Freight Recession and Market Volatility

One of the major themes on the agenda is freight market instability. Demand has been sluggish throughout 2025, and carriers have struggled to forecast volumes amid unpredictable swings.

“It’s possible that the stronger freight market seen in the first few months of this year has continued and is resulting in some tightening of the market,” said Avery Vise, vice president of Trucking for FTR Transportation Intelligence, during last year’s WIT Accelerate! Conference.

“To be clear, this is not something that has been reflected in the spot volume or rate data for dry van and refrigerated this year, so this would be an unexpected development,” Vise continued. “On the other hand, May was a strong month for general freight truckload payroll employment, so it’s conceivable that demand for route guide freight finally is outpacing the supply of drivers, leading to a tipping point that is showing up in the spot market. Again, this is possible but would be a new development.”

Eric Starks, chairman of the board at FTR, is scheduled to provide further analysis at the 2025 event.

Labor Shortages and Workforce Engagement

Driver recruitment and retention remain urgent challenges for the industry. Fleets are not only struggling to fill open positions but also working to improve employee engagement through better pay, scheduling flexibility, and professional growth opportunities.

The Women In Trucking Association continues to highlight workforce diversity as part of the solution. According to the 2024–25 WIT Index, women now make up 28% of C-suite executives, 34.5% of company leaders, and nearly 39% in both dispatch and safety roles.

Experts from Stay Metrics (Tenstreet), F|Staff, FreeWorld, People First Consulting, R.E. Garrison, and Holcim Group will lead discussions on recruitment strategies. In addition, several fleets recognized as “Top Companies for Women to Work” — including International, XPO, Schneider National, Daimler Truck North America, and WM — will share case studies on building supportive workplace cultures.

Cargo Theft and Fraud

Security is another high-profile concern. Verisk CargoNet reported that cargo theft incidents rose by 26% in 2024 compared to the previous year, with losses estimated at over $1 billion. Increasingly, criminals are using sophisticated methods, including identity theft, falsified documentation, and fraudulent carrier impersonation.

Representatives from CargoNet, Travelers Inland Marine, DHL Supply Chain, Jarrett, and Highway will present sessions at Accelerate! 2025 focused on strategies to mitigate theft and fraud risks.

Additional Topics

Other conference sessions will cover regulatory and legal issues, emerging technologies in trucking, and driver career satisfaction.

WIT Executive Director Mary Presley emphasized the event’s focus on business value:
“Our event is not solely about entertainment. We strive to provide a well-rounded schedule that includes valuable educational sessions, a B2B Marketplace, and ample networking opportunities—delivering strong return on investment and exceptional value to our sponsors, whose continued support has been instrumental in WIT’s growth over the years.”

Looking Ahead

With freight volatility, workforce pressures, and security threats reshaping the industry, the 2025 Accelerate! The conference aims to provide actionable insights for carriers and suppliers.

More details and registration information are available at WomenInTrucking.org.

Source: The Trucker

Image Source: Women In Trucking

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Here’s a breakdown of ATRI’s 2025 top priorities and what they mean for the industry:

1. Rising Insurance Costs and Self-Insurance Advancements

With insurance premiums continually increasing, trucking companies are left exploring difficult choices like decreasing coverage, increasing deductibles, and implementing additional safety technologies. Building on past findings, ATRI aims to expand its research to explore modern trends in commercial auto insurance, including the growing role of insurance captives and self-insured retentions. This research could provide carriers with actionable insights into mitigating insurance-related challenges.

2. Evaluating FMCSA’s Entry-Level Driver Training Program

The FMCSA’s 2022 Entry-Level Driver Training (ELDT) mandate introduced a structured training program for new drivers before they could test for their Commercial Driver’s License (CDL). While this program aims to enhance safety outcomes, questions remain about its real-world effectiveness. ATRI plans to build on previous work, using expanded safety data and statistical modeling to analyze ELDT’s safety impact and its success in adequately preparing drivers for the challenges of the road.

3. The Safety Role of In-Cab Monitoring Systems

Advancements in technology have transformed in-cab monitoring systems into valuable tools for understanding driver behaviors. Previous ATRI research focused on driver sentiment toward systems such as driver-facing cameras. This new initiative plans to take a deeper approach, analyzing confidential data from in-cab technologies to identify measurable improvements in safety outcomes. Additionally, it will document strategies carriers use to maximize the benefits of this data for both safety and operational performance.

4. Revealing the Potential of Telematics Data

Despite decades of advancements, not all trucking companies fully leverage the wealth of data telematics systems can provide. These tools now offer expanded functionalities like vehicle performance analytics, safety monitoring, and compliance tracking. ATRI is set to create a comprehensive guide for carriers of all sizes to better utilize telematics data, enabling more efficient operations and strategic business decisions.

5. Addressing Cabotage Violations Across Borders

The U.S.-Mexico-Canada Agreement (USMCA) allows restricted cross-border freight transportation under specific guidelines. Nevertheless, some non-U.S.-domiciled carriers violate these rules by performing domestic point-to-point deliveries within the U.S., leading to unfair competition and jeopardizing U.S.-based trucking jobs. ATRI’s research will aim to quantify the frequency and magnitude of these violations and assess their broader economic impact.

Driving Solutions for a Complex Industry

The 2025 ATRI research agenda reflects the organization’s commitment to tackling some of the trucking industry’s most significant issues head-on. From insurance costs and driver preparation to utilizing technology and safeguarding trade practices, these studies aim to pave the way for a safer, more efficient, and economically fair industry.

Source: Commercial Carrier Journal

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At the Truckload Carriers Association’s annual meeting in Phoenix, a panel of young industry leaders tackled this issue head-on, offering insights on what makes Gen Z tick and how companies can better appeal to this new wave of workers. Commercial Carrier Journal covered the discussion, highlighting key takeaways that can help trucking adapt to the future.

Breaking Industry Stereotypes

Samantha Bodnar, president of D.M. Bowman Inc. and executive officer at The Bowman Group, admitted that despite her family’s deep roots in trucking, she initially wasn’t drawn to the industry. But after giving it a shot, she found it more exciting than expected. “Anything else after this would be boring,” she said, reflecting on how trucking’s dynamic nature changed her perspective.

Jason Douglass, Vice President of Operations & Recruiting at James H. Clark and Son, believes the industry struggles to communicate its value to younger generations. “Drivers can make $100,000 a year,” he pointed out. As a former driver himself, he understands how life-changing that earning potential can be. Yet, many young people don’t see trucking as a viable path, largely due to outdated perceptions.

However, Gen Z isn’t solely motivated by money. Ryan Whelan, Fleet Sales Representative at Volvo Trucks Canada, emphasized, “The new generation doesn’t see their job as just a paycheck.”

What Matters More Than a Big Salary

For Gen Z, work-life balance and a positive workplace culture often outrank high earnings. Douglass put it plainly: “We’re looking for a culture of respect and a home-life balance. Employees want to be heard, and they want to be validated.” He added, “We saw our parents get laid off from jobs, so we don’t feel that loyalty back. We want to work our asses off, get respected for the work we do, and we want time at home.”

This shift in priorities means that trucking companies relying on old-school management styles will struggle to retain young talent. Instead, businesses need to foster an environment where workers feel valued, respected, and supported.

Expanding Awareness Beyond the Driver’s Seat

One major barrier preventing more Gen Z workers from considering trucking is the misconception that the industry only offers driving jobs. Whelan pointed out that many university graduates overlook trucking because they don’t realize how many different career paths exist within it.

To change that perception, trucking companies must actively promote the industry’s diverse opportunities. Engaging with schools, leveraging social media, and sharing real-life success stories can all help reposition trucking as a dynamic and rewarding career field.

Culture-Focused Hiring Pays Off

In recent years, the leadership team’s average age has dropped by more than a decade at D.M. Bowman Inc. Bodnar explained that this wasn’t a calculated strategy but rather a natural result of hiring employees who fit the company’s culture.

“If we hire someone that has the culture we want, they just enjoy work more,” she said. Though this approach may take longer, it leads to a stronger, more engaged workforce. “You want to enjoy going to work every day.”

Douglass echoed this sentiment, urging companies to be intentional about hiring. “If somebody is not a right fit for your company, move on to the next applicant.” He believes the so-called “driver shortage” stems from mismatches between drivers and employers. “The driver shortage is because the wrong drivers are with the wrong company.”

Bridging the Generational Gap Through Mentorship

Older truckers take decades of knowledge and experience with them as they retire. Douglass believes mentorship is the key to keeping that wisdom in the industry. “Every carrier has at least one driver who is just chomping at the bit to be a mentor,” he said.

Structured mentorship programs don’t just help preserve industry knowledge; they also create a sense of support for younger employees, making their transition into trucking smoother.

Source: Commercial Carrier Journal

Image Source: (Commercial Carrier Journal) Brad Klepper, President, Driver’s Legal Plan; Samantha Bodnar, President, D.M. Bowman Inc. and Executive Officer, The Bowman Group; Jason Douglass, Vice President, Operations & Recruiting, James H. Clark and Son; and Ryan Whelan, Fleet Sales Representative, Volvo Trucks Canada

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