Mexican logistics is at a crucial juncture. As supply chains evolve toward increasingly digital, automated, and regulatoryly demanding models, the sector faces a challenge that threatens to become one of its major bottlenecks: a shortage of specialized talent .

That was one of the central themes of the panel “Efficiency and compliance: The key role of training in the freight forwarder”, held during the 8th Congress of the Mexican Association of Freight Forwarders (Amacarga) , where representatives of the government, business associations and specialists agreed that the professionalization of human capital will be decisive to sustain the logistical and commercial growth of Mexico.

During her presentation, Claudia Alexandra Patrón, Director of Logistics and Supply Chain at the Ministry of Economy (SE) , affirmed that there is a growing interest among younger generations in pursuing professional careers in logistics and foreign trade. As an example, she highlighted that 90% of the 45,000 users of the Ruta Logística platform are under 44 years old.

“The need for training exists, and new generations are looking for places to do it,” he said.

The official explained that the success of these platforms has also been reflected in the demand for recorded content, as some training modules have exceeded 12,000 views on YouTube.

However, he warned that the growth of the logistics sector is putting significant pressure on the availability of skilled talent . According to data shared during the panel, Mexico currently faces a shortage of nearly 30% of trained personnel to meet the sector’s operational needs.

“We can have the best ports, the best warehouses, and the best infrastructure, but someone has to operate all of that. Artificial intelligence cannot make decisions on its own,” he argued.

The logistics director emphasized that this challenge will be even more relevant considering that the logistics sector maintains growth expectations of close to 7% annually.

One of the concepts that took center stage during the panel was micro-credentialization , a training model focused on certifying specific skills through short, flexible courses supported by technologies such as blockchain .

Victor Cruz, vice president of Amacarga, pointed out that this type of tool responds to a global context where constant updating is no longer optional.

“The World Economic Forum determines that 50% of workers will require an update in the next five years to remain relevant,” he commented.

He added that micro-credentials allow for traceability of acquired knowledge and make it easier for people to demonstrate their skills on digital platforms and professional networks.

Francisco Javier Lagunes, president of the National Association of Importers and Exporters of the Mexican Republic (ANIERM) , explained that micro-credentialing does not replace traditional training models, but rather complements the educational and labor ecosystem.

“Micro-credentialing seeks to address the need to train people in the short term and as quickly as possible,” he emphasized.

He explained that the goal is to generate certifications focused on specific skills within broader job functions, allowing workers to be trained in a specific and practical way.

However, both Lagunes and Claudia Patrón agreed that Mexico must take advantage of all available tools to professionalize the sector: diplomas, job skills, certifications, standards and academic training .

“We shouldn’t leave everything aside. We have to use the full range of tools,” Patrón stated.

Another topic that emerged during the conversation was the lack of accurate information on logistics human capital in Mexico.

Claudia Patrón acknowledged that the country still lacks reliable statistics on how many specialized professionals actually exist in logistics and foreign trade, as well as on the specific training needs within the industry.

“We need a lot more statistics in Mexico. There’s a whole universe of real data traceability that’s been lost,” he commented.

He added that this situation also reflects a cultural problem related to the monitoring of studies, censuses and the collection of sectoral information.

Nevertheless, he insisted that the demand for training is already evident and that institutions have a responsibility to respond with useful and accessible tools .

In that regard, he shared a piece of data that he considered especially worrying: only two out of every 10 micro, small, and medium-sized enterprises (MSMEs) have at least one person specialized in logistics.

“Everyone handles logistics, but not everyone has specialized personnel. And that ends up complicating operations,” he explained.

According to him, a large part of the errors, delays or fraud in international operations stem from a lack of knowledge about processes, documentation and regulatory compliance.

Training and labor compliance under the USMCA

The panel also addressed the growing relationship between training, labor compliance, and international trade.

Raúl Martínez Flores, director of Regulations, Support for Social Dialogue and the New Labor Culture of the Ministry of Labor and Social Welfare (STPS) , recalled that, after the entry into force of the Treaty between Mexico, the United States and Canada (USMCA) , Mexico assumed labor commitments linked to rights of freedom of association and collective bargaining, which may lead to trade disputes through the Rapid Response Labor Mechanism.

Currently, he explained, there are 47 cases related to this mechanism, most of them driven from the United States.

“The United States could even tell a company: since you don’t respect those rights, your goods will no longer be allowed in,” he noted.

The official emphasized that many companies may commit violations due to a lack of knowledge, which is why labor training becomes strategic to avoid commercial disputes.

In addition, he highlighted that the STPS maintains free training programs such as PROCADIST and internal instructor training schemes for companies.

Martínez Flores also invited business organizations to become external training agents and develop specialized programs for their industries.

Digitization, collaboration and dignification of the sector

The participants agreed that the future of Mexican logistics will depend on three main factors: digitalization, collaboration, and dignifying the sector.

Claudia Patrón argued that for many years each actor in the chain worked in isolation: customs agents, freight forwarders, importers, exporters, and authorities.

Now, he said, it will be essential to build a joint vision between the private sector, government and academia to develop training solutions aligned with the real needs of the country.

“We need to work together. It’s the only way to generate solutions and provide adequate training,” he stated.

He also highlighted the importance of recognizing the strategic value of logistics within the Mexican economy.

“Logistics doesn’t just move goods, it moves economies and connects nations,” he emphasized.

For his part, Javier Lagunes asserted that Mexico has a historic opportunity to consolidate itself as a logistics hub in North America and as a strategic link with Asia, Europe, and Africa.

However, he cautioned that achieving that goal will depend on the country’s ability to train specialized talent more quickly and efficiently.

“We need competent people to do things better and have greater productivity,” he stressed.

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Driver training has become one of the most important areas of focus for the trucking industry , in an environment where labor shortages are already limiting operations nationwide. In Mexico, the deficit is around 99,000 drivers , which directly impacts the sector’s operational capacity.

More than 90,000 trucks remain idle due to a lack of drivers, according to the International Road Transport Union (IRU) and the National Chamber of Freight Transportation (Canacar) . In this context, training has ceased to be a supplement and has become an operational strategy: it not only attracts and retains talent, but also improves truck performance and reduces costs associated with breakdowns and corrective maintenance.

From Tamaulipas , the Nuevo Laredo Freight Carriers Association (ATC) has focused part of its efforts on addressing this need through training programs, while, in parallel, the foundation linked to the organization promotes training programs for operators and young people interested in joining the sector, according to Pedro Lozano, president of the ATC, and with initiatives led by Yvette Bazán at the head of the foundation .

One of the main challenges identified is the preparation of operators in key skills for international operations , particularly in the use of the English language, necessary for their interaction at crossings into the United States .

To address this need, the association is working on developing technological tools that facilitate the continuous learning of operators, including solutions based on applications with artificial intelligence geared towards practicing the language in real-world contexts, Lozano explained.

At the same time, the foundation linked to the ATC has consolidated a support model focused on training new generations. Through resources obtained at industry events, scholarships are channeled to operators and young people interested in joining the industry, with the aim of strengthening the trucking workforce .

In addition to training, the association also promotes exchange spaces between companies to share best practices in operational and management issues, with the intention of raising the professional level of the sector as a whole.

This approach seeks to address one of the structural challenges of the trucking industry: the availability of trained operators in an increasingly demanding environment in terms of operation, safety and compliance.

In this context, the commitment to training not only responds to an immediate need, but also to building more sustainable conditions for the long-term development of the sector.

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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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The narrative surrounding transportation and its connection to productive activities is once again taking center stage, this time with the conclusion of an audiovisual project driven by the industry. Isuzu Motors de México announced the premiere of the fourth and final season of “Los Imparables” (The Unstoppables) , a documentary series focused on the stories of customers and their operations in different regions of the country.

The launch is scheduled for April 18th through the brand’s official channels , where five case studies will be presented, reflecting diverse business sectors, from food to construction materials. In this final installment, the series revisits experiences related to the continuity of family businesses, growth from small operations, and the consolidation of companies in their respective markets.

Among the episodes are stories like that of Pastes Kiko’s in Pachuca, Hidalgo, linked to the permanence of a family business ; Administradora de Aceros y Materiales, in the State of Mexico, which arose from a personal need; and Botanas Fryen, in Michoacán, which evolved from home production to a more structured operation.

Also included is the story of Distribuidora de Pollo Roca , in Jalisco, focused on family work, and Pasteurizadora Jersey, in Tijuana, Baja California, with a long-term history in the food sector.

According to Isuzu, the series aimed to showcase the role of these operations in the everyday economy , emphasizing the human element behind transportation and distribution. With this final season, the project concludes after four installments.

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The shortage of operational personnel in the trucking industry is a multifaceted challenge that demands coordinated solutions among the various stakeholders . Based on this premise, the Daimler Commercial Vehicles Mexico Distributors Association (ADAVEC) , the Comprehensive Management Center (CEDEMI), Daimler Truck Mexico , and Tecnomotum , in conjunction with the Association of Women Operators (AMO) , joined forces to develop an initiative focused on the inclusion and professionalization of women operators.

As a result of this strategic alliance, a comprehensive training program for female operators, unique in its kind, was designed to strengthen women’s participation in a sector that is key to the national economy. “For us, the future of transportation in Mexico is in the hands of women,” stated Fernando Lascurain, director of ADAVEC and CEDEMI .

The program comprises 180 hours of intensive training spread over five weeks, combining specialized theoretical instruction with hands-on practice in simulators and real-world vehicles. The training is delivered according to international quality standards, aligned with ISO 9001:2015 , and is the first course of its kind implemented in Mexico City.

“For CEDEMI, this day represents much more than the start of a training program. It reflects our commitment to developing talent through a professional, structured approach aligned with the real needs of the trucking industry,” Lascurain stated.

From a technological perspective, Pedro Rivera, CEO of Tecnomotum, highlighted that the security systems developed by the company play a key role in increasing the confidence of operators, by reducing the risk of theft by up to 10 times and contributing significantly to the prevention of road accidents.

“The operators have told us that technology supports them, protects them, and allows them to perform their work better. In many cases, they even show a greater openness to technological adoption than traditional operators, which reinforces our interest in participating in these types of initiatives,” Rivera stated.

For her part, Marcela Barreiro, president and CEO of Daimler Truck Mexico, emphasized that the incorporation of women into the operation of road transport generates impacts that go beyond the business sphere , translating into social and personal benefits.

“The participation of women operators has significant social implications. It not only responds to our clients’ need for more qualified personnel, but also opens up opportunities in a sector where women are demonstrating that they can thrive and build solid professional careers,” Barreiro emphasized.

Paola Moncada, president and co-founder of AMO, highlighted that one of the program’s strengths lies in the support network that assists the initial eight participants, who have decided to join this training primarily motivated by the well-being of their families .

“During the interview process, they all agreed that their main motivation is their children and their families, who are waiting for them at home and represent the driving force behind this important decision,” Moncada mentioned.

The president of the Association of Women Operators also acknowledged the challenges aspiring women face, including the cost of training, obtaining licenses, lack of experience, and the prejudices that still persist in some companies. However, she emphasized that projects like this not only facilitate access to initial financing but also raise awareness within the industry and create real opportunities for women’s employment.

Finally, Alexia González, general treasurer of the National Chamber of Freight Transportation (Canacar) , reaffirmed that the sector has a supportive base of women that promotes inclusion and provides a supportive and safe environment.

“Today there are women within the industry who are willing to accompany and support them. Together we can build a more inclusive industry and, in the long term, make this profession one of the most attractive so that more women decide to join as operators,” she concluded.

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The shortage of drivers remains one of the main structural challenges for the trucking industry in Mexico , a problem that is not new, but continues to condition the operation and growth of the sector.

This deficit is not only a reflection of an industry perception, but also a documented problem at a global level.

According to the International Road Transport Union (IRU) and the National Chamber of Freight Transport (Canacar) , in Mexico the deficit is around 99,000 operators , a figure that already directly impacts the operational capacity of road transport.

In fact, Canacar has pointed out that this lack of personnel has left more than 90,000 vehicles idle due to a lack of operators , while internationally the situation is replicated on a larger scale, demonstrating that it is a structural challenge and not isolated to the Mexican market.

In this context, companies have had to focus part of their strategies not only on attracting talent, but also on retaining it and making it more efficient. Training has become a key element in reducing turnover, optimizing unit performance, and avoiding corrective maintenance that impacts operating costs.

At the same time, the proper use of vehicles and the technical training of operators are positioned as factors that directly affect the useful life of the units, in an environment where efficiency is increasingly crucial for profitability.

Under this scenario, Isuzu Motors de México is focusing its strategy on supporting its customers—both fleet operators and retailers—in developing operational capabilities. The company has committed to strengthening operator training as a way to address this structural challenge in the sector.

“For several years we have been focused on assisting our clients to provide their operators with the necessary training so that they can maintain and operate the units according to the needs of each vehicle,” José Manuel García Soria, the company’s Fleet Development Manager, explained to T21.

The automaker also highlighted reliability as one of its main differentiators, particularly in its diesel engines, where, according to García, fuel efficiency and durability continue to be key attributes for its customers.

In that context, the firm maintains in its portfolio the range of Euro 6 vehicles , corresponding to the 2026 model year, while advancing in the incorporation of new products, such as its D-Max pickup, which is expected to arrive soon in the Mexican market.

In an environment where operational challenges persist , the combination of technology, efficiency, and human capital is emerging as one of the main routes to sustain the operation of road transport.

In 2025, the Japanese automaker sold 5,910 units at retail, which represented a 10% increase compared to 2024.

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The shortage of truck drivers is one of the main structural challenges facing the trucking industry  , and the trend continues to worsen. Figures from the International Road Transport Union (IRU) warn that the sector remains stagnant in talent development and that, by 2028, the shortage of drivers could reach unprecedented levels globally, with more than 106,000 vacancies projected in Mexico alone.

Faced with this scenario, Daimler Truck Mexico and its dealer network are betting on a training model that seeks to give greater structure to the development of operators , with programs ranging from basic training to officially backed certifications.

The effort is neither recent nor improvised. The project, explained Fernando Lascurain, general director of the Daimler Commercial Vehicles Distributors Association (ADAVEC) , took about four years to consolidate. Today, through the Comprehensive Management Center (Cedemi), a 180-hour course is offered to people with no experience operating tractor-trailer trucks , as well as training programs for instructors and online training through the company’s platform.

Erika Paz, Senior Marketing Manager for Daimler Truck Mexico, explained that part of the strategy is being developed in conjunction with organizations such as the National Chamber of Freight Transportation (Canacar) and the Industrial Job Training Centers (Cecati) , through the loan of trucks for operator training. Under this program, nearly 800 operators were trained last year .

One of the differentiating factors, they agreed, is the institutional support . The courses are recognized by the Ministry of Labor and Social Welfare (STPS) and the Ministry of Infrastructure, Communications and Transportation (SICT) , and are also integrated under quality standards such as ISO 9001, which gives them curricular value.

The strategy also extends to operations. The model aims to connect the manufacturer with its distributor network to offer comprehensive solutions to customers, in an environment where the availability of operators directly impacts business continuity.

In this context, training ceases to be a complement and becomes one of the main drivers for sustaining the operation of the trucking industry . Because the problem is no longer just attracting talent, but training it and doing so on time.

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El cargo Daimler Truck Mexico promotes talent development in response to a shortage of truck drivers apareció primero en T21.

The push to incorporate more women into the trucking industry in Mexico has entered a new phase. The Scania Women Drivers program , which began as a training initiative, now seeks to consolidate itself as a movement with sustained impact .

The challenge, however, remains profound. Women’s participation in freight transport operations is still limited in a sector historically dominated by men.

The gap in operations is most evident in the official figures. According to data from the General Directorate of Federal Motor Transport (DGAF) , at the end of 2025, only 1% of valid federal licenses belonged to women , with just 6,902 female operators compared to more than 717,000 men.

In the cargo segment, where the greatest activity is concentrated, female participation reaches 5,335 licenses, which is equivalent to just 0.9% at the national level , demonstrating the wide margin that exists for their incorporation into the sector.

This limited participation is compounded by an additional challenge. According to the International Road Transport Union (IRU) , the sector faced a shortage of around 99,000 operators by 2025, a scarcity that is beginning to put pressure on companies’ operations.

In this context, Scania Mexico announced the launch of a new cycle of its Scania Women Drivers program , scheduled to begin in 2026, with the addition of three new cohorts. This will bring the total number of trained cohorts to 10 , solidifying its position as one of the most consistent initiatives for increasing female participation in freight transport.

This is significant progress. For years, the presence of women in the trucking industry has been limited, both in operations and in technical areas. In response to this situation, the program has evolved into a more structured model, with an emphasis on professional development and employability .

This new phase will be developed in collaboration with GIZ Mexico and the develoPPP program, strengthening training standards. The approach includes not only technical training , but also the development of professional and soft skills, as well as job placement programs that facilitate entry into the formal sector.

The goal is to move beyond the perception that operating a truck is a restricted domain. Under the “Drive Like a Woman” concept , the initiative seeks to redefine this idea and position it as a standard of leadership, precision, and resilience within the industry.

The results are beginning to show. To date, the program has trained seven generations, with more than 70 graduates and a job placement rate of nearly 80% , which points toward greater economic independence and permanence in the sector.

Beyond the numbers, the change lies in the approach. Scania Women Drivers is no longer an isolated effort but a continuous strategy aimed at strengthening communities, opening opportunities, and contributing to a more inclusive and sustainable transport system.

Scania Mexico announced that it will soon release more details about this new phase, which aims to further expand the program’s reach in the coming years.

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PepsiCo Foods reported the implementation of a forklift simulator-based training program at its main logistics centers in Mexico City, Guadalajara, and Monterrey. This included the acquisition of three Apex Simulators simulation systems that will allow operators to train under controlled conditions and with precise performance metrics

“Forklift simulation has become a key tool for companies seeking to raise their safety standards and operational efficiency. Training in virtual environments allows for the development of critical skills, reduces risks, and significantly optimizes operator preparedness before entering real-world operations,” said José Miguel Montoya, Commercial Director of Apex Simulators.

The forklift simulator reproduces warehouse scenarios where operators can more safely develop their skills with loading and unloading maneuvers , operation in confined aisles, and simulation of real warehouse conditions.

The simulators also feature advanced telemetry that records every movement of the operator, facilitating objective evaluation and the identification of areas for improvement. In addition to providing training in safety protocols , they help strengthen the learning curve of future forklift operators and identify areas for improvement. Implementation in Mexico City, Guadalajara, and Monterrey allows the company to standardize training processes nationwide. This ensures that operators receive standardized training , optimizes training time, and reduces risks during training. The project also contributes to strengthening the industrial safety culture by integrating preventative practices from the earliest stages of training.

The company highlighted that these types of initiatives reflect the evolution of industrial training towards more technological, measurable models focused on risk prevention , which positions simulation as a key component for the transformation of operational training in the country.

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Among rows of trucks ready to depart, the world of transportation is transformed when these women climb into the cab and take ownership of the road. It’s not the roar of the machinery that makes the difference, but the way three women have burst onto a scene in a profession narrated for decades from a single perspective. Yareli, Sandra, and Andrea are turning a new page—courageous, challenging, and profoundly human .

Yareli: the pride of a family that was always on the road

The first time Yareli Hernández got on a truck, she was just a teenager. She came from a whole family of truck drivers: her grandfather, father, and uncles. It wasn’t a sudden decision for her, but the result of years of persistence: “Teach me, teach me,” she had repeated for as long as she could remember.

At 18 she was already accompanying road trips; today, at 28, she is a primary distribution driver at Coca-Cola FEMSA , capable of operating even full configurations.

For her, driving is a balance between pride and responsibility. Every day begins with a medical check-up, including blood pressure, pulse, and physical and mental well-being; then a complete inspection of her vehicle, tires, oil, trailers, and documents.

“Everything has to be perfect,” she said. Yareli is the first female driver in her family , the example her siblings follow, which she sums up in a single word: courageous . She knows the country faces risks, but says she feels supported by her company and by the training she receives to prevent incidents. Driving has given her a life she loves, and that confidence is evident in every answer.

Sandra: from the office to the road, guided by audacity

Sandra Alcaraz’s story has taken an unexpected turn. She studied communications and worked as an administrative assistant at a small trucking company in Nuevo Laredo, Tamaulipas. Nothing seemed to indicate that, years later, she would become a driver.

But the operation gradually drew her in: first she checked diesel, then she accompanied operators, then the trucks started giving her space on the road, until her liking became a conviction.

With nine years of driving experience, she now operates local deliveries for the OXXO fleet . Among the things she left behind is the national highway, a decision made for safety reasons: crime and the increasing risks on federal highways led her to choose a local operation.

Her family went from “that’s not for women” to being proud of seeing her master a unit. When defining herself, she chooses a single word: audacity , because she feels she can do anything. But she also asks for something simple and urgent: more vigilance and safety for those who follow behind the wheel .

Andrea: breaking paradigms is also part of the journey

Andrea Gómez Ángeles grew up watching her father and brother operate trucks, but her career began on the other side of the table: she worked in logistics, monitoring, accounting, and security. Operations weren’t her thing, until Grupo Bimbo opened positions to train women. That’s when she took the leap. She learned maneuvers, city driving, and highway operations.

Today, two years later, she drives a single-axle truck in the metropolitan area. Being a woman in a historically male-dominated profession hasn’t been easy, she explained. Her biggest challenge was breaking paradigms , earning her place, and learning to navigate an environment that sometimes doubts women.

But Andrea is clear about it: this profession demands a deep respect for the vehicle, for the environment, and for the family waiting at home . Her five-year-old son is her greatest motivation; when he sees her arrive in the truck, he understands, with pride, that his mom drives a truck.

His view on insecurity is direct: the country has normalized stigmas about operators, and he combats those prejudices every day by demonstrating that this profession is a fundamental cog in moving the country.

One path, three different stories

All three women share one thing in common: none of this was by chance. In each story, there is a woman who decided to learn, persevere, and prove she could succeed. And while the sector advances in professionalization, safety, and openness to new generations, it is these women who are pushing the boundaries through their daily practice.

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