![\"Diversity](\"https:\/\/fleetimages.bobitstudios.com\/upload\/trucking-info\/content\/article\/2020-11\/ata-diversitypanel-screenshot-__-720x516-s.jpg\")
Diversity was the topic of discussion during this virtual panel discussion for ATA MC&E. Photo: Screen capture<\/p>\n<\/figcaption><\/figure>\n
The panel was moderated by James Reed, president and CEO of USA Truck. Reed was joined by Lewis and by Cari Baylor, president of Baylor Trucking; John Esparza, president and CEO of the Texas Trucking Association; and John Stomps, president and CEO of\u00a0Total Transportation MS.<\/p>\n
\u201cDiversity to us means looking past appearance into someone\u2019s heart,\u201d Baylor said.<\/p>\n
Stomps echoed that. An Italian-American who grew up in Birmingham, Alabama, he said, \u201cI don\u2019t care what color skin you are; I care about what\u2019s in our heart, your mind and your soul.\u201d<\/p>\n
Reed recalled that when the George Floyd protests started bringing issues with institutional racism to the surface in June, he called a good friend, who is Black, for advice. \u201cI said, \u2018I don\u2019t know how to think about this as a middle-aged white guy.\u2019 And he said, \u2018This is not a white issue, this is not a black issue. This is a human issue.\u2019\u201d<\/p>\n
The Moral and Business Case for Diversity<\/strong><\/h2>\nReed explained that for him, this is a very personal issue, as well as one that\u2019s vital to his business. He did his senior thesis in college on an important Supreme Court case dealing with segregation, and that \u201creally affected how I thought about the world.\u201d His youngest child is adopted from Micronesia and he has several African-American in-laws and two granddaughters.<\/p>\n
\u201cIn my work life, I\u2019m a bit of a capitalist, and I believe \u2026 as a leader we have a huge responsibility to be fair and equitable,\u201d Reed said.<\/p>\n
At the same time, he said, there\u2019s a business case for diversity. He cited a Boston Consulting Group study<\/a> that found that companies that reported above-average diversity on their management teams also reported innovation revenue that was 19 percentage points higher than companies with below-average leadership diversity\u201445% of total revenue versus 26%. In addition, those companies reported EBIT margins that were 9 percentage points higher than those of companies with below-average diversity on their management teams.<\/p>\nAnd if you\u2019re looking to recruit Millennials and Gen Zs, he said, the Deloitte Global Millennial Surve<\/a>y finds that these groups are determined to drive positive change in their communities and around the world, and view companies perceived to have diverse senior management teams more favorably.<\/p>\nHaving a more diverse workforce leads to more perspectives and more possible solutions to challenges.<\/p>\n
Baylor said diversity needs to include race and gender, as well as sexual identification and age. \u201cOur management team ranges from age 25 to 60, and that brings such collaboration and great ideas,\u201d she said. \u201cYou have to invite a Kramer to every meeting to have creativity,\u201d she added, referring to the quirky character from the TV show Seinfeld. \u201cYou have to have that goofball whackadoodle idea to throw in the mix, someone from another department with a different perspective to question why.\u201d<\/p>\n
Don\u2019t Get Left Behind<\/strong><\/h2>\nThings have changed, in the demographics and social norms of both the country and the trucking industry. The panel said that trucking companies that don\u2019t change with it may be left behind.<\/p>\n
Stomps recalled that when he started out in the business, Carter was president, and the trucking industry was very much a world of white males.<\/p>\n
\u201cThat\u2019s the way it was back then. African-Americans were moving into the industry at that time, but the only females you saw were in clerical type positions.\u201d Deregulation in 1980, he said started forcing companies to become more competitive and find the best possible people, not just the best white men.<\/p>\n
Stomps remembers in the early \u201890s, \u201ca young lady, her name was Doris, came up and told me she wanted to learn how to drive. I had drivers that trained her and she went out and took the CDL. We had an \u201987 cabover International, and she was about 5 foot 5 \u2013 her feet couldn\u2019t touch the pedals.\u201d They made alterations to the brake, clutch and accelerator pedals so she could drive. \u201cShe became one of our top drivers,\u201d he said.<\/p>\n
Baylor, who grew up in the family business, recalled the calendars that were prevalent in the shop when she was a child visiting her father and grandfather. \u201cThe way the women were portrayed in the calendars were\u2026 different than they would be portrayed today,\u201d she said. \u201cThat doesn\u2019t seem that long ago, that\u2019s how women were represented. In my career, women can walk anywhere and be heard.\u201d<\/p>\n
Today, Reed said, some 38.75% of CDL holders are minorities and 6% are women, according to data compiled by the American Trucking Associations. Women in Trucking places the number of women drivers at closer to 10%.<\/p>\n
At Total Transportation, Stomps said, women make up 23% of his executive team, \u201cwhich is not enough, but we\u2019re going in the right direction,\u201d including an African-American woman who just joined the team.<\/p>\n
Esparza pointed out that in Texas, whites today are actually a minority. The state’s demographer predicts that Hispanics will be the state’s largest population group by mid-2021, and New Mexico and California are seeing similar trends.<\/p>\n
\u201cEach state is starting to grow more and more in the complexity of ethnic backgrounds, and as companies, if we don\u2019t identify with that, the companies that are more averse to change will have additional struggles ahead of them.\u201d<\/p>\n
6 Things Trucking Leaders Can Do to Foster Diversity and Inclusion<\/strong><\/h2>\n1. Listen and Communicate<\/strong><\/p>\n\u201cIt\u2019s important to listen,\u201d Esparza said. \u201cThat\u2019s one of the things I think we all can do a better job of doing, no matter what background you\u2019re from. It will serve us well if we listen to the folks we are employing, the folks we live with.\u201d<\/p>\n
When tensions were high during the Black Lives Matter protests this summer, Baylor said, \u201cwe took walks with a lot of people and asked how it was affecting them, what ideas they wanted to see us implement to help create a safe environment of learning and growth. We did a lot of Facebook Lives with our drivers and heard from them what they were experiencing on the road, making sure all of their concerns were heard,\u201d both from minorities and from drivers who were concerned about their safety if they got caught in a protest.<\/p>\n
Reed suggested that if your leadership team is not sufficiently diverse, consider inviting representatives of minority groups to strategic decision-making meetings to help understand how issues affect everyone across the enterprise.<\/p>\n
He also does regular Zoom calls to find out what it\u2019s like to be a minority at USA Truck. He learned of a driver who would not let a minority person unload his truck. A West Coast employee who describes himself as of Middle Eastern descent said he couldn\u2019t find a place to get his hair cut when visiting headquarters in Van Buren, Arkansas. Someone in the finance group got pulled over because he was in a rental car and questioned about the car ownership.<\/p>\n
\u201cThere are real issues in our country, so let\u2019s not be Pollyanna-ish about it,\u201d Reed said.<\/p>\n
\u201cIf we love one another, if we spent more time caring about everyone\u2019s opinion, you\u2019ve provided a safe environment for sharing, and you\u2019re finding out more about your company,\u201d said Esparza. \u201cThe fabric of your company is your people. If we\u2019re providing a safe environment to have those conversations, there\u2019s going to be different perspectives.\u201d<\/p>\n
Different perspectives also means some of those conversations are not going to be easy.<\/p>\n
More than one panelist talked about having to respond to employees who have religious objections to LGBTQ or transgender people. Stomps said, \u201cI tell them it all comes down to respect. Every individual deserves respect. I may not agree with your lifestyle, but I respect you and expect you to respect me.\u201d<\/p>\n
2. Go beyond lip service<\/strong><\/p>\nThe panelists stressed that while listening is important, it\u2019s not enough if you don\u2019t follow up and address their concerns.<\/p>\n
In the Deloitte study, both millennials and Gen Z respondents believed most business leaders are not truly committed to creating inclusive cultures. Roughly two-thirds of respondents from both generations believe too many leaders simply pay \u201clip service\u201d to diversity and inclusion.<\/p>\n
\n“How we react when problems are brought to our doorstep says more about who we are than what we say\u201d about diversity.<\/strong><\/p>\n<\/div>\nEsparza said, \u201cIf you\u2019ve got someone that\u2019s a problem, who\u2019s acidic, who is causing other people anxiety and strife, if you don\u2019t address that, it becomes a reflection on you as a leader. How we react when problems are brought to our doorstep says more about who we are than what we say\u201d about diversity publicly.<\/p>\n
Reed agreed. \u201cIf you don\u2019t handle that, you can breed a culture of cynicism.\u201d<\/p>\n
At Total Transportation, Stomps said, they got involved heavily with the Women in Trucking Association to learn more about how to recruit and support women. Quarterly group discussions with drivers help determine what challenges they face. Many women, he said, won\u2019t stay the night at the same truckstop where they get their meals, because they don\u2019t want to be targeted by someone who sees them going back to their truck. \u201cWe have 911 apps for our female drivers, and we stay in touch with them to make sure they\u2019re safe.\u201d Vehicle spec\u2019ing has come a long way since he had to put blocks on the pedals for Doris. Automated transmissions are easier not only for women but for everyone to drive.<\/p>\n
3. Celebrate diversity and raise awareness<\/strong><\/p>\nJune is Lesbian, Gay, Bisexual, and Transgender Pride Month (often called simply Pride Month), established to recognize the impact that gay, lesbian, bisexual and transgender individuals have had on the world.<\/p>\n
Baylor was approached by the company\u2019s Millennial Team in mid-March about what the company was doing to recognize Pride Month. Despite being in the middle of dealing with the COVID-19 pandemic, she said, the company took action becuase “it\u2019s super important to them. Our director of operations is an openly gay man, and we went to him and asked him for his ideas. They came up with all types of creative ideas, and it helped with inclusion and morale and positivity.\u201d<\/p>\n
Reed said in addition to Pride month in June, there are other months where companies can celebrate and raise awareness of their diverse workforce. February is Black History Month. March is Women\u2019s History Month. April is Celebrate Diversity Month. May is Asian Pacific American Heritage Month \u00a0and also Jewish American Heritage Month. National Hispanic Heritage Month is Sept. 15-Oct. 15. November is Native American Heritage Month.<\/p>\n
4. Give back to the community <\/strong><\/p>\nReed cited Citigroup Vice Chairman Ray McGuire, who is Black, who has implored corporate leader<\/a>s to take real steps to combat systemic racism following the death of George Floyd.<\/p>\n\u201cWe [in corporate America] need to have the conviction to change the mindset,\u201d he said, arguing that charitable giving and statements alone \u201cdo not begin to get to the systemic racism\u2026 We need to do whatever we can and commit every resource that we have … to combat this 400 years of systemic racism across every one of the important areas: education, economics, criminal injustice and health care.\u201d<\/p>\n
Reed suggested trucking companies heed McGuire\u2019s call to commit resources. For example, he said, companies could give employees paid time off for volunteer work to do things such as help an underserved school district. Or you might donate 10 hours of IT resources a month to a minority-owned business in your community.<\/p>\n
5. Measure to manage<\/strong><\/p>\nReed said it\u2019s important to know where you are currently when it comes to diversity and set goals for where you want to be and how to get there.<\/p>\n
\u201cIf you don\u2019t know the percentages at your company, find out. Ours is 9.12% women. Minorities are 79%, twice the industry average. Amongst my leadership, only 13% are minorities \u2013 we have to do a better job.\u201d<\/p>\n
For instance, he said USA Truck recently held unconscious bias training for employees.<\/p>\n
6. Recruit<\/strong><\/p>\nThe panelists said building a truly diverse workforce involves reaching out beyond what may be your traditional hiring methods. The recommended getting involved in organizations where you can interact with the diverse groups you want to recruit, such as Women in Trucking or historically black universities and colleges in your area. At Total Transportation, Stomps said, \u201cwe call on about four universities, two are African American universities in Mississippi. You\u2019ve got to get involved.\u201d<\/p>\n
<\/p>\n
Deborah Lockridge<\/a><\/p>\nSource: https:\/\/www.truckinginfo.com<\/a><\/span><\/p>\nCUT COTS OF THE FLEET WITH OUR AUDIT PROGRAM<\/strong><\/a><\/h3>\n![\"\"](\"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-content\/uploads\/sites\/3\/2020\/04\/nueva-ley-auditoria.jpg\")
<\/a><\/p>\nThe audit is a key tool to know the overall status and provide the analysis, the assessment, the advice, the suggestions and the actions to take in order to cut costs and increase the efficiency and efficacy of the fleet. We propose the following fleet management audit.<\/p>\n
FLEET MANAGEMENT AUDIT<\/strong><\/a><\/h3>\n","protected":false},"excerpt":{"rendered":"Photo: Gettyimages.com\/kali9 Diverse viewpoints and backgrounds make for a more vibrant and innovative team. When Alphonso Lewis got out of the military, he wanted to be a truck driver. He thought his time as an MP in the military would help open doors for him. But as a Black man, he found it wasn\u2019t so…<\/p>\n","protected":false},"author":3,"featured_media":8353,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[18],"tags":[],"_links":{"self":[{"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/posts\/8352"}],"collection":[{"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/comments?post=8352"}],"version-history":[{"count":1,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/posts\/8352\/revisions"}],"predecessor-version":[{"id":8354,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/posts\/8352\/revisions\/8354"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/media\/8353"}],"wp:attachment":[{"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/media?parent=8352"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/categories?post=8352"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/tags?post=8352"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
And if you\u2019re looking to recruit Millennials and Gen Zs, he said, the Deloitte Global Millennial Surve<\/a>y finds that these groups are determined to drive positive change in their communities and around the world, and view companies perceived to have diverse senior management teams more favorably.<\/p>\n Having a more diverse workforce leads to more perspectives and more possible solutions to challenges.<\/p>\n Baylor said diversity needs to include race and gender, as well as sexual identification and age. \u201cOur management team ranges from age 25 to 60, and that brings such collaboration and great ideas,\u201d she said. \u201cYou have to invite a Kramer to every meeting to have creativity,\u201d she added, referring to the quirky character from the TV show Seinfeld. \u201cYou have to have that goofball whackadoodle idea to throw in the mix, someone from another department with a different perspective to question why.\u201d<\/p>\n Things have changed, in the demographics and social norms of both the country and the trucking industry. The panel said that trucking companies that don\u2019t change with it may be left behind.<\/p>\n Stomps recalled that when he started out in the business, Carter was president, and the trucking industry was very much a world of white males.<\/p>\n \u201cThat\u2019s the way it was back then. African-Americans were moving into the industry at that time, but the only females you saw were in clerical type positions.\u201d Deregulation in 1980, he said started forcing companies to become more competitive and find the best possible people, not just the best white men.<\/p>\n Stomps remembers in the early \u201890s, \u201ca young lady, her name was Doris, came up and told me she wanted to learn how to drive. I had drivers that trained her and she went out and took the CDL. We had an \u201987 cabover International, and she was about 5 foot 5 \u2013 her feet couldn\u2019t touch the pedals.\u201d They made alterations to the brake, clutch and accelerator pedals so she could drive. \u201cShe became one of our top drivers,\u201d he said.<\/p>\n Baylor, who grew up in the family business, recalled the calendars that were prevalent in the shop when she was a child visiting her father and grandfather. \u201cThe way the women were portrayed in the calendars were\u2026 different than they would be portrayed today,\u201d she said. \u201cThat doesn\u2019t seem that long ago, that\u2019s how women were represented. In my career, women can walk anywhere and be heard.\u201d<\/p>\n Today, Reed said, some 38.75% of CDL holders are minorities and 6% are women, according to data compiled by the American Trucking Associations. Women in Trucking places the number of women drivers at closer to 10%.<\/p>\n At Total Transportation, Stomps said, women make up 23% of his executive team, \u201cwhich is not enough, but we\u2019re going in the right direction,\u201d including an African-American woman who just joined the team.<\/p>\n Esparza pointed out that in Texas, whites today are actually a minority. The state’s demographer predicts that Hispanics will be the state’s largest population group by mid-2021, and New Mexico and California are seeing similar trends.<\/p>\n \u201cEach state is starting to grow more and more in the complexity of ethnic backgrounds, and as companies, if we don\u2019t identify with that, the companies that are more averse to change will have additional struggles ahead of them.\u201d<\/p>\n 1. Listen and Communicate<\/strong><\/p>\n \u201cIt\u2019s important to listen,\u201d Esparza said. \u201cThat\u2019s one of the things I think we all can do a better job of doing, no matter what background you\u2019re from. It will serve us well if we listen to the folks we are employing, the folks we live with.\u201d<\/p>\n When tensions were high during the Black Lives Matter protests this summer, Baylor said, \u201cwe took walks with a lot of people and asked how it was affecting them, what ideas they wanted to see us implement to help create a safe environment of learning and growth. We did a lot of Facebook Lives with our drivers and heard from them what they were experiencing on the road, making sure all of their concerns were heard,\u201d both from minorities and from drivers who were concerned about their safety if they got caught in a protest.<\/p>\n Reed suggested that if your leadership team is not sufficiently diverse, consider inviting representatives of minority groups to strategic decision-making meetings to help understand how issues affect everyone across the enterprise.<\/p>\n He also does regular Zoom calls to find out what it\u2019s like to be a minority at USA Truck. He learned of a driver who would not let a minority person unload his truck. A West Coast employee who describes himself as of Middle Eastern descent said he couldn\u2019t find a place to get his hair cut when visiting headquarters in Van Buren, Arkansas. Someone in the finance group got pulled over because he was in a rental car and questioned about the car ownership.<\/p>\n \u201cThere are real issues in our country, so let\u2019s not be Pollyanna-ish about it,\u201d Reed said.<\/p>\n \u201cIf we love one another, if we spent more time caring about everyone\u2019s opinion, you\u2019ve provided a safe environment for sharing, and you\u2019re finding out more about your company,\u201d said Esparza. \u201cThe fabric of your company is your people. If we\u2019re providing a safe environment to have those conversations, there\u2019s going to be different perspectives.\u201d<\/p>\n Different perspectives also means some of those conversations are not going to be easy.<\/p>\n More than one panelist talked about having to respond to employees who have religious objections to LGBTQ or transgender people. Stomps said, \u201cI tell them it all comes down to respect. Every individual deserves respect. I may not agree with your lifestyle, but I respect you and expect you to respect me.\u201d<\/p>\n 2. Go beyond lip service<\/strong><\/p>\n The panelists stressed that while listening is important, it\u2019s not enough if you don\u2019t follow up and address their concerns.<\/p>\n In the Deloitte study, both millennials and Gen Z respondents believed most business leaders are not truly committed to creating inclusive cultures. Roughly two-thirds of respondents from both generations believe too many leaders simply pay \u201clip service\u201d to diversity and inclusion.<\/p>\n “How we react when problems are brought to our doorstep says more about who we are than what we say\u201d about diversity.<\/strong><\/p>\n<\/div>\n Esparza said, \u201cIf you\u2019ve got someone that\u2019s a problem, who\u2019s acidic, who is causing other people anxiety and strife, if you don\u2019t address that, it becomes a reflection on you as a leader. How we react when problems are brought to our doorstep says more about who we are than what we say\u201d about diversity publicly.<\/p>\n Reed agreed. \u201cIf you don\u2019t handle that, you can breed a culture of cynicism.\u201d<\/p>\n At Total Transportation, Stomps said, they got involved heavily with the Women in Trucking Association to learn more about how to recruit and support women. Quarterly group discussions with drivers help determine what challenges they face. Many women, he said, won\u2019t stay the night at the same truckstop where they get their meals, because they don\u2019t want to be targeted by someone who sees them going back to their truck. \u201cWe have 911 apps for our female drivers, and we stay in touch with them to make sure they\u2019re safe.\u201d Vehicle spec\u2019ing has come a long way since he had to put blocks on the pedals for Doris. Automated transmissions are easier not only for women but for everyone to drive.<\/p>\n 3. Celebrate diversity and raise awareness<\/strong><\/p>\n June is Lesbian, Gay, Bisexual, and Transgender Pride Month (often called simply Pride Month), established to recognize the impact that gay, lesbian, bisexual and transgender individuals have had on the world.<\/p>\n Baylor was approached by the company\u2019s Millennial Team in mid-March about what the company was doing to recognize Pride Month. Despite being in the middle of dealing with the COVID-19 pandemic, she said, the company took action becuase “it\u2019s super important to them. Our director of operations is an openly gay man, and we went to him and asked him for his ideas. They came up with all types of creative ideas, and it helped with inclusion and morale and positivity.\u201d<\/p>\n Reed said in addition to Pride month in June, there are other months where companies can celebrate and raise awareness of their diverse workforce. February is Black History Month. March is Women\u2019s History Month. April is Celebrate Diversity Month. May is Asian Pacific American Heritage Month \u00a0and also Jewish American Heritage Month. National Hispanic Heritage Month is Sept. 15-Oct. 15. November is Native American Heritage Month.<\/p>\n 4. Give back to the community <\/strong><\/p>\n Reed cited Citigroup Vice Chairman Ray McGuire, who is Black, who has implored corporate leader<\/a>s to take real steps to combat systemic racism following the death of George Floyd.<\/p>\n \u201cWe [in corporate America] need to have the conviction to change the mindset,\u201d he said, arguing that charitable giving and statements alone \u201cdo not begin to get to the systemic racism\u2026 We need to do whatever we can and commit every resource that we have … to combat this 400 years of systemic racism across every one of the important areas: education, economics, criminal injustice and health care.\u201d<\/p>\n Reed suggested trucking companies heed McGuire\u2019s call to commit resources. For example, he said, companies could give employees paid time off for volunteer work to do things such as help an underserved school district. Or you might donate 10 hours of IT resources a month to a minority-owned business in your community.<\/p>\n 5. Measure to manage<\/strong><\/p>\n Reed said it\u2019s important to know where you are currently when it comes to diversity and set goals for where you want to be and how to get there.<\/p>\n \u201cIf you don\u2019t know the percentages at your company, find out. Ours is 9.12% women. Minorities are 79%, twice the industry average. Amongst my leadership, only 13% are minorities \u2013 we have to do a better job.\u201d<\/p>\n For instance, he said USA Truck recently held unconscious bias training for employees.<\/p>\n 6. Recruit<\/strong><\/p>\n The panelists said building a truly diverse workforce involves reaching out beyond what may be your traditional hiring methods. The recommended getting involved in organizations where you can interact with the diverse groups you want to recruit, such as Women in Trucking or historically black universities and colleges in your area. At Total Transportation, Stomps said, \u201cwe call on about four universities, two are African American universities in Mississippi. You\u2019ve got to get involved.\u201d<\/p>\n <\/p>\n Deborah Lockridge<\/a><\/p>\n Source: https:\/\/www.truckinginfo.com<\/a><\/span><\/p>\n The audit is a key tool to know the overall status and provide the analysis, the assessment, the advice, the suggestions and the actions to take in order to cut costs and increase the efficiency and efficacy of the fleet. We propose the following fleet management audit.<\/p>\n Photo: Gettyimages.com\/kali9 Diverse viewpoints and backgrounds make for a more vibrant and innovative team. When Alphonso Lewis got out of the military, he wanted to be a truck driver. He thought his time as an MP in the military would help open doors for him. But as a Black man, he found it wasn\u2019t so…<\/p>\n","protected":false},"author":3,"featured_media":8353,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[18],"tags":[],"_links":{"self":[{"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/posts\/8352"}],"collection":[{"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/comments?post=8352"}],"version-history":[{"count":1,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/posts\/8352\/revisions"}],"predecessor-version":[{"id":8354,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/posts\/8352\/revisions\/8354"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/media\/8353"}],"wp:attachment":[{"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/media?parent=8352"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/categories?post=8352"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/advancedfleetmanagementconsulting.com\/eng\/wp-json\/wp\/v2\/tags?post=8352"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}Don\u2019t Get Left Behind<\/strong><\/h2>\n
6 Things Trucking Leaders Can Do to Foster Diversity and Inclusion<\/strong><\/h2>\n
CUT COTS OF THE FLEET WITH OUR AUDIT PROGRAM<\/strong><\/a><\/h3>\n
<\/a><\/p>\nFLEET MANAGEMENT AUDIT<\/strong><\/a><\/h3>\n","protected":false},"excerpt":{"rendered":"