The trucking industry is a backbone of the U.S. economy, delivering goods across thousands of miles each day. Yet for many women, pursuing a career behind the wheel comes with unique obstacles. From unequal access to training and promotions to harassment and pay disparities, the challenges can be substantial. Searches such as “women in trucking statistics,” “challenges faced by women truck drivers,” and “women in trucking discrimination” reflect a growing awareness of these systemic issues.
This post provides an overview of current data on women in trucking, highlights common forms of discrimination, and outlines what drivers should know about their rights, protections, and practical next steps for addressing workplace inequities.
Gender discrimination in the trucking industry is a form of sex-based employment discrimination prohibited under Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e et seq.). Trucking companies with 15 or more employees are subject to these protections, which cover hiring, pay, promotions, training access, and working conditions. The Equal Employment Opportunity Commission (EEOC) enforces these laws and has brought multiple enforcement actions against trucking companies in recent years.
Women Remain a Small Percentage of Truck Drivers
Women make up only about 4% to 9.3% of truck drivers nationwide. Representation varies by employer: large trucking companies report about 7% women drivers, while mid-sized companies report closer to 10.5%.
This gender imbalance contributes to the challenges many women face in entering and advancing in the trucking industry. These issues are not just workplace frustrations—they can also have legal implications. Women who experience discrimination, harassment, or barriers due to their gender may have grounds to seek legal remedies and workplace protections.
Common Workplace Challenges
Women truck drivers frequently encounter issues related to workplace culture and day-to-day conditions. In an October 2024 EEOC listening session, women drivers identified disrespect and negative attitudes toward women as the top concern. They also reported personal safety issues, limited restroom access, and fewer opportunities for advancement.
Harassment is also more common for women: a 2024 study found that 17% of female truck drivers experience harassment or discrimination daily, compared with 8.4% of men, and nearly 25% of women leave the industry due to safety concerns (ATRI report). Sanford Heisler Sharp McKnight is actively investigating claims of discrimination against women in trucking, including matters involving pay, promotion, and termination.
Hiring and Training Barriers
Some companies implement same-sex training policies, requiring women to train only with female instructors. Because female trainers are fewer, this can delay hiring and limit job opportunities.
Recent cases illustrate these challenges:
- In March 2026, the EEOC sued Central Transport alleging the company refused to hire women as truck drivers at terminals nationwide. According to the complaint, terminal managers could not recall a single female driver ever being hired at their locations.
- A class action EEOC charge alleged that a company delayed hiring women due to its training policy.
- USF Holland settled an EEOC claim for $490,000 after refusing to hire women at one terminal from 1986 to 2022.
- GFL Environmental and Waste Industries paid $3.1 million to settle claims of denying jobs to qualified female applicants.
- Courts found that training policies could be unlawful when they limited access to jobs, as in the $3 million Prime Inc. case.
- R&L Carriers paid $1.25 million to settle EEOC claims that qualified women were steered into office positions rather than offered driving jobs.
- Stan Koch & Sons Trucking was sued by the EEOC for using a strength test that disproportionately screened out female applicants, even though the test did not reflect actual job requirements.
Pay Disparities
Pay gaps remain a persistent issue. Women earn about 89 cents for every dollar earned by men in similar local truck driving roles, and in some trucking jobs full-time, women earn about 72 cents to the dollar compared to men.
These disparities are not only a reflection of unequal pay but also of broader structural barriers, including occupational segregation, limited access to higher-paying routes, and fewer opportunities for advancement into leadership or owner-operator roles. Over time, the cumulative effect of these pay gaps can significantly impact long-term earnings, retirement savings, and financial security, making it harder for women to achieve parity in an industry already dominated by men. Addressing these disparities requires attention from employers, policymakers, and industry advocates to ensure fair and equitable compensation for all drivers.
Promotion and Advancement
Women drivers may face barriers to promotion, including dispatcher or managerial roles and higher-paying routes. Limited advancement opportunities contribute to long-term pay disparities and affect career growth.
What This Means for Drivers
Discrimination in trucking can take many forms, including:
- Delays in training due to same-sex training policies
- Being passed over for jobs or promotions
- Harassment or unsafe working conditions
- Pay differences compared to similarly qualified drivers
If patterns of unequal treatment emerge, employees may have legal protections under federal and state employment laws.
Frequently Asked Questions: Protecting Your Rights as a Female Truck Driver
I am the only woman at my terminal, and my dispatcher assigns me less favorable loads—short hauls with lower pay—while male drivers with less seniority receive more profitable long-haul runs. Could this be considered discrimination?
This situation may raise concerns regarding equitable treatment in load assignments, which are part of compensation and working conditions. If there is a consistent pattern where female drivers receive less favorable assignments compared to similarly situated male drivers, it may warrant further examination under relevant employment laws. Maintaining detailed records of load assignments, dates, miles, pay, and comparisons with male drivers could be beneficial.
I discovered that a male driver performing the same routes, with the same freight and hours, is earning more per mile than I am. Is this permissible?
Discrepancies in pay for substantially equal work may raise questions under employment laws. Employers are generally required to justify pay differences with legitimate factors such as seniority, merit, or production. It may be helpful to collect documentation such as pay stubs and load records to understand the basis for any pay differences.
My supervisor makes remarks suggesting that women are not suited for trucking. Could this be considered harassment, or is it merely inappropriate behavior?
Comments based on sex that contribute to a hostile work environment may be considered harassment if they are severe or pervasive. While a single comment might not meet this threshold, repeated remarks or conduct that undermines women as drivers could be problematic. It is advisable to document such incidents and report them through appropriate channels within the organization.
My company offers support for certain drivers to transition to owner-operator status, including training and equipment financing. Despite my requests, I have been overlooked while male drivers are selected. What steps can I take?
Access to owner-operator programs represents a significant career advancement opportunity. If selection for these programs appears to be influenced by gender, it may be worth examining the criteria and processes used for selection. Gathering information on who has been selected, their qualifications, and the selection process could provide clarity on the situation.
What should I be doing right now if I think I have been underpaid or passed over for promotion because of my gender?
Consider taking the following steps: First, meticulously document all relevant information, including pay records, promotion decisions, and any explanations provided to you. Second, if you have not already done so, report your concerns internally in writing. This creates a formal record and may prompt an investigation by your employer. Third, consult with an employment attorney to understand your rights and obligations. Be mindful of filing deadlines, such as the EEOC’s, which can be as short as 180 days from the alleged discriminatory act. An attorney can provide guidance on these timelines and other relevant considerations.
Contact Us
If you are a woman truck driver who has experienced discrimination, harassment, or barriers to advancement, contact our firm for a confidential evaluation. Our employment attorneys represent drivers across the country in matters involving gender discrimination in trucking, harassment, and unequal pay. Early legal review can help you understand your rights and potential next steps.
Sanford Heisler Sharp McKnight, LLP is a nationally recognized employment law firm. The firm secured the largest gender discrimination jury verdict in U.S. history, $253 million against Novartis Pharmaceuticals — and has recovered over $250 million on behalf of more than 7,000 women in gender discrimination class actions. Sanford Heisler Sharp McKnight has been named a Civil Rights “Law Firm of the Year” by the National Law Journal. Learn more about our gender discrimination practice.
