Dee Dee Cox: Creating Clear Pathways for Women

Why It Matters

Cox’s initiatives address the chronic talent shortage and gender gap in trucking, proving that inclusive culture and structured pathways can boost recruitment, retention, and industry innovation.

Key Takeaways

• Cox grew OD HR team to 40, 67% women
• Launched management trainee and supervisor programs for women
• Developed leadership curriculum embedding OD family culture
• Nationwide high‑school recruitment highlights trucking career paths
• Advocates flexible routes to improve work‑life balance for female drivers

Pulse Analysis

The trucking industry has long struggled with gender imbalance, with women representing less than 10% of the workforce. Recognizing this gap, the Women In Trucking Association honors leaders who drive change; Dee Dee Cox’s 2025 Influential Woman award signals a broader shift toward diversity as a competitive advantage. By spotlighting her achievements, the industry gains a concrete example of how inclusive policies can reshape public perception and attract a new generation of talent.

At Old Dominion Freight Line, Cox has turned vision into measurable outcomes. She scaled the HR Development function from one employee to a 40‑person nationwide team, with women now accounting for 67% of that cohort. Her rollout of management‑trainee, supervisor‑development, apprenticeship and internship tracks provides a structured, skills‑based ladder that moves women from entry‑level roles to leadership positions. Additionally, a nationwide high‑school outreach program demystifies trucking careers, positioning the sector as a viable, forward‑looking option for young women. These initiatives have not only bolstered OD’s talent pipeline but also set a replicable template for peers.

Looking ahead, Cox argues that flexibility must become a core metric of success, replacing mileage‑centric measures that deter many women. Flexible routing, regional assignments, and clear pathways from driver to manager can reconcile work‑life balance with career progression. As HR leaders adopt such policies, the industry stands to gain higher retention rates, greater innovation, and a workforce that mirrors the communities it serves. Cox’s role at the intersection of policy, culture, and talent development positions her to steer this transformation, making the trucking sector more resilient and inclusive for years to come.