Diversity in HGV Driving: Encouraging Women, Minorities and Career Changers into the Fleet

There are 280,000 HGV drivers in the UK according to government statistics, 98% of which are male and only 2% are female.  

With driver shortages and increased retirement continuing to impact workforce stability, many businesses are turning to diversity as a key strategy for building resilience to strengthen their future workforce.  

Key Insight:  Expanding access to driving careers supports long-term workforce planning.  

The Current Picture of the HGV Workforce  

Commercial driving is still largely underrepresented by women and minority groups.  

Ethnic minority participation sits at around 4%. Compared to the broader UK workforce, representation in this sector remains low, highlighting a clear opportunity for change.  

Key Insight:  Improved representation remains an area for development.  

Diversity and Workforce Outcomes  

Research across different sectors shows that diverse experience can strengthen workforce performance. Many organisations now track inclusive employment as part of standard governance. Broader participation also helps secure a steady pipeline of skills.  

Key Insight:  Inclusive participation supports a stable supply of workers.  

Women in HGV Driving  

Women remain underrepresented in driving roles. Common concerns include welfare facilities, working patterns, and physical demands. Updated facilities and clear job information may support informed career decisions.  

Key Insight:  Addressing known concerns may support greater participation from women.  

The Ageing Workforce and Career Transition  

The average age of a professional driver in the UK is around 51, and retirement levels are set to rise. People moving into the sector from other roles often bring valuable skills. Clear entry routes help individuals understand how they can progress within the industry.  

Key Insight:  Career changers can help maintain workforce supply.  

Inclusive Recruitment  

Recruitment practices shape who applies. Reviewing job wording and widening where roles are advertised can increase visibility. Clear information about job expectations helps applicants decide whether to pursue training or employment.   

Key Insight:  Accessible recruitment materials widen interest in the role.  

Improving Practical Working Conditions  

Working conditions influence entry and retention. Access to clean facilities and safe rest areas affects daily working experience. Flexible working arrangements support those with personal commitments.

Key Insight:  Appropriate facilities and adaptable shifts encourage job satisfaction.  

Supporting New Entrants  

New drivers benefit from structured development. Mentoring and realistic previews of the job can reduce early departures. Regular access to support improves understanding of workplace expectations.

Key Insight: Training and early-stage support improve retention rates.  

Monitoring Workforce Progress  

Collecting data during recruitment and employment can highlight where barriers exist. Tracking changes in representation and long-term participation shows whether actions are making a difference. 

Key Insight:  Measurement supports evidence-based improvement.  

Practical Steps for Fleets  

Organisations can review their recruitment materials, trial flexible shift patterns, and set up regular internal progress checks. These steps help ensure that change is sustained over time.  

Key Insight: Targeted actions support meaningful change. 

How THOMAS Recruitment Group Supports This Direction  

THOMAS Recruitment Group supports organisations looking to broaden participation in HGV careers.  

The team reviews recruitment materials to improve accessibility and clarity. Roles are promoted across a wider range of platforms to increase visibility.  

THOMAS works with training providers to help new drivers understand license requirements. Candidates receive information that supports informed decisions throughout recruitment. Guidance is also available for onboarding to assist those returning to work or changing careers.  

These steps help reduce barriers and improve candidate experience from first contact through to employment.  

Key Insight:  Specialist recruitment involvement can assist organisations in making measurable progress toward broader workforce representation.  

Conclusion: Workforce Planning for the Future   

The sector faces supply challenges and low representation among key groups. Increasing participation from a wider range of candidates supports future workforce sustainability. Updated working conditions and open communication form part of this approach.  

Key Insight:  Access for underrepresented groups supports long-term industry resilience.