Bridging the Gender Gap in Transport: Challenges, Solutions, and Opportunities

The report highlights the significant gender gap in the global transport sector, where women face systemic barriers in employment, leadership, and career advancement. It calls for policy reforms, workplace inclusion, and education initiatives to foster gender diversity and create equal opportunities for women in transport.

The transport industry remains one of the most male-dominated sectors globally, with women comprising just 12 percent of the workforce across transport and storage. The numbers are even lower in land and water transport, where female representation stands at 5 percent and 10 percent respectively. Aviation is slightly ahead, with 38 percent of its workforce being women, but most of them hold administrative and customer service positions rather than technical or leadership roles. The absence of women in this field is more than just a workforce imbalance—it restricts economic growth, innovation, and service quality.

A report by the World Bank takes a deep dive into the challenges that women face in the industry, with a special focus on Europe and Central Asia (ECA) and the Middle East and North Africa (MENA). While gender inclusion is increasingly recognized as a priority, systemic barriers continue to hinder women's entry and advancement in transport careers.

A Hostile Environment: The Challenges Women Face

Women attempting to build careers in transport often encounter deeply entrenched barriers. One of the most fundamental issues is the gendered career pipeline, where women are underrepresented in STEM (Science, Technology, Engineering, and Mathematics) education. In many countries, fewer than 20 percent of transport-related STEM graduates are women. This is largely due to persistent gender stereotypes that discourage young girls from pursuing careers in technical fields. Even those who do manage to break into the industry face widespread workplace discrimination and harassment, which creates an unsafe and unwelcoming environment. Gender-based violence and harassment (GBVH) remain significant deterrents, particularly in male-dominated workplaces such as public transport operations and logistics.

Rigid work structures also pose a significant obstacle. Many transport jobs involve long, inflexible hours and night shifts, which disproportionately disadvantage women, especially those with caregiving responsibilities. In some countries, laws still restrict women from working night shifts, further narrowing their career options. Additionally, the lack of family-friendly policies, such as paid maternity leave, childcare support, and career re-entry programs, means that many women struggle to sustain long-term careers in the sector.

Another major issue is the absence of gender-disaggregated data in transport employment. Without accurate data, it is difficult to track progress or design policies that effectively address the gender gap. Many companies fail to collect or utilize gender-specific employment data, making it challenging to evaluate whether initiatives for women's inclusion are making a difference.

Regional Realities: ECA and MENA Perspectives

The challenges faced by women in transport vary across regions, with Europe and Central Asia (ECA) and the Middle East and North Africa (MENA) presenting unique obstacles. In the ECA region, women make up only 20 percent of the workforce in transport, and their roles are largely confined to administrative and customer service positions. Leadership and technical roles remain overwhelmingly male-dominated, making career progression difficult.

The MENA region presents even more significant hurdles, with the lowest female workforce participation in transport. Cultural norms, legal barriers, and restrictions on women's mobility severely limit their opportunities. Many women in the region struggle with a lack of safe public transportation, which directly impacts their ability to work in the sector. While some MENA countries have introduced initiatives to address these issues, progress remains slow, and women continue to face significant challenges in securing meaningful employment in transport.

Bridging the Gap: Strategies for Inclusion

To close the gender gap in transport, the report outlines several key strategies that require the involvement of policymakers, employers, and educational institutions. Governments must take the lead by introducing policies that encourage women's participation in STEM education through scholarships, career guidance programs, and mentorship opportunities. Legal reforms should eliminate restrictions on women's working hours, strengthen anti-harassment policies, and enforce equal pay regulations to ensure fairness in the workplace. Additionally, family-friendly policies such as paid parental leave, flexible work schedules, and affordable childcare services must be implemented to support women's long-term career growth in the sector.

Employers also have a significant role to play in creating inclusive workplaces. Companies should revise their hiring and promotion practices to ensure equal opportunities for women, including setting gender quotas for leadership positions. Workplace safety measures must be strengthened to protect women from harassment, and secure transport options for female employees—especially those working night shifts—should be provided. Mentorship programs and leadership development training can also help women advance in their careers and break into traditionally male-dominated roles.

Educational institutions, too, must do their part by increasing women's representation in transport training programs. Partnerships between universities and transport firms can offer internships and apprenticeships to help women gain industry experience. Gender sensitivity should also be integrated into curricula and training programs, ensuring that students are aware of the importance of diversity and inclusion in transport careers.

A Powerful Network: Women in Transport (WiT)

A promising initiative highlighted in the report is the Women in Transport (WiT) Network, led by the World Bank. This global network aims to connect female professionals, industry leaders, and educational institutions to create new career pathways for women in transport. It also serves as a platform for sharing best practices, advocating for gender-inclusive policies, and promoting leadership development programs.

The WiT Network has already influenced transport policies in several countries, helping to increase female representation in leadership roles. By providing mentorship opportunities, facilitating policy discussions, and fostering collaboration between industry stakeholders, this network is playing a vital role in shaping a more inclusive future for women in transport.

Shaping the Future: Why Gender Diversity in Transport Matters

The transport sector is at a crossroads. While awareness of the importance of gender diversity is growing, real change requires collaborative action from governments, businesses, and civil society organizations. Addressing the barriers that prevent women from advancing in transport is not just about equality—it is also about enhancing efficiency, innovation, and sustainability in the industry.

Studies have shown that gender-balanced teams lead to better decision-making, improved productivity, and more customer-focused service delivery. Women bring unique perspectives to urban mobility planning, transport safety, and public transit operations, making transport systems more efficient and responsive to diverse needs.

As digital and sustainable mobility solutions continue to transform the industry, ensuring that women have a seat at the table is more important than ever. By implementing gender-responsive policies, fostering leadership opportunities, and creating inclusive workplaces, the transport sector can unlock its full potential and contribute to more equitable economic growth. The journey toward gender equality in transport may be long, but with determined action and commitment, it is well within reach. Now is the time to take the necessary steps to ensure that women are not just passengers, but active leaders in shaping the future of transport.