The Canadian trucking industry, a crucial backbone of the nation’s economy, is currently facing a critical challenge, over 20,000 vacant driver positions, according to a recent report from Price Waterhouse Coopers (PwC). The report also predicts that without intervention, this number could swell to 30,000, further exacerbating the existing shortage. Citing data from Trucking HR Canada’s Labour Market Snapshot, the report notes that 34,300 truck drivers were expected to leave the industry in the current year, emphasizing the urgency of addressing the situation.
PwC’s report identifies several key challenges contributing to the shortage, with two prominent factors standing out: the difficulty of attracting young people to the profession and the profession’s poor image. These factors, each accounting for 33 percent of the driver shortage, highlight the need for a comprehensive strategy to enhance the appeal and perception of trucking careers. Other challenges include competition from other logistics jobs (17 percent), difficulty in attracting women (nine percent), and high training costs (eight percent).
A noteworthy concern highlighted by the report is the aging demographic of truck drivers, with the average age increasing from 44 to 49 years old. This trend, if left unaddressed, could lead to a further increase in the average age, creating challenges for the industry. The report also sheds light on the challenges faced by drivers within the profession, including limited personal time (58 percent), long working hours (17 percent), long waiting times (17 percent), and safety issues (eight percent).
The PwC report emphasizes the need for innovative solutions to attract and retain drivers. Among the proposed solutions is the introduction of driver relay models, allowing for a more balanced work-home schedule. Relay models involve drivers handing off a truck or trailer to another driver at a predetermined location, offering flexibility in distance traveled and opening opportunities for regional-only jobs. The report suggests that this approach could enhance working conditions and increase interest in the profession.
The federal government’s recent move to open the first round of invitations for transport occupations through category-based selection in Express Entry is noted in the report. Additionally, it highlights the potential benefits of advanced technologies, such as driver relay models, to improve drivers’ work-home balance.
According to the PwC survey, nearly eight in 10 (79 percent) of employer respondents agree that introducing advanced technologies, like driver relay models, is crucial for improving drivers’ work-home balance. This innovation is identified as the top way to ensure worker retention in the industry (86 percent). It surpasses other factors, including better treatment of drivers at delivery/pick-up sites (71 percent), improvement in highway infrastructure (64 percent), and safe and secure parking/rest areas/facilities (43 percent).
The report underscores the importance of distinguishing between compliant, professional carriers and practices like “Driver Inc.,” which may contribute to the turnover and exit of drivers from the industry. Ottawa’s investment of $26.3 million in 2022 to target the “Driver Inc.” practice is acknowledged as a step towards addressing unscrupulous tactics that impact the driver shortage.
The truck driver shortage in Canada demands a comprehensive and collaborative approach to attract, retain, and support professionals in the industry. As the nation navigates these challenges, Directpath Canada stands ready to provide recruitment, immigration, and settlement services that align with the evolving needs of the trucking industry. Connect with us to explore how our expertise can contribute to overcoming the current challenges and building a sustainable future for the Canadian trucking sector.
Jon Eric de Belen, RCIC
