Toolkit aims to tackle transport’s persistent gender gap

Just 17 percent of people working in transport worldwide are women. New research pinpoints gender stereotyping, workplace culture and the ‘glass ceiling’ as among the reasons why the problem persists.

The study from the World Bank’s Sustainable Urban Mobility for All initiative, the POLIS network of European cities, and the FIA Foundation is described by the organisations as “the most extensive research to date on gender equity in the sector”.

It finds that: “Women face persistent barriers when entering and working in the transport sector at all levels.”

Just five percent of the transport workforce in Arab States are women, compared to 10 percent in Africa, 22 percent in Europe, and 29 percent in North America.

Glass ceiling

The Gender imbalance in the transport sector: A toolkit for change report, which examined existing data and conducted in-depth interviews and surveys, identifies key barriers for women as well as strategies to address them.

It says that gendered stereotyping remains strong and there is “persistent occupational segregation”, with women still underrepresented in many positions, particularly technical ones.

“Discriminatory workplace cultures” were also highlighted, including the risk of harassment and even violence. Further, a lack of flexible working and childcare provisions limit women’s ability to remain in the workplace.

The so-called glass ceiling still constrains opportunities for career progression and leadership roles, the report says.

It finds there is a lack of all forms of diversity at all levels and that the approach to gender must be intersectional, recognising the interconnected issues of diversity including racial, sexual and socio-economic equality.

Transformational change

Heather Allen, gender and sustainable transport expert and the author of the report, said: “The transport sector is undergoing transformational change in many areas. As labour markets tighten, we need to ensure that its workforce can respond to these challenges.

“Our study shows that currently despite many policies being in place it remains predominantly masculine. This is partly due to a historical legacy of inflexible working practices and widespread stereotyping, so the sector needs to change from the inside out. Increasing the diversity of the workforce will help the sector’s capacity to confront its significant skill shortages, as well as contribute towards its ambitions of sustainability, innovation and inclusivity.”

The report says that action at the leadership level, with comprehensive equitable employment systems and processes must build on policy, to translate it into tangible change.

The toolkit which accompanies the research includes case studies and practical recommendations.

These include updating the terminology used to describe roles and skills in job advertisements, using tools to reduce selection bias, providing secure and safe forums for reporting and voicing concerns, and taking steps to support flexible working.