The coach sector needs to work hard to remove barriers to entry and inspire potential new drivers, stresses Simon Ingham, Commercial Manager at Edwards Coaches
Edwards Coaches is proud to have been named as official travel partner to Team Wales in the Commonwealth Games in 2026. Needless to say, we are going to be busy transporting athletes to and from Glasgow next year, and it is an honour and a privilege for us to do so.
I’ve been fortunate enough to attend various countdown events to the Games. There, I’ve heard many inspirational stories about how athletes started on their sporting journey. Often, it was an interest, hobby or desire that was nurtured over time to get them onto the world stage.
This got me thinking: do we do enough in the coach industry to nurture the interests of young people to pursue a profession in the sector and could intervention help us tackle the shortage of drivers in the coach industry?
I may well be an exception, given that my interest dictated early on that I would likely end up in the industry. However, for many, a life on the coaches or buses probably isn’t seen to be “sexy” enough to pursue. Or is it the case that there are too many barriers that prevent individuals from becoming drivers? Perhaps it’s a mix of both. Getting through to the initial interview stage may be too challenging.
In terms of licence acquisition, candidates are required to pass multiple modules in advance of getting behind the wheel. This may be off-putting for some, and these may opt for a career in which there are fewer barriers to entry.
We should shout more about the benefits and try to reinstate the high status that the driving profession used to have
The Confederation of Passenger Transport (CPT) recently commented that driver shortages are a persistent barrier facing our industry. Statistics referred to include a 12.4% shortage of coach drivers and 3.4% shortage of bus drivers.
CPT and other organisations are appealing to the government to lift the 50km regular service limit for 18-19-year-olds as one measure to combat the shortfall in driver numbers.
CPT is also campaigning to allow training through theory and off-road modules before a provisional licence is issued. Removing these barriers would be an additional lifeline for our industry.
Furthermore, Women in Bus and Coach (WiBC) Chair Louise Cheeseman has called for more volunteers to help advance diversity in the industry. Speaking at the WiBC Summit in Birmingham, Ms Cheeseman praised progress made by the organisation in its first two years but said more support was needed to gain and retain women and foster inclusive workplaces, also in the interests of addressing shortfalls.
What else can be done? Certainly, we should shout more about the benefits and try to reinstate the high status that the driving profession used to have. We should collectively try to push it as a career option more, stressing the perks that it offers.
We should collate case studies and share them with young people, highlighting drivers’ lives. We should also find ways to nurture and encourage careers in the industry.
For example, are young people aware that, as a tour driver, you are often driving state-of-the-art vehicles to holiday hotspots and that you get to spend time off at these popular resorts? It is a great opportunity to see the world and get paid for it. Young people probably don’t realise that this is achievable once age permits and a certain amount of experience is under their belt.
We should attend careers fairs – not just to promote driving jobs but longer-term careers in the industry, too. We should nurture those who aspire to have a career in our industry and do what we can to inspire others.
We should be mindful of the barriers to entry and consider what is reasonable to improve access to the vocation, continuously thinking about the next generation.
It needn’t be a career people simply fall into by chance.
Without a doubt, it’s a marathon and not a race, but one that needs constant attention to secure a sustainable future.
