Women in Bus and Coach (WiBC) has now been in existence since June 2023. Since our launch, it has been refreshing to see so many people keen to play an active role in transforming the road passenger transport sector.
This industry has long been viewed as predominantly male-dominated, but we are now witnessing growing interest from operators, manufacturers, and the wider supply chain in promoting inclusion and empowerment for women.
Over the past 18 months, there has been a gradual rise in women looking to enter the coach, bus and community transport sector – whether behind the wheel, in leadership roles, or in technical positions. Women are stepping into roles once deemed out of reach. It is not just about breaking down barriers; it is about fostering an environment where women can thrive and excel.
Simple yet significant improvements are being introduced, such as additional women’s toilet facilities and sanitary provisions. Though this may seem a minor detail, when there is only one women’s toilet in a large bus garage employing hundreds of staff, it hardly sends the message that the workplace is fully fit and welcoming for women.
Many bus companies are now running initiatives to specifically recruit and train women for driving roles, which have traditionally experienced a gender imbalance. Coach and bus operators have embraced targeted recruitment campaigns, including awareness programmes, women-only training classes, and mentorship opportunities for those interested in driving roles. These steps are showing positive results, as the number of women drivers continues to climb.
Training and professional development has also been pivotal in empowering women. Over the past year, WiBC has introduced a scheme allowing women to apply to spend a year as a board member. After all, how can we encourage women to become industry leaders if they are not exposed to what it looks and feels like at board level? We appointed our first director mentee this year. The number and calibre of applicants was phenomenal, raising the question of why these talented women are not already a key part of succession plans.
While there is much to celebrate, we must also recognise the challenges that remain. The coach, bus and
community transport industry still faces a gender gap, especially in senior leadership and technical roles, and some women continue to encounter stereotypes. The COVID-19 pandemic highlighted how essential public transport is, and with that came an awareness of how important it is for our workforce to reflect the diversity of the communities it serves. It is therefore imperative that we continue to challenge outdated views and dismantle barriers, ensuring that all women who want to join the sector can do so without facing gender-based obstacles.
The future for women in the coach, bus and community transport industry is bright. In the years ahead, we must keep pushing for greater representation – not only in sheer numbers, but also in terms of influencer roles and ongoing support for those just beginning their careers in this vital sector.
