The transport sector is a critical component of global economies, yet it remains one of the most male-dominated industries. Despite the growing recognition of the need for gender diversity, women continue to face significant barriers that hinder their participation and advancement in this field. While there have been some strides in incorporating women into the transport workforce, the pace of change is sluggish, and the obstacles remain formidable. In this article, we delve into the various obstacles that women encounter in the sector, offering insights from a comprehensive report by the World Bank Group, the Asian Development Bank (ADB), the German Agency for International Cooperation (GIZ), the European Investment Bank (EIB), and the International Transport Forum (ITF).
Attraction and Recruitment
One of the primary barriers to women’s participation in the transport sector is the challenge of attracting and recruiting them into the field. A significant factor contributing to this issue is the low representation of women in Science, Technology, Engineering, and Mathematics (STEM) education. Currently, only 35% of STEM graduates globally are women, a figure that has remained stagnant for the past decade. This underrepresentation extends to technical vocational education and training (TVET) relevant to transport, where female participation is also low.
Moreover, women entrepreneurs in the transport sector face numerous challenges, including limited access to financing and male-dominated markets. Supporting women-led businesses could generate more job opportunities and address specific mobility challenges for female riders. However, persistent gender stereotypes and misconceptions about the physical demands of transport jobs deter young women from pursuing education and careers in this field. These stereotypes create an environment where women feel discouraged from even considering a career in transport, contributing to the ongoing cycle of underrepresentation.
There is also a lack of awareness among women in technical studies about the diverse career paths available in the transport sector. Poor connections between educational institutions and employers, coupled with inadequate outreach efforts, exacerbate this issue. Furthermore, gender norms and biases within hiring processes particularly affect women’s recruitment into technical roles, making it difficult for them to enter the industry. Companies often overlook potential female candidates due to ingrained biases, leading to a homogenous workforce that lacks diversity and innovation.
HR Policies and Practices
Human resource policies and practices within the transport sector often fail to accommodate the unique needs of female employees. Personal security is a major concern for women in transport roles, as many jobs require work in isolated or high-risk environments and travel during inconvenient hours, such as at night. The lack of adequate sanitation facilities in public transportation, maritime, rail, and logistics sectors also poses significant challenges to female workers. These factors create an environment where women feel unsafe and unsupported, ultimately deterring them from pursuing or continuing careers in transport.
Work-life balance is another critical issue. The demanding work hours, overnight shifts, and extended travel make it difficult for women to balance work and family responsibilities. Many companies in the transport sector lack family-friendly policies like flexible schedules, telecommuting options, on-site childcare, or ample parental leave. These factors contribute to the gender wage gap, as women are consistently underrepresented in skilled technical and leadership roles, leading to persistent pay disparities. The absence of these policies makes it challenging for women to thrive in the industry, as they often have to prioritize family responsibilities over career advancement.
Additionally, the sector struggles with gender wage gaps and pay disparities within identical roles, primarily because women often take fewer overtime hours to meet caregiving responsibilities. The lack of gender-sensitive policies and practices in the workplace exacerbates these disparities, further discouraging women from entering or remaining in the transport workforce. Companies must recognize the importance of creating an inclusive and supportive environment that addresses the specific needs of female employees, fostering a culture that values diversity and equality.
Retention, Career Advancement, and Leadership
Retention and career advancement are significant challenges for women in the transport sector. Stereotypes that depict men as better suited for leadership roles inhibit women’s career progression. Social norms assigning women disproportionate household and caregiving duties further limit their professional growth. Concerns over family life balance cause some women to avoid promotions, and managers may reinforce barriers by assigning them less demanding roles. These stereotypes and social norms create an environment where women are unable to reach their full potential, ultimately hindering their career advancement.
The lack of leadership training and networking opportunities specifically tailored for women severely restricts their career advancement. Women are often excluded from key networking events, mentorship, and leadership development programs that are crucial for professional growth. Additionally, limited technical experience prevents women from advancing to higher-paid roles. The sector lacks targeted training programs for women, contributing to a skills gap that hampers their competition for senior positions. Without access to these resources, women are disadvantaged in their pursuit of leadership roles, perpetuating the gender imbalance in the industry.
Women in the transport sector also face limited opportunities for hands-on technical experience, which is critical for career advancement. This lack of experience prevents women from qualifying for higher-paid roles and hampers their ability to compete for senior positions. Companies must invest in targeted training and development programs that address these gaps, providing women with the skills and experience needed to thrive in the industry. By creating a more inclusive and supportive environment, the transport sector can foster the growth and development of female leaders, ultimately driving innovation and progress.
Legal and Policy Framework
Regulatory and legal frameworks in many countries fail to support women’s employment in the transport sector. Some countries maintain regulatory restrictions that limit women’s ability to work night shifts or in certain roles within the industry. These restrictions create additional barriers for women, limiting their employment opportunities and hindering their career advancement. The absence of robust equal pay legislation exacerbates gender inequality, as many legal frameworks do not enforce equal pay for equal work, further perpetuating wage disparities between men and women.
Inadequate workplace security legislation, including laws prohibiting sexual harassment, contributes to a hostile working environment for women in the sector. These legal deficiencies make it challenging for women to feel safe and supported in their roles, further deterring their participation and advancement in the industry. The lack of strong legal frameworks that protect women’s rights and ensure their safety in the workplace undermines efforts to promote gender equality in the transport sector.
To address these issues, it is essential to develop and implement robust legal and policy frameworks that support gender equality in the transport industry. This includes enforcing equal pay for equal work, ensuring workplace safety, and eliminating regulatory restrictions that limit women’s employment opportunities. By creating a legal environment that supports women’s participation, the transport sector can become more inclusive, equitable, and innovative.
Data Collection and Research
The transport sector is vital to global economies but remains heavily male-dominated. Despite the increasing recognition of the need for gender diversity, women still face significant barriers that limit their participation and advancement in this field. While there have been incremental gains in incorporating women into the transport workforce, progress is slow, and challenges persist. This article explores the various obstacles women face in the industry, offering insights from an in-depth report by the World Bank Group, the Asian Development Bank (ADB), the German Agency for International Cooperation (GIZ), the European Investment Bank (EIB), and the International Transport Forum (ITF). The report highlights issues such as workplace culture, hiring practices, career development opportunities, and the lack of support systems. Addressing these barriers is crucial for creating an inclusive and equitable transport sector, emphasizing the need for concerted efforts from all stakeholders to foster meaningful change.
