Parliamentarians’ report: boost diversity to tackle driver shortfall

A group of MPs and peers has published a new report that examines how staff shortages in the freight and logistics sector, including of HGV drivers, could be mitigated by increasing diversity – with a focus on improving facilities and shift flexibility, as well as broadening training pathways and reforming working culture.

The report from the all-party parliamentary group (APPG) for freight and logistics – entitled Delivering Inclusion: Strengthening Diversity in UK Freight and Logistics – was funded by the Road Haulage Association (RHA). Based on collated evidence from logistics operators, trade bodies, unions and other stakeholders, it makes numerous recommendations to government and industry with the aim of boosting diversity within the workforce.

The government should continue to fund HGV driver bootcamps, it says, and to extend national insurance contribution relief beyond under-25s for employers who invest in long-term training, since tight margins currently mean internal training is often unviable. Improved financing options for vocational qualifications would also improve accessibility to the sector, it finds.

Meanwhile, industry should invest in partnerships with training centres and colleges, and concentrate on creating clear routes for internal progression and training.

It calls for the publication and signposting of statistics highlighting average salaries by profession, since: “giving the public better access to pay data will showcase the high earning potential of some jobs in logistics. This will help drive workforce entry from a diverse group of people.”

It also finds that both government and operators should engage with providers of education to showcase logistics jobs more prominently in schools, as well as offering work placements and taster days. A pre-16 ‘introduction to logistics’ certificate could combine work experience and classroom work over a three-day period, it says.

The report suggests that internal ambassadorship schemes should be implemented by industry to celebrate and demonstrate employees’ successes to the wider workforce, “counteracting any self-limiting false perceptions”.

In addition, it proposes linking roadside facility standards to planning and licensing processes, obliging new developments and service areas to meet accessibility, hygiene and gender equity requirements as a condition of approval.

A national funding programme for driver and depot welfare facilities is also recommended, as well as national minimum standards for all logistics workplaces and depots, including accessible toilets, showers and rest areas.

Working time regulations should be reviewed to make them more adaptable to 24/7 industries such as logistics, says the report, and family-friendly scheduling pilots should be promoted by government – while unions and employer associations should negotiate sector-wider rest, overtime and work-life balance standards to support retention and equality.

It warned: “Digital tools should empower, not police, workers. Transparency in monitoring and data use is vital to treating people with dignity and building trust.”

While the logistics sector as a whole has made significant progress in promoting workforce diversity, the report finds, on the frontline there is a different picture – with women comprising less than two per cent of UK HGV drivers.

Yet it was identified by the report as among a number of roles for which “gender should play no role in ability”.

“In 2023, the Chartered Institute of Logistics and Transport found women aged 20-29 have the highest HGV licence pass rate of 67.9 per cent against a test average of 58.7 per cent,” it said.

“Age is also an issue across frontline roles, with insufficient numbers of new entrants meaning an ageing workforce threatens to turn the current staff shortage into a crisis. Again, this problem is seen worst in blue collar jobs, with 55 per cent of HGV drivers aged between 50 and 65.”

Highlighting the “pressing economic need to widen the pool of talent available” and high staff turnover in many areas of the logistics sector, the report says that retention issues demonstrate the need for improved conditions, as well as the cost and inefficiency of constant rehiring and retraining.

It finds that poor facilities, “especially a lack of toilets and rest areas,” have a tendency to perpetuate a perception that logistics roles are “inherently tough, dirty and physically demanding, and therefore unsuited to women or others who might not fit with that stereotype”.

“While recruitment initiatives and schemes have helped alleviate this issue, inadequate welfare and rest facilities continue to act as a deterrent to both recruitment and retention in logistics, in particular of women and individuals with accessibility needs,” it said.

It highlights how trade groups have emphasised frequent reports by female drivers of inadequate or hard-to-access facilities at truck stops, including requirements for separate keys for women’s bathrooms that are often poorly signposted or unavailable.

“A lack of adequate facilities also poses a direct risk to the safety of those working in the industry,” it warned.

“Both Unite the Union and [logistics provider] ABE Ledbury cite cases of women not feeling safe sleeping in services, the need for pregnancy risk assessments, and how many depots and lorries lack gender-inclusive or accessible amenities.”

The report cites Unite’s concerns that discrimination, harassment and bullying within the sector “remain common, particularly in freight depots”, with smaller firms identified as offering limited support from human resources teams.

“Toxic cultures, including ‘banter’ that crosses boundaries or excessive surveillance of workers, contribute to burnout and high turnover,” it warned.

“For underrepresented groups, including women, ethnic minorities, LGBTQ+ employees, and disabled workers, this can translate into isolation or fear of speaking up or reporting behaviour that crosses the line.

“Rigid hierarchies and a ‘command and control’ mentality also alienate younger workers who value autonomy and purpose. As the workforce ages, such cultures risk eroding innovation and deepening the skills crisis.”

It calls for the establishment of “safe, accessible channels for feedback and reporting” to address issues early and transparently, and the recognition and rewarding of inclusive behaviour, as well as the modernisation of management styles towards a coaching-based approach “that values empathy, autonomy and wellbeing”.

The importance of flexible working patterns is also emphasised.

“With logistics operating 24/7, rigid shift structures and long hours have historically excluded women, those with disabilities, and those with caring responsibilities,” it found.

“Employers such as Tesco have recognised that adapting work patterns is essential for wellbeing and retention, trialling four-day weeks and consecutive rest periods for drivers to combat fatigue and improve work–life balance.”

It continued: “Many operators still rely on older models of employment, namely long-distance driving shifts and irregular pay structures, reinforcing the perception that logistics is a ‘man’s world’. At the same time, employers face a demographic crunch: the average HGV driver is 49 years old, with few younger replacements entering the workforce.”

The report finds that one of the biggest barriers to workforce entry for all demographics was the national shortage of training opportunities.

“Ongoing initiatives are also not providing value to the sector,” it warned.

“The wider logistics sector has contributed over £1.25 billion to the apprenticeship levy and accessed less than a quarter of this for logistics-specific apprenticeships training. The fact that many prospective workers are required to foot the bill for their training upfront while these funds go untapped implies significant action is required.

“Young, low-income, or ethnic minority groups are in many cases unable to afford training and therefore choose other industries where training on the job or subsidised or funded qualifications are available.”

In her foreword to the report, Rachel Taylor MP, chair of the APPG, said: “Employers who open doors to women, ethnic minorities, LGBTQ+ people, those with disabilities, veterans and other people returning to work or changing careers are not only doing the right thing – they are tackling workforce shortages, bringing fresh ideas, addressing skills gaps and driving innovation.”

Ms Taylor said she regularly encountered workers who demonstrated that diversity efforts were delivering a better freight and logistics sector.

“One apprentice I met was thrilled to be receiving their first training opportunity, while a young woman from my constituency proudly told me she had taken on her first management role thanks to career development support provided by a logistics company.

“These stories show how both employers and employees gain from the sector’s growing focus on inclusivity.”

But there was more work to be done, she said.

“Earlier this year, a transgender lorry driver told me she was considering leaving the job she loves because of the lack of appropriate bathroom facilities at truck stops. The industry must go further, and parliamentarians must do more to champion diversity because we all benefit…

“Greater inclusivity in logistics is long overdue, so I want to thank all the organisations who are helping deliver that shift.”

Ferdy Willans, the RHA’s public affairs manager who co-authored the report, commented: “We are… incredibly grateful to the 22 businesses, trade associations and trade unions who took part in providing evidence which allowed us to produce a new report. It is clear that addressing labour shortages will require a stronger effort to promote logistics as a sector with opportunities for everyone.”