Ask most people to picture a diesel technician, and the image that comes to mind probably isn't a woman. That's not a coincidence but the result of decades of the same status quo, limited visibility, and an industry that, for too long, didn't actively invite women in. Fortunately, that's starting to change, and the companies leading the change are proving that inclusion isn't just a good value, it's good business.

According to the Women In Trucking Association's 2024–25 WIT Index, women make up just 4% of technician roles across the trucking industry. For an industry already grappling with a significant workforce shortage, that's a painful talent gap that shops know all too well and are trying their best to stay ahead of.

Looking at the Visibility Problem

The limited number of women in professional technician roles is largely due to a lack of visibility and early exposure. Trucking has historically been a male-dominated field, and for many young women, it's hard to picture themselves in a role they've never seen someone like them occupy.

There's also a cultural dimension; boys grow up encouraged to tinker with engines and work on cars, while girls don't always receive that same early exposure. By the time women are making career decisions, trucking may not even be on their radar.

Starting the Conversation Earlier

One of the most effective things the industry can do is reach women before they've already ruled it out. High school outreach is crucial. If young women never hear about the opportunities available to them in this profession, they're unlikely to ever consider it. But when they can meet and connect with women who are already succeeding in the field (who can speak honestly about the work, the growth opportunities, and how they’ve built a long-term career), the possibilities start to feel real and attainable.

Visibility at this stage is the difference between a young woman who considers trucking and one who never does.

Rethinking What a Technician Looks Like

 As with any new hire, once a tech is in the door, the industry needs to be ready to support them. For women, that means rethinking some long-held assumptions. Training standards are the same for men and women, and they should be. However, the best managers understand that every technician brings a different set of strengths to the shop floor.

Early in my career, I worked alongside a petite technician who faced challenges with heavier physical tasks. Rather than focusing on what she couldn’t do, we leaned into what she excelled at, including her strong attention to detail during inspections and diagnostics, consistent adherence to procedures, solid electrical and diagnostic skills, her ability to multitask, and her clear communication with thorough documentation for warranty and customer repairs.

The industry has to start recognizing that strength comes in many different forms.

Building Environments for Retention

Attracting women is only half the equation. Keeping them and helping them grow requires intentionality. Organizations should create workplaces where every team member feels welcomed and supported from day one. Modern facilities, updated equipment, strong safety practices, and clearly defined advancement pathways all go a long way toward retaining top talent. This also means building mentorship programs and development opportunities that help women build skills, move into roles with new responsibilities, and become mentors themselves.

Recruitment and retention improve when new technicians are paired with an experienced mentor from day one, expectations and training paths are clearly laid out, and mentors actively include them in diagnostics, heavy repairs, and decision-making. I emphasize regular check-ins between mentor and mentee to review progress, address shop challenges early, and reinforce confidence. A respectful shop culture, zero tolerance for inappropriate behavior, and visible support from management are critical to making mentorship effective and keeping technicians long-term.

Today, there are female service managers and several female parts managers. That shift didn't happen by chance. The company made a deliberate decision to recognize talent and promote from within, regardless of gender.

What is the Opportunity Ahead for Women in Tech?

The trucking industry is facing a workforce shortage that won't solve itself. But there's a largely untapped pool of talent ready to step in if the industry is willing to meet them where they are. We have to start conversations in high schools, build inclusive shop cultures, and show women at every stage of their careers that there is room for them to grow, specialize, lead, and thrive.

The women are out there. The question is whether the industry is ready for them.