rather than traditional, unpredictable OTR cycles. Fleet managers recognize that driver retention hinges on predictable home time and competitive pay structures that eliminate wage disparities. For prospective applicants scanning listings for trucking companies hiring, structured mentorship and family-friendly dispatch options represent a major selling point in a tight labor market.
Industry Reaction
Industry advocates point out that aggressive recruitment campaigns targeting non-traditional demographics are essential for maintaining freight capacity across the United States. As major carriers expand initiatives modeled after the She Drives program, the professional driving sector is gradually modernizing its workplace culture to attract a wider segment of the workforce, ultimately benefiting all CDL-A drivers seeking stable employment.
Key Points
- NFI launched the She Drives initiative in 2018 to increase visibility and career opportunities for women in commercial trucking.
- The percentage of female drivers at NFI rose from just over 4 percent in 2022 to 9 percent by the end of 2023.
- Fleet recruiters established a specific corporate target to reach 12 percent female drivers by the end of 2024.
- Company outreach relies on direct feedback from active drivers to shape flexible scheduling and family-friendly dispatch policies.
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