The inclusion of women in the trucking industry is beginning to take shape in Scania Mexico ‘s strategy , in a sector where the presence of female operators remains marginal and progress is gradual.
The low participation of women in the industry is also reflected in official data. At the end of 2025, only 1% of valid federal licenses were held by women, that is, 6,902 female operators compared to more than 717,000 men, according to the General Directorate of Federal Motor Transport (DGAF) .
The gap widens in the freight segment, where the sector’s activity is most concentrated. In this area, female participation reached 5,335 licenses, equivalent to only 0.9% nationwide, a proportion that reveals the significant room that still exists for their incorporation into freight transport.
In this context, Scania Mexico has made progress with its Scania Women Drivers program , which has already completed seven cohorts and graduated 72 women . The automaker is preparing to launch the eighth cohort, which will take place in Monterrey, Nuevo León, with the expectation of adding 10 new participants.
“We already have seven graduating classes, 72 women. So, we are very happy. This year we expect to have three more graduating classes, so that by the end of the year we will have reached 100 female drivers,” emphasized Rodolfo Hernández, Manager of Institutional Relations and Sustainability at Scania Mexico.
The program’s next step also marks a change in its structure. The eighth generation will be the first in which they collaborate with the German technical cooperation agency GIZ , in addition to having sponsors in Monterrey.
At the same time, the company secured the support of a civil association called Pro Sociedad , which will help systematize the monitoring of graduates. The goal is to obtain more precise information about their progress within the sector, from their working conditions to the challenges they face in their work, through surveys and data collection.
Until now, support for the operators has been provided directly , but the program’s growth has made it necessary to structure this process. Through this monitoring, the company seeks to understand how the graduates’ circumstances have changed and what adjustments are needed to strengthen future generations.
With three generations projected for this year , the goal of reaching the 100th operator not only represents a symbolic objective, but the beginning of a stage where the program begins to consolidate with greater reach, monitoring and measurement capacity in a sector that still has ample room to integrate female talent.
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