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Still a Man’s World?

Globally, only 12% of transport workers are women, according to a recent World Bank report (“Addressing Barriers to Women’s Participation in Transport”). That means most of the decisions about how we move — whether by train, bus, plane, or truck — are made without women at the table.

This lack of gender balance doesn’t just matter for fairness. It affects the quality, innovation, and safety of transport systems. More women in transport means better-designed services, cleaner mobility, and more inclusive planning for all users.

And here’s the kicker: When women are part of leadership teams, workplaces tend to be more productive, creative, and inclusive — not just for women, but for everyone.

Gender Gaps Across the Sector

In Europe, 22% of transport workers are women — but that number hides huge differences depending on the sector. In aviation, women make up around 40% of workers. In land transport (like rail and road)? Just 14%.

Leadership is another weak point. As of 2021, only 22% of EU transport ministers were women, and just 27% of members of transport-related parliamentary committees were female. The private sector doesn’t fare much better. Most women are in administrative or support roles, not technical or executive positions.

Even as more women enter the workforce overall, transport remains a slow mover on gender equality.

What’s holding women back?

The World Bank report points to several key barriers:

  • Access to education: Women represent only 35% of graduates in STEM fields (science, tech, engineering, math) — making it harder to break into technical transport jobs like piloting, mechanics, or logistics. 
  • Cultural stereotypes: Transport is often seen as “a man’s job” — tough, physical, and dangerous. That image is outdated. Today, automation and digital tools are changing the game, reducing the need for physical strength and opening new roles that suit diverse skill sets. 

Working conditions: safety and support still lagging

Let’s be honest — many transport jobs aren’t exactly welcoming to women.

From night shifts to working alone in remote areas, the risks of harassment and violence are real. And many companies lack clear policies or protections. As a result, women in transport often face aggression from co-workers, managers, or even passengers — with little recourse.

Even basic workplace needs are overlooked: think no separate toilets, no space for breastfeeding, or protective clothing that doesn’t fit women’s bodies. These gaps send a clear message: you don’t belong here.

The pay gap and glass ceiling

In theory, equal pay laws exist. In practice? Women in transport often earn up to 25% less than their male counterparts — especially in technical or senior roles. And since women are less likely to get hands-on technical experience, it’s harder for them to climb the ladder.

Globally, women make up just 17% of leadership roles in transport. That’s a lot of lost potential.

How can we change this?

To truly shift gears, we need governments, companies, and education systems working together. Here’s what can help:

  • Technical education: Scholarships, internships, and mentoring programs can help young women pursue careers in engineering, logistics, and aviation. 
  • Workplace reforms: Flexible hours, parental leave, and hybrid work can make transport jobs more family-friendly. 
  • Safety first: Strong anti-harassment policies and gender-sensitive infrastructure (like safe toilets and changing rooms) are essential. 

At EU level, initiatives like the “Women in Transport – EU Platform for Change” are promoting best practices. The Commission has also launched a toolkit for companies to improve gender balance in their workplaces.

A smarter, greener future with women on board

Boosting female representation in transport isn’t just about fairness — it’s about building smarter, more sustainable systems. Research shows that companies with more women in leadership are more likely to adopt green policies and make better decisions.

If we want a modern, inclusive transport sector — one that reflects the diverse people it serves — we need to start by removing the structural and cultural barriers holding women back.

Let’s make sure the future of mobility has room for everyone — and that more women are behind the wheel, in the cockpit, and at the decision-making table.

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