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Women in haulage: Unlocking untapped talent
Created: 26/02/2026
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Updated: 26/02/2026
Across the UK, around 315,000 HGV drivers keep the country moving. They transport food to supermarkets, materials to construction sites and goods to ports and distribution centres. They underpin daily life and economic stability, forming a critical part of the UK’s national infrastructure.
Yet only around 2,200 of those drivers are women. That amounts to roughly one per cent of the UK HGV workforce, according to reporting by SME Web. For an industry facing long-term recruitment pressure, that figure raises important questions about where future talent will come from and how the sector presents itself to potential entrants.
There are signs of progress, however. The percentage of HGV test passes by women increased from 6.7% in 2011/12 to 9.7% by 2021/22. Over the past decade, women securing Category C and C+E licences increased by 144%, according to SME Web. More women are clearly choosing to train and qualify. The pipeline is widening, but the proportion of women behind the wheel remains marginal.
A long history
Women have not been entirely absent from road transport. One of the earliest recorded female truck drivers was Luella Bates, who began driving heavy vehicles in the United States in 1918. During wartime periods in both the US and the UK, women stepped into transport roles out of necessity. Then, in the 1960s, Rita Jane Oakes became the UK’s first long-distance lorry driver, often working 100-hour weeks.
However, outside exceptional circumstances, haulage has traditionally been male dominated. Cultural perceptions, physical assumptions about the work and the lifestyle associated with long distance driving have all played a part. Only in recent decades has participation begun to shift in a more sustained way.
Why representation still lags
The reasons for low female participation are not limited to awareness. Structural and practical barriers remain.
Facilities are a big concern. Professional drivers depend on secure parking, clean rest areas and appropriate welfare provision. For many years, roadside infrastructure has struggled to meet demand across the board. When rest stops are inadequate, poorly lit, feel unsafe or lack privacy, this can discourage women from joining the sector.
Working patterns also play a role. Long-haul journeys can involve overnight stays and time away from home. While many drivers value the independence that comes with the role, the perception of work-life balance may deter some women, especially those with caring responsibilities.
There is also the issue of visibility. When only one per cent of drivers are women, prospective candidates may struggle to see themselves in the sector.
In addition, menopause symptoms such as fatigue, sleep disruption, hot flushes and anxiety can be difficult to manage in roles that involve long hours, limited access to private facilities and time away from home. In sectors where welfare provision is already under pressure, a lack of understanding or practical support can lead to experienced drivers leaving the workforce.
For haulage, this is not a peripheral issue. Retaining experienced drivers is as important as attracting new entrants.
Momentum beyond the cab
Change is not confined to driving roles. Across the broader transport and logistics ecosystem, women are increasingly visible in management, planning and policy functions.
The Equity Index published by Women in Transport shows that leadership representation by women has increased from 26% to 36% in recent years. However, much of this growth has taken place outside core operational functions. Senior representation within frontline transport roles remains comparatively limited.
Several industry organisations are addressing this gap. Women in Transport offers mentorship opportunities, while everywoman recognises excellence through its Transport and Logistics Awards, raising the profile of female professionals across the sector. The Chartered Institute of Logistics and Transport has also announced a new Women in Supply Chain and Transport event for 2026, aimed at supporting career progression and professional networks.
Alongside this, community initiatives such as GirlTorque demonstrate that interest and engagement are growing. The Road Haulage Association has also published features spotlighting female drivers and employees, further increasing visibility. Collectively, these platforms help challenge outdated perceptions and provide practical support for women entering or advancing within the industry.
The commercial case for inclusion
For the UK haulage sector, this is not just a diversity conversation. It is a strategic one.
Previous industry reporting has highlighted the scale of recruitment pressure across logistics. The Road Haulage Association has warned that tens of thousands of new drivers will be required in the coming years to maintain supply chain stability. At the same time, the existing workforce is ageing.
With only one per cent of drivers currently women, a significant proportion of the potential labour market remains underrepresented. If participation rates were to move closer to parity with the wider workforce, the impact on recruitment could be substantial.
There is also evidence that inclusive cultures contribute to improved retention and engagement. A sector that demonstrates visible progression pathways, fair access to training and appropriate welfare provision is likely to appeal more broadly across demographics.
Suggested next steps
Progress will not accelerate through awareness alone. Structural changes are needed.
Investment in safe, well maintained roadside facilities is fundamental. Secure parking, adequate lighting and clean welfare amenities benefit all drivers and remove avoidable barriers to entry.
Flexible working models, where operationally feasible, can broaden appeal. This may include regional route design, job sharing arrangements or clearer progression pathways from warehouse and planning roles into driving positions.
Funded licence pathways and apprenticeships can also reduce financial barriers. As previously outlined, the cost of training can be significant. Targeted funding initiatives aimed at underrepresented groups can support a more balanced intake.
Finally, transparency around workforce data matters. Publishing gender breakdowns, monitoring progression rates and setting measurable objectives signal that inclusion is being taken seriously.
A sector at a turning point
International Women’s Day provides an opportunity to reflect on how far the UK haulage industry has come and how far it still has to go. The rise in female licence acquisition and test pass rates demonstrates that interest exists. Leadership representation is improving in some areas and support networks are expanding. However, the scale of underrepresentation remains stark.
Haulage is central to national resilience. It keeps shelves stocked, infrastructure projects supplied and trade flowing. Ensuring that this workforce reflects the full breadth of available talent is not simply a question of equity. It is a matter of long term sustainability.
Supporting women in haulage also means improving the day-to-day realities of life on the road. Access to secure parking, well-lit rest areas and appropriate facilities is fundamental to retention and wellbeing for all drivers. SNAP’s intruck app helps all drivers locate and book trusted truck stops across the UK and Europe, giving fleets greater visibility and drivers greater confidence wherever their route takes them. Download it today.