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LUFKIN — Ashli Streeter started her journey at a truck driving school filled with optimism for an adventurous career on the open road and the potential for a lucrative profession.
The 27-year-old from Killeen obtained a $7,000 loan for her education and earned her commercial driver’s license in May. But after months spent applying for jobs, she found herself frustrated and perplexed by her inability to secure employment.
“I didn’t have any issues working against me,” Streeter explained. “No tickets or DUIs; I couldn’t understand why it was so challenging to get hired.”
Streeter often received the same feedback in response to her job applications, citing the industry norm that required several weeks of training under an experienced driver. However, she was informed that she could only train with a female instructor, and due to a lack of availability, she was left on a waiting list. Weeks rolled by while she observed newly graduated male drivers getting immediate job offers.
Feeling disheartened, Streeter took to social media to share her experiences. She realized through comments from other female drivers that her situation was not isolated—gender discrimination appeared to be a broader issue.
Recently, Streeter and other female truck drivers lodged a class-action discrimination complaint against Texas-based Stevens Transport with the Equal Employment Opportunity Commission (EEOC). Their claim argues that the company’s same-sex training requirement unjustly restricts employment opportunities for women, in violation of Title VII of the Civil Rights Act.
Stevens Transport, a significant player in the refrigerated trucking sector, has denied any such policy exists. Company attorney Bruce Dean stated that they certify both male and female drivers as trainers for new drivers irrespective of gender. Currently, 60 drivers are certified for cross-training, he noted.
The plaintiffs, including three female truck drivers and members of REAL Women in Trucking, a nonprofit aimed at assisting female truckers, contend that they faced job denials solely based on their gender.
One woman reported receiving an email stating there was a waitlist for “female starts” with no expected start date. Others detailed conversations with Stevens representatives who mentioned a policy of training women only with female trainers or indicated a hiring freeze for women due to a lack of female instructors. Some expressed willingness to train under a male trainer if it meant an earlier start, but were told that was not an option.
Challenges in Recruitment
The situation is compounded by a significant shortage of around 78,000 truck drivers nationwide, which could escalate to over 160,000 by 2031 if trends persist. This shortage is partly due to the low representation of women in the industry, who comprise only 8% of drivers.
This shortage is acute in Texas, the state with the highest number of truck drivers in the country. In 2022, Texas had 144,542 trucking jobs, and in East Texas, truck transportation ranks among the top employers, offering wages above the regional average. Jobs for heavy and tractor-trailer truck drivers are projected to grow by 16% between 2018 and 2028, according to Workforce Solutions East Texas.
Peter Romer-Friedman, representing the plaintiffs in conjunction with the National Women’s Law Center, indicated that Stevens is not alone in implementing discriminatory training policies. He expressed hope that this complaint could be a catalyst for broader change regarding gender discrimination in the trucking sector.
“Why, in 2023, is it still the case that certified female truck drivers struggle to find jobs due to outdated gender stereotypes?” Romer-Friedman questioned.
Reflections on Hiring Practices
A decade ago, a federal ruling stated it’s illegal for trucking companies to mandate training with instructors of the same sex, and plaintiffs are hopeful this precedent strengthens their case.
Such same-sex training rules were initially instituted to protect women from harassment in predominantly male workplaces. Indeed, surveys reveal that a significant number of female drivers experience harassment, with about a third reporting inappropriate physical contact at work.
Attorney Liz Chacko from the National Women’s Law Center, who serves as co-counsel for the complaint, argues that same-sex training policies are not an effective solution to harassment issues.
“This approach is not only irrational but also illegal; it demonstrates a lack of creativity in addressing the issue,” Chacko asserted. The protesters argue that Stevens Transport can combat sexual harassment while ensuring equal hiring practices by implementing harassment prevention training and establishing secure reporting channels for harassment complaints.
Desiree Wood, president of REAL Women in Trucking, emphasized that having a female trainer does not guarantee a safe environment. She recounted a negative experience with a female trainer at a previous company, which led her to seek training under a male counterpart who ultimately equipped her for independent driving.
Wood is aware that being female can adversely impact hiring chances, stating that she sometimes applies for trucking jobs using her boyfriend’s email to avoid bias based on her gender.
Efforts to Increase Female Participation
As female candidates advocate against discriminatory hiring practices, some Texas employers are making efforts to recruit more women into the trucking sector. In July, Lamar State College Port Arthur inaugurated the state’s largest commercial driver’s license training and testing facility, collaborating with Bechtel Engineering to enhance female representation in traditionally male-dominated industries including trucking.
Marketing initiatives are underway to boost female enrollment in driving training programs; since these campaigns began, the number of women in classes has nearly doubled, according to Ben Stafford, vice president of workforce development at the college.
Recruiting more women into trucking can play a critical role in addressing the labor shortage in regions like Deep East Texas, where heavy and tractor-trailer truck drivers are among the most sought-after high-paying jobs.
Truck drivers typically earn about $55,000 annually, a fact often overlooked by many students.
“Our education system fails to emphasize careers like commercial driving, despite their potential for solid earnings,” Stafford remarked. “We see drivers retiring faster than new drivers are being trained.”
The outcome of the complaint against Stevens remains uncertain. The EEOC will investigate the claims to determine if a legal violation occurred, which may lead to either a prosecution of the case or a right-to-sue letter for the plaintiffs. This process can range from six months to several years.
The EEOC has stated they cannot comment on the specifics of ongoing complaints.
