Shortage of Truckers

SHORTAGE OF TRUCKERS

A few days ago, my boss shared the problems of freight generating companies due to the significant shortage of truck drivers:

• The group of truck drivers is aging.
• Europe faces a shortage of 400,000 truck drivers.
• The family succession of the trade, common at one time, no longer occurs

Technological advances have undoubtedly facilitated many aspects of logistics.“a drone delivering orders that we ordered two hours ago.” lTransportation without drivers. But the reality today and surely for a long time to come is that we will continue to need truck drivers.

How can we help companies get drivers?

Some statistics say that:

• In Argentina, only 0.41% of professional licenses issued are for women.
• Scania has a Program for female drivers (applause for them). In 2019, 24 women were selected to do the program; no company called them to work.
• A few days ago, there was a conflict on the Argentina – Chile border, (COVID involved) more than 3,000 trucks stranded. A single trucker.
• According to reports from current female drivers, there is no task that male drivers do that a woman cannot do just because of gender.

And what about disabled people?

• Technological innovation could also change the situation: the Dyn’Acces company was successful at Solutrans with a telescopic platform that allows a driver in a wheelchair to sit behind the wheel of a large truck. Fountain:elciudadanoweb.com

I also asked myself:

• What motivates a person to pursue the profession of truck driver? The freedom to open paths…? The pleasure of driving a truck and what that represents?
• How does an employee who spends the greatest percentage of his time alone, traveling paths, integrate into the culture of a company?

How can we as organizations contribute to closing this gap that is generated to fill these positions?

I share below some actions to reflect and amass ideas or proposals:

1. Job evaluation:
   1. Developing a powerful vision that generates commitment and trust is part of the company.
   2. Benefits according to the task.
   3. Per diems that allow hours and many days of travel in the best conditions.
   4. Rest days that compensate for days worked outside the home and family.
   5. Benefits for the family: discounts on vacation spots, school kits, good health insurance, payment for daycare. Those actions that make the family value the work of the father or mother. «Pbecause they also think of me”while he or she travels paths.
   6. Salary conditions according to the effort.

1. Eliminate biases: Add women to the profession.
   1. Define policies that include the obligation to have a certain % of other groups.An immeasurable world opens up just by thinking about incorporating other genres.

1. Find out about the motivations and work on that.
2. Use schools for drivers, referrals, apprentices.
3. Generate seedbeds, plans to activate people in the experience of that work.

1. Women Plan
2. Youth Plan

                                  iii. Plan to recruit people in other areas: Scholarships.

«It is not a man’s job, but it is a very sexist job. Prejudices persist, both among passengers and companies.”

Erica Borda, bus driver (Source: La Nación)

“Social networks are giving us visibility and more women are daring to drive trucks, especially young girls”

Norma Arrúa, truck driver (Source: La Nación)

1. Training and permanent management:

1. Workshops discussing technological advances. Asking about the difficulties they face and how to solve them.
2. Word of mouth about the quality of work in companies is the best channel for recruitment and loyalty.

When technology is abundant, the true luxury is human. The further we move away from this, the further they will move away from us.

Thank you, José Luis Anselmi, for bringing me closer to this world. I learned a little more about this job and the world we live in.