Why Diversity Is Important for the Haulage Industry

Diversity isn’t just another buzzword. Diversity helps create a smarter, stronger, and ultimately more profitable business. And yes, that includes the haulage sector! 

Right now in the UK, only 1% of HGV drivers are women and just 4% are from racially diverse backgrounds. When we talk about diversity, sometimes we only think of gender equality. While this is a huge part of ongoing inclusion efforts, so are ethnic diversity, accessibility, and creating opportunities for everyone, because there’s no one-size-fits-all when it comes to talent. 

Think about how many more talented drivers could join this highly competitive sector if more effort were made to bring in underrepresented groups.

Having a diverse workplace is just good business sense, especially as the UK has an ongoing HGV driver shortage. Beyond getting more people behind the wheel, workplace diversity has a ton of other benefits from fresh perspectives to stronger customer relationships. 

Today, we’ll get into the benefits of inclusivity in the haulage sector and why it’s not just the right thing to do, it’s a good business move, too.

Driver retention

52% of employees say their decision to stay with their employer (or not) depends on how inclusive their workplace is. And it’s easy to see why. Workers are far more likely to stick around if they feel valued and respected for who they are. So, if you want to avoid losing top talent to your competitors, an inclusive workplace is the way to go.

Driver turnover isn’t just a pain to deal with, it’s expensive! The average cost of employee turnover (earning £25,000 a year or more) is £30,614. That’s a huge (and very avoidable) loss for your business. 

And it costs you time, too. Replacing a driver usually involves a lengthy hiring process, job training, and lost productivity while you’re waiting for the new hire to get up to speed.

Sure, some people will leave for personal reasons, or they simply want to move on, but there are a lot of things in your control to keep staff happy.

One example? Having a proactive equality, diversity, and inclusion policy in place.

What’s in an equality, diversity, and inclusion (EDI) policy?

Although this isn’t a legal requirement like the Equality Act 2010, it’s still a good idea to have one for your business. In its most straightforward form, it’s your company’s way of saying that you care about your employees, value and support them all equally, and that you won’t put up with discrimination.

It lays out how you’ll handle things like recruitment, training, and pay, so everyone gets a fair chance. At the very least, it should cover the 9 protected characteristics under the Equality Act 2010:

• Age

• Sex

• Sexual orientation

• Gender reassignment

• Physical ability

• Being married or in a civil partnership

• Being pregnant or on maternity leave

• Race, including colour, nationality, ethnic or national origin

• Religion or beliefs

People want to work for companies that care. Having a strong EDI policy will show new and existing employees that you’re serious about creating an inclusive environment.

Positive reputation and customer relations 

Workplace diversity isn’t just about keeping staff content; it can impact how your customers, partners, and the public see your business. 

Your company values are more tied to your business’s success than ever before. Customers know that companies that have a diverse workforce are committed to fairness, innovation, and adaptability. And they’re more likely to build loyal, long-lasting relationships with companies that are proud to be inclusive.

More businesses are taking EDI seriously by getting involved in different initiatives. Take Wincanton, for example. They were among the first 50 signatories to the ‘Change the Race Ratio’ campaign, a movement that encourages businesses to increase racial and ethnic minority representation in leadership roles.

DHL is another big business walking the walk. They’re supporting The Big Logistics Diversity Challenge, demonstrating why a diverse workplace matters in the logistics industry. 

Productivity and innovation

The more people you have from different backgrounds, the more perspectives you can get. Diverse teams can bring a broader range of skills to the table and disrupt a limiting ‘hive-mind’ mentality. 

With more creativity, you’ll find new ways to solve old problems, and productivity will go through the roof. When employees feel like their voices are being heard, they’ll be more likely to go the extra mile for your company. 

Strengthening morale and productivity? Sounds like a win to us!

Addressing the driver shortage

We can’t solve the ongoing HGV driver shortage overnight. In fact, we’ll need 40,000 new drivers per year for the next 5 years to avoid a repeat of the 2021 crisis.

The solution to this gap could be attracting underrepresented groups to the logistics sector. There’s a whole untapped pool of talent out there that could keep supply chains moving. When only one group of people is encouraged to join the industry, we miss out on a lot of potential for progress.

How to create a more inclusive industry

So, how do we turn all this talk into action? 

It’s easier than you think. Take a look at some practical steps you can take to do your part for a more diverse workplace:

• Training: Tailored training opportunities can help minorities get their foot in the door. Whether they’re younger, inexperienced drivers or they’re just ready for a career change, training can give them the skills and knowledge they need to take that step. 

• Anti-discrimination policies: Creating an EDI policy for your company is a great start, but it’s only helpful to your staff if it’s actually put into practice. It’s more than just paperwork, it’s about making sure your workers feel respected and safe at work. If you notice any unfair behaviour or harassment, it’s important to take it seriously and act immediately to nip it in the bud. 

• Establish a welcoming environment: A little effort can go a long way here. Flexible shifts to suit different schedules, accommodating accessibility needs, using inclusive language, and even celebrating cultural events can help your whole staff feel valued.

Looking for your next driver?

Equal opportunity isn’t just about doing the right thing. It’s also good for business. When you recruit diverse talent, you’re setting your company up for growth, employee retention, and a solid reputation.

If you’re on the lookout for your next standout team member, we can help! With nearly 25 years of experience in recruiting the best of the best, you can rest assured that we’ll deliver.

What are you waiting for? Get in touch today.