Buscor aims to strengthen its involvement in solving gender inequality in driving of hiring more female drivers in the public transport industry of South Africa. Female drivers deliver good results in terms of competency, and resilience just like their counterparts to drive our buses with professionalism.
According to Statistics SA’s new gender report, Gender Patterns in Transportation for the Years 2013 to 2020, just 21.8% of women had a driver’s license in 2020, compared with 40.1% of men. Our company values the importance of having women incorporated in the business operations.
Varied nations and areas have made very varied attempts to overcome gender imbalance in driving. This article will discuss numerous initiatives to advance gender equality in the transportation sector. The path to inclusivity necessitates a coordinated effort from society, from licensing procedures to removing discriminatory barriers.
How?
1. Access to driving instruction for all
Ensuring that men and women have equal access to driving education is one of the key stages toward solving gender inequality in driving. There is a gender gap in the subject of driving since historically, some civilizations have prioritized teaching driving to men. We can inspire women to become confident drivers and shatter gender norms by eliminating these biases.
2. Combating discriminatory insurance practices
Female drivers have not always been treated fairly by insurance companies, who frequently charge higher premiums based only on gender. Not only is this discrimination unfair, but it also keeps the gender disparity in driving in place. There should be an effort made to oppose these tactics and promote just insurance prices.
3. Promoting women in traditionally all-male professions such as driving
Promoting inclusivity requires breaking down the gender barrier in historically male-dominated driving professions. Long considered to be dominated by men, occupations like bus driving and taxi driving deter women from entering them. So as women’s skills and abilities are not undervalued, we must encourage and support them in entry into these fields.
4. Paving the Way for Gender Equality
The push for gender equality in the driving business is being led by Buscor. We take pride in giving both men and women equal opportunities to work as bus drivers at our organization. In this typically male-dominated field, women have made outstanding contributions. At Buscor, everyone is treated equally and with respect; sexism and other forms of discrimination have no place here.
The pros and cons of having female bus drivers are not inherently gender-specific but are influenced by various factors. Nonetheless, it is essential to emphasize that both male and female bus drivers can be equally competent and capable. Let us explore some potential pros and cons:
Pros:
Diversity and Representation:
Hiring female bus drivers can promote diversity and gender representation in traditionally male-dominated professions, breaking down gender stereotypes.
Expanded Talent Pool:
Recruiting female bus drivers opens the job market to a broader range of candidates, hence increased competition and higher-quality applicants.
Communication and Conflict Resolution:
Some studies suggest that women may possess better interpersonal skills, such as communication and conflict resolution, which could enhance the overall passenger experience and handle challenging situations effectively.
Positive Role Models:
Female bus drivers can serve as positive role models for young girls and women, inspiring them to pursue careers in transportation or other male-dominated fields.
Empathy and Compassion:
Female drivers may bring a sense of empathy and compassion to their role, creating a more welcoming and supportive atmosphere on the bus.
Cons:
Potential Bias and Stereotypes:
Female bus drivers may face prejudice or stereotypes about their driving abilities or physical strength, which can affect their professional growth and interactions with passengers.
Physical Demands:
Bus driving can be physically demanding, especially when dealing with large vehicles and heavy traffic. Some people might question whether women can manage these physical challenges, but this concern is often unfounded as women can be just as physically capable as men.
Workplace Environment:
The work environment, including the behavior of colleagues and passengers, can impact job satisfaction and retention for female drivers. If the work atmosphere is not supportive or respectful, it may discourage women from staying in the profession.
Recruitment and Retention:
Historically, there has been a gender disparity in certain professions, and encouraging more women to become bus drivers may require targeted recruitment efforts and measures to ensure they feel welcomed and valued in the role.
In conclusion, having female bus drivers brings diversity and representation to the profession, potentially improving communication and the overall passenger experience. However, they may face challenges related to bias, stereotypes, and work environment issues. It is essential to address these concerns to create an inclusive and equitable work environment for all bus drivers, regardless of gender. Ultimately, the key is to recognize that competence and suitability for the job are not gender-specific traits but individual characteristics that all drivers should be assessed on. At Buscor, we highly encourage female bus drivers and have several as our staff who we are very proud of and highly appreciate them.
