As the professional driver shortage looms, retaining a strong workforce – in all occupations of industry remains a challenge and a need to be unique in your recruiting efforts … it is a great time to reflect on your company culture and what can be enhanced internally to make these tasks less daunting.
As an organization, we work with the trucking industry to address HR needs – whether that is industry standards, recruiting and retaining a strong workforce – training and much more! I have the privilege of working with employers in our industry daily and I believe many are striving for excellence. I believe everyone in our industry goes to work every day wanting to do their best for themselves, their employees and the company.
Where we get lost seems to be in delivering what we are saying. I am proud to work with so many companies who prioritize diversity in the workplace. Increasing the number of underrepresented people in our industry is necessary to be able to address the shortages.
Where I get concerned is the confusion when a potential candidate has a barrier to employment. A barrier that in all reality should not be difficult to remove. I am not referring to an abstract or record – I am talking about a person with English as a second language requiring some additional support to understand the company policies and build some communication tools for the individual as well as the company. Or the woman who is looking for a female coach – challenging for sure but is it worth saying no or is it worth saying – this is an opportunity and we CAN fix this. Either we really don’t have a shortage of qualified people or we aren’t prepared to walk the talk of the company.
So, what can you do to start the shift in culture at your company?
- Look at the demographics in your company. Are you comfortable your company is reflective of a diverse representation? If not, where are those gaps?
- Introduce a diversity committee in your organization. Be inclusive of management and employees, people who can affect positive change. Doesn’t need to be a large group but ensure everyone has a voice.
- Walk Your Talk – if you are publicly saying you are a diverse company and you want more representation, be prepared to step out of your comfort zone and start adapting to the needs of today’s workforce. This is how we continue to grow the industry.
Looking for more suggestions or help in this area – feel free to reach out!