Women behind the wheel: the changing face of trucking

Australia’s transport industry is on the move. Freight volumes are expected to rise by 77% by 2050

, and with more than 26,000 driver vacancies as of September 2025, the need for recruits is clear. Yet women still represent only 4.4% of truck drivers

. The numbers may look small, but behind them are stories of resilience, reinvention and opportunity.

According to the 2024 Women in Transport Report (PDF)

, produced in partnership with Transport Women Australia

(TWA) and Women in Trucking Australia

(WITA), tapping into women as a priority talent pool could improve driver availability and support “improved business outcomes such as increased safety, productivity and workplace culture.”

An ageing workforce highlights the urgency of building new pathways, ones that encourage more women to see trucking as a career with a future. And while it makes clear business sense to attract more women into the sector, barriers remain. A survey by Transport Women Australia

found that more than 70% of women in the industry face challenges such as discrimination, dismissive attitudes and unequal access to opportunities. Meanwhile, the average gender pay gap in Road Freight Transport sits at 15.5% in favour of men, reflecting lower female representation in higher-paid roles

Why culture matters

For organisations aiming to shift the balance, the move begins with culture. Setting a positive tone from the top signals that women are welcome and valued. Leadership can foster respect, encourage inclusion, and ensure that everyone feels supported to contribute their best.

Flexibility is also key. The report (PDF)

found that nearly two-thirds of Australians feel most included when flexible work options are available. While truck driving has traditionally been seen as rigid, there are growing opportunities to rethink scheduling, through shorter runs, shared rosters or part-time options.

“Throughout my 14 years as a truck driver, I’ve never encountered a company that offers a maternity leave scheme,” says career truck driver and WITA member Natalie Kascak. “The transport industry must be more flexible, offering part-time or casual hours to support and entice female talent.”

Supporting training and progression

Licensing and training remain barriers. Heavy-vehicle qualifications are expensive, and without structured support, women may hesitate to invest in a career they’re unsure will welcome them. Investing in training pathways, mentoring and development programs can give businesses an edge in a tight recruitment market.

Progression is equally important. Too often, women are steered into administrative roles rather than operational or leadership positions. Addressing this means identifying unconscious biases, ensuring diverse hiring panels, and providing visible career pathways beyond entry-level driving roles.

Initiatives like WITA’s Foot in the Door aim to strengthen the talent pipeline by supporting women who are qualified but need opportunities to get their first role. Funded through Commonwealth support, the program provides subsidies for women with truck licences to secure their first positions. “There are women working in beauty salons, libraries and hospitality who have truck licences but can’t get a start because of the ‘come back with three years’ experience’ barrier,” WITA notes. “Our program is about breaking down those walls.”

Reflecting customers, embracing change

The sector is being reshaped by digital disruption, rising customer expectations and e-commerce growth. Where freight once moved mainly between factories and distribution centres, deliveries are now increasingly to the customer’s doorstep. With half of those end customers being women, there is a strong case for a workforce that reflects this diversity.

More women in customer-facing roles can strengthen engagement and provide insights from the ground. At the same time, transport is becoming more technologically advanced, with drones, data analytics, artificial intelligence, and even driverless vehicles on the horizon. These changes demand digital skills and fresh perspectives, not just physical strength. With women underrepresented in tech careers, transport has an opportunity to offer meaningful roles that blend logistics and innovation, helping future-proof the sector while opening doors for new talent.

By building inclusive cultures, offering flexibility and investing in skills, the industry can unlock new talent and meet the demands of the decades ahead.

^Disclaimer

^{Viva Energy Australia Pty Ltd (“Viva Energy”) has compiled the above article for your general information and to use as a general reference. Whilst all reasonable care has been taken by Viva Energy in compiling this article, Viva Energy does not warrant or represent that the information in the article is free from errors or omissions or is suitable for your intended use.}