Why the Gender Gap in UK Transport Still Matters, and What We Can Do About It

After years of promises to make the UK transport sector more equal, the numbers show we are still not there — and in some cases, things are getting worse.

The 2025 Women in Transport Equity Index reveals that only 27% of the transport workforce is made up of women, and the overall diversity and inclusion score across the sector has actually dropped in the past year.
Worryingly, 59% of companies still report a gender pay gap of over 11%, and most have no plan in place to improve it.

This is not just a missed opportunity — it is also a business risk.

 

A Problem That Has Been Around for Years

Back in 2016, the UK government asked transport companies to make big changes. They wanted to see more women in apprenticeships, more female leaders, and a fairer workplace overall.

But nearly 10 years later, those goals still have not been met. And the numbers show progress has either slowed down — or gone backwards.

Why Are There Still So Few Women in Transport?

There are many reasons why women are still underrepresented in jobs like courier work, logistics, haulage, and even commercial aviation.

For example, a Guardian article from 2025 reports that over 90% of pilots are still men. Many women say they have experienced sexism, feel out of place in male-dominated environments, or face difficulties balancing work with family responsibilities.

In the courier and commercial driving sector, similar patterns can be seen. While some women have built successful careers in van delivery or haulage, the numbers remain low. According to a BBC News report from 2021, only about 1% of HGV drivers in the UK were women at the time. The long-standing challenges women face in the road transport industry, including inflexible and long working hours, a lack of facilities, safety concerns, and deeply rooted stereotypes. Industry experts have called for changes to improve recruitment, working conditions, and training to help attract more women into the sector.

And it starts young. A Sustrans report from the same year found that boys are almost twice as likely to cycle to school as girls. Girls often say they feel unsafe on the roads, are worried about harassment, or do not feel confident navigating busy streets. These experiences can shape how they feel about working in transport later on.

Safety and Design Still Favour Men

A Financial Times article looked at electric vehicles and found that women are less likely to drive EVs — not because they do not want to, but because of safety concerns.
Public charging points are often in dark or remote areas, which many women avoid using at night due to personal safety concerns. This shows that even new transport technology is not always designed with safety for everyone in mind.

When people feel unsafe using transport, it can affect their choices — like where they work, how they travel, or whether they stay in a job. These choices also affect businesses.
If certain groups avoid working in transport or delivery roles because of safety concerns, employers may face staff shortages, higher turnover, and increased operational strain.

Unsafe conditions can also lead to more accidents, claims, and reputational damage. For example:

• A driver might be injured during a night delivery in an unlit area.

• A vehicle could be broken into while parked in an unsafe location.

• An employee could face harassment or threats while working alone.

These incidents may result in:

• Insurance claims for injury, theft, or liability.

• Higher insurance costs, as the business appears riskier.

• Reputational harm, especially if staff raise concerns publicly or leave due to unsafe conditions.

This is why insurers and brokers should view safety and inclusion as part of the overall risk landscape — not just a workplace issue, but a factor that influences exposure, claims, and client outcomes.

What Can Insurance Brokers Do to Help?

At Ratcliffes, we believe that insurance is not just about policies — it is about supporting businesses in doing better. Here are some practical ways brokers and insurers can help close the gender gap:

• Promote safer infrastructure: Encourage clients to think about safety for all users — from delivery drivers to customers and office staff.

• Support inclusive policies: Help businesses improve working conditions, such as offering equal parental leave or flexible hours.

• Connect equality and risk: Show how improving diversity and inclusion can reduce claims, improve retention, and build a better company culture.

• Share tools and ideas: Offer practical resources such as DEI (Diversity, Equity, and Inclusion) policy templates, onboarding checklists, or annual progress review forms to help clients assess and improve their workplace inclusivity over time.

Moving Forward

The gender gap in transport is not just about numbers — it is about fairness, safety, and opportunity. It affects who feels welcome, who feels safe, and who gets left out.

For brokers and businesses, this is a chance to lead. By offering smarter cover, better advice, and more inclusive thinking, we can all help build a transport industry that works better — for everyone.