Published by the Women in Transport – EU Platform for Change, the document outlines actionable measures to attract, recruit, and retain more women across all areas of transport. The recommendations span work-life balance, recruitment strategies, equal pay, and workplace safety, and are designed to address long-standing barriers that have limited women’s participation in the industry.
Labour shortages are becoming increasingly acute as the sector adapts to green and digital transitions, while also grappling with an ageing workforce and changing skill requirements. The Commission warns that failure to improve conditions and career prospects for women and minority groups could further exacerbate retention problems.
Among the report’s key findings is that 85% of women in the transport sector have experienced at least one barrier or obstacle in their careers. Female representation remains particularly low in technical and leadership roles, reflecting both vertical and horizontal gender segregation.
“Staff shortages not only affect operational efficiency but also hinder the sector’s capacity to innovate and achieve sustainability goals,” the report states.
To address these issues, the Commission recommends the following 25 measures, grouped under recruitment, retention and exit strategies:
Recruitment: attracting and hiring women in the transport sector
- Targeted sourcing and communication – Use job fairs, social media, and outreach campaigns to engage women and young people.
- Paid traineeships – Offer paid work placements tailored to women, to improve access and retention.
- Influencer partnerships – Work with trusted women influencers to promote the transport sector to younger audiences.
- Inclusive open days and site visits – Highlight diversity policies and provide direct access to women leaders to showcase opportunities.
- Lower recruitment barriers – Focus on motivation and transferable skills rather than strict qualification requirements.
- Speed networking events – Facilitate structured networking opportunities between female candidates and industry professionals.
- Partnerships with education providers – Collaborate with schools and universities to raise awareness of transport careers.
- Talent mapping – Develop internal databases of potential female candidates for future roles.
- Promotion of role models – Share stories of successful women in the sector to inspire applicants and normalise inclusion.
- Transparent communication of workplace culture – Clearly communicate anti-harassment policies, flexible work options and diversity measures.
- Anonymised CVs – Remove personal details from applications to reduce unconscious bias.
- Positive discrimination – Where candidates are equally qualified, favour women to address historical imbalances.
Retention: ensuring long-term diversity in the workforce
- Mentoring programmes – Pair women with senior professionals to build networks and support advancement.
- Employee resource groups (ERGs) – Support structured peer networks for women and marginalised groups.
- Secondments and training – Provide internal mobility and continuous professional development opportunities.
- Comprehensive onboarding – Include diversity-sensitive induction programmes and mentorship for new hires.
- Work-life balance policies – Offer flexible hours, childcare support, and parental leave.
- Fair wages and pay transparency – Ensure equal pay for equal work and openly share compensation structures.
- Anti-harassment measures – Implement clear reporting systems, regular training, and intervention protocols.
- Wellbeing initiatives – Provide health and fitness programmes suited to both sedentary and physically demanding roles.
- Inclusive facilities – Ensure adequate sanitary provisions, changing rooms, menstrual products, and accessible workspaces.
- Engagement with staff bodies – Collaborate with unions and works councils on diversity and inclusion strategies.
- Career development paths – Offer training and clear progression routes to help women advance in their roles.
- Diversity metrics and audits – Regularly assess pay gaps, promotion rates, and employee satisfaction to guide improvements.
Exit: maintaining engagement beyond employment
- Structured exit interviews – Use feedback from departing staff to improve workplace practices and explore future collaborations (e.g. mentoring, consultancy).
The document emphasises that gender inclusion is not only a matter of social justice but also a strategic necessity for the sector’s long-term sustainability.
“Tapping into the full potential of female talent can unlock a broader spectrum of skills, perspectives, and experiences that are crucial in achieving the transport sector’s green and digital transitions,” it notes.
While the recommendations are not binding, the European Commission is encouraging transport companies, trade unions and public bodies to adopt them as part of broader efforts to make the sector more inclusive, resilient and future-ready.
