The United States trucking industry continues to face a significant challenge: a shortage of drivers. As of late 2024, the American Trucking Association (ATA) estimated that the industry was short more than 80,000 drivers, with projections suggesting this number could exceed 160,000 by 2030 [1].
This shortage is causing widespread issues, including delayed deliveries, increased transportation costs, and higher consumer prices. Several factors contribute to this ongoing problem. The aging workforce is a major concern, with the average truck driver in the United States now over 50 years old.
As older drivers retire, fewer younger individuals are entering the profession to replace them. Additionally, while truck drivers often earn more than $70,000 annually, many potential workers view these wages as insufficient given the lifestyle demands and risks associated with the job.
The impact of this shortage is felt across various sectors of the economy. Companies are turning down shipments due to a lack of capacity, affecting retailers, manufacturers and agriculture. Food distributors, in particular, are struggling to move perishable items efficiently.
The industry is exploring several solutions to address this issue. One proposal is to reduce the minimum age for interstate drivers from 21 to 18 to expand the driver pool.
Companies are offering company sign-on bonuses, improving work-life balance initiatives to attract a younger, more diverse talent pool, and implementing enhanced and ongoing learning programs, learning programs such as those offered by Kelly Anderson Group [11].
However, it’s worth noting that the existence of a driver shortage is debated. A 2019 Bureau of Labor Statistics study concluded that “the labor market for truck drivers works about as well as the labor markets for other blue-collar occupations,” suggesting there might not be a shortage as traditionally understood [4].
Some argue that the real issue lies in job quality and retention rather than a lack of available workers.
As of 2023, there were 3.05 million truck drivers in the United States, according to the Bureau of Labor Statistics, showing an 11.7% increase from 2020 [4].
This growth indicates that people are entering the profession, but challenges in retention and job satisfaction persist. As the U.S. economy grows and eCommerce expands, addressing these workforce issues will be crucial for maintaining an efficient flow of goods across the country.
Regulatory Changes: Opening the road for young drivers
The U.S. Senate has taken a significant step toward addressing the driver shortage in the trucking industry. On July 24, 2024, they approved a resolution to adjust Commercial Driver’s License (CDL) age restrictions, potentially allowing individuals aged 18 to 20 to drive across state lines [6].
This move intends to expand the pool of qualified drivers and address the growing shortage in the industry. Currently, 49 states and Washington D.C. permit CDL holders aged 18 to 20 to operate commercial motor vehicles within state lines. However, federal regulations have restricted these young drivers from engaging in interstate commerce, requiring them to be at least 21.
The Senate’s approval marks a shift toward aligning federal regulations with existing state practices. Although the Senate’s approval is an essential step, it’s important to note that this resolution does not immediately implement new rules. It serves as a recommendation to the U.S. Congress to lift restrictions for CDL holders aged 18-20, allowing them to transport goods across state lines.
This recent development builds upon earlier initiatives, such as the Infrastructure Bill signed in November 2021, which included a pilot program to test lowering the minimum age for interstate truck drivers. The Safe Driver Apprenticeship Pilot (SDAP) Program, limited to 3,000 drivers, was designed to evaluate the feasibility and safety implications of allowing younger drivers to operate in interstate commerce.
Proponents of the change, like Pennsylvania’s 34th District State Senator Greg Rothman (R-Cumberland/Dauphin/Perry), argue that the current restrictions are arbitrary and contribute to driver shortages, shipping delays, and higher consumer prices.
Senator Rothman is quoted in multiple sources making similar statements: “The current restrictions are arbitrary and are contributing to driver shortages, shipping delays, and higher prices for consumers,” Rothman said [8].
They believe that allowing younger drivers to participate in interstate commerce will not only address the current shortage but also provide earlier career opportunities in the trucking industry. However, as the industry prepares for this potential entry of younger drivers, safety remains a principal concern. Data from Samba Safety’s “2024 Driver Risk Report” shows that drivers aged 18 to 25 have the second-highest violation rate, accounting for 25.2% of total observed violations, with speeding being the most common [5].
This highlights the need for ample driver monitoring and ongoing learning programs to ensure that these younger drivers are equipped to make safe decisions on the road. As the trucking industry waits for further Congressional action on this matter, it’s clear that addressing the driver shortage while maintaining safety standards will be fundamental for the future of interstate commerce in the United States.
Addressing the driver shortage
To address this shortage, the industry is looking at various solutions, including attracting younger drivers. Currently, less than 12% of truck drivers are below 25 years old globally, with this figure dropping to just 5% in Europe.
Lowering the minimum driving age for interstate freight transport and subsidizing qualification costs are potential strategies to attract younger individuals to the profession.
In addition to age diversification, the industry also is looking to increase gender diversity. Currently, women make up only 6% of truck drivers globally, with the United States having a slightly higher share at 8%.
Increasing women’s participation in the trucking workforce represents another opportunity to address the driver shortage. As the industry works to address these challenges, it’s clear that a comprehensive approach involving regulatory changes, improved working conditions, and targeted recruitment efforts will be necessary to meet the growing demand for qualified truck drivers in the coming years.
Safety First: Education and requirements for young drivers
The Safe Driver Apprenticeship Pilot (SDAP) Program, launched by the Federal Motor Carrier Safety Administration (FMCSA) in 2022, allows drivers aged 18-20 with intrastate CDLs to operate in interstate commerce under their specific conditions [2].
This program intends to address the driver shortage while maintaining high safety standards. The SDAP Program implements rigorous safety measures for young drivers. Apprentices must complete two probationary periods and demonstrate competency across 12 performance benchmarks.
During these periods, they must spend 240 hours supervised by an experienced driver and accumulate 400 hours of total driving time before operating interstate routes unsupervised.
Additional learning requirements for 18- to 20-year-old drivers are extensive. The program mandates that apprentices receive instruction on crucial skills such as trip planning, truck routes, map reading, navigation and permit regulations.
This comprehensive education ensures that young drivers are well-prepared for the challenges of interstate commerce. To further improve safety, the SDAP Program requires specific technology in vehicles operated by young drivers. These mandates include the following:
• An automatic manual or automatic transmission
• An active braking collision mitigation system
• A governed speed of 65 miles per hour at the pedal and under adaptive cruise control
However, there has been a change regarding the video capture system requirement. As of May 2024, the FMCSA has removed the requirement for SDAP Program drivers to use vehicles with a forward-facing video event capture system [7].
These safety measures and technology requirements are designed to provide a controlled environment for young drivers to gain experience while minimizing risks associated with interstate trucking operations.
Embracing the next generation
The trucking industry faces both challenges and opportunities in integrating young drivers. One significant challenge is the industry’s perception among younger generations, with many viewing trucking as an outdated profession with poor work-life balance. However, this perception also presents an opportunity for companies to rebrand and modernize their image.
Safety concerns remain a major challenge, as statistics show higher collision rates among younger drivers, increasing liability and insurance costs for carriers. On the flip side, the industry has the opportunity to implement strong educational and ongoing learning programs and use advanced safety technologies to mitigate these risks.
Successful programs incorporate hands-on learning experiences that simulate real-world scenarios, with experienced drivers, leaders, and professional instructors providing leadership education, mentorship, and sharing practical insights that textbook learning alone cannot capture. This approach aligns with the mission of organizations like Next Generation in Trucking (NGT), founded by Lindsey Trent and Dave Dein. NGT is engaging the next generation of professional truck drivers and technicians at the high school and community college level, highlighting the value of trucking careers and establishing CDL learning programs within educational institutions [9] [10].
By combining practical education with mentorship and outreach to younger generations, these initiatives are combating old ways of thinking and inviting new talent into the trucking industry.
Leadership is truly about inspiring and uplifting others. It’s not merely about authority; it’s about creating an environment where everyone feels valued and heard. When team members are empowered, they contribute their best, leading to remarkable outcomes. Celebrating successes, tackling challenges together, and witnessing personal growth are all part of this rewarding journey. Building strong relationships and a sense of community is what drives a team forward and makes it unique.
In organizations that prioritize this as company culture, titles become less significant. Everyone has the chance to lead in their own way, developing a sense of ownership and accountability that strengthens the entire workforce. This comprehensive approach develops lasting leadership and strength across the organization. Ultimately, leadership is not just a position ― it’s a mindset.
Ongoing education is equally important. Regular skill refresh sessions allow drivers to stay current with evolving safety regulations, technological advancements, and industry standards. The most effective driver development approaches recognize that learning is a continuous process.
By creating supportive, comprehensive educational environments, trucking companies can help young drivers become skilled, responsible professionals who contribute positively to transportation safety and efficiency. These continued learning opportunities demonstrate a company’s commitment to professional driver development and help young drivers feel supported in their career journey.
To attract and retain Gen-Z drivers, companies should and are adopting several strategies. These include leveraging technology by investing in advanced fleet management systems, ELDs, and cloud-based technologies to create a more appealing work environment. Improve work-life balance by offering more predictable schedules and reducing time spent away from home.
Comprehensive benefits packages, including unique perks such as low or zero-tuition CDL instruction, pet-friendly policies, and 401K plans, are being offered to attract young talent. Social media platforms are increasingly used effectively for recruitment to reach and engage potential young drivers. Include a focus on providing clear career progression paths within the industry to cater to young drivers looking for long-term career prospects.
With growing environmental concerns, efforts toward sustainability and the adoption of greener technologies should be highlighted. Lastly, streamline operations by implementing user-friendly fleet and driver management systems to make the job more straightforward and technically sophisticated. By addressing these challenges and capitalizing on the opportunities, the trucking industry can work toward building a sustainable workforce for the future.
In review
The trucking and other transportation industries face significant challenges in attracting and retaining young drivers, but they also have opportunities to address these issues. If leadership in operations continues to do what they are doing, they will continue to get what they are getting. The potential benefits of adding younger professional drivers include addressing the growing driver shortage and bringing fresh perspectives and technological aptitude to the transportation industry.
However, challenges persist. Safety concerns remain a top priority, as younger drivers statistically have higher collision rates. The industry must also overcome perceptions of trucking as an outdated profession with poor work-life balance. Regulatory measures, including hours-of-service rules and enhanced CDL requirements, add complexity to the recruitment environment, challenging companies to adapt their strategies.
Looking to the future, the outlook for young drivers in the transportation industry appears promising, provided companies continue to adapt. Efforts to improve work-life balance, offer competitive compensation, and provide clear career progression paths are likely to attract more Gen Z and millennial drivers.
The industry’s increasing adoption of technology, including advanced fleet management systems and semi-autonomous features, aligns well with younger generations’ expectations for a modern workplace.
As the industry evolves, there’s a growing focus on sustainability and environmental concerns. This shift toward greener technologies and practices may appeal to environmentally conscious young drivers, possibly opening new avenues for recruitment.
Ultimately, the future success of integrating young drivers into the transportation industry will depend on companies’ ability to address these challenges while capitalizing on the unique strengths and preferences of younger generations. By doing so, the industry can work toward building a more sustainable and diverse workforce.
Citations:
1. American Trucking Associations. "Driver Shortage Update 2023." https://www.trucking.org/news-insights/driver-shortage-update-2023
2. Federal Motor Carrier Safety Administration. "Safe Driver Apprenticeship Pilot Program." https://www.fmcsa.dot.gov/safedriver
3. International Road Transport Union. "Driver Shortage Global Report 2024." https://www.iru.org/resources/iru-library/driver-shortage-global-report-2024
4. Bureau of Labor Statistics. "Occupational Outlook Handbook: Heavy and Tractor-trailer Truck Drivers." https://www.bls.gov/ooh/transportation-and-material-moving/heavy-and-tractor-trailer-truck-drivers.htm
5. SambaSafety. "2024 Driver Risk Report." https://www.sambasafety.com/resources/2024-driver-risk-report
6. U.S. Senate Committee on Commerce, Science, and Transportation. "Commercial Driver's License Age Requirements." https://www.commerce.senate.gov/2024/7/commercial-drivers-license-age-requirements
7. “FMCSA removes two requirements for young trucker pilot program. https://www.safetyandhealthmagazine.com/articles/25486-fmcsa-removes-two-requirements-for-young-trucker-pilot-program
8. “Resolution Introduced to Lift Restrictions on Qualified CDL Drivers Ages 18-20” https://senatorrothman.com/2024/04/03/resolution-introduced-to-lift-restrictions-on-qualified-cdl-drivers-ages-18-20/
9. “NEXT GENERATION IN TRUCKING PUSHES TO REACH EVEN MORE HIGH SCHOOLS WITH PROFESSIONALLY PRODUCED TRUCKING CURRICULUM, CDL TRAINING” https://driverwages.com/next-generation-in-trucking-looks-to-build-even-more-momentum/
10. https://www.nextgentrucking.org/
11. https://www.kellyandersongroup.com/