Topeka, KS — NFI is highlighting the success of its internal SheDrives initiative as it works to improve retention and support for female operators. The program, which focuses on fostering a community for women behind the wheel, recently helped transition Ebony, a veteran CDL-A driver, from the grueling demands of OTR to a stable local spotting position.

Ebony’s path to the driver's seat was anything but traditional. She spent ten years working in nursing before pivoting to a career in food production and heavy machine maintenance. This background in male-dominated fields prepared her for the skepticism she faced when she first entered the trucking industry. Despite being told by male colleagues that she wouldn’t make it as a driver, she successfully earned her CDL and spent time as an OTR truck driver. When the opportunity arose to join NFI, she made the switch to a local spotting role at the company's Topeka bakery facility, allowing her to balance her professional ambitions with the need to be home with her children every night.

For many drivers, the jump from OTR to local work is the primary factor in career longevity. Brice B., an NFI supervisor in Topeka, notes that the company’s focus remains on putting the employee and their family first. He points to Ebony as a prime example of how ownership and pride in one’s work thrive when a carrier provides a supportive environment. Her role involves not just spotting trailers but actively troubleshooting operational issues, which has solidified her standing as one of the most reliable workers at the 858 facility.

What This Means for Drivers

The trucking industry is currently seeing a push for carriers to move beyond basic compensation and toward true operational support. For a CDL-A driver, finding a fleet that values work-life balance is often the deciding factor in staying with a company long-term. Programs like SheDrives demonstrate that intentional culture-building can keep experienced hands in the industry instead of seeing them burn out on the road. Drivers looking for stability should prioritize carriers that offer transparent scheduling and local terminal positions, as these roles often provide the best path to home time while maintaining a full-time income.

Industry Reaction

The success of internal carrier initiatives signals a broader shift in how trucking companies approach the driver shortage. While recruiting new talent is a priority, veteran drivers are increasingly demanding better treatment and a sense of belonging. By treating drivers as family rather than just a seat-filler, companies like NFI are finding that they can reduce turnover costs while simultaneously increasing safety and productivity. This focus on the human side of the business is becoming a standard requirement for retention in a competitive labor market.

Key Points

• NFI’s SheDrives initiative aims to provide support and community for women in the trucking industry.
• The transition from OTR to local spotting has allowed one driver to improve her home-life balance significantly.
• Supervisors report that employee-first cultural initiatives lead to higher ownership and better problem-solving on the yard.
• Diverse career backgrounds, including nursing and mechanical work, are proving to be valuable assets for professional drivers.

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