The American Trucking Association estimated in 2022 that the industry lacks 78,000 drivers and may lack 160,000 drivers in 2031, with shortages most acute for longer-haul trucking.[1] Multiple factors contribute to the shortage, but the high average age of drivers and benefits are noted as detractors. Globally, there are five times as many drivers 55 years old or older than younger ones and lacking benefits deter candidates.[2]
The trucking industry is diversifying and the LGBTQ+ community is one potential source of new drivers but there may be barriers.[3]According to the Human Rights Campaign’s 2022 Corporate Equality Index, J.B. Hunt lags others in providing an inclusive workplace.[4] The Index reports that the Company doesn’t offer equal health coverage for transgender individuals or equivalency in same- and different-sex domestic partner benefits. Conversely, 86 percent of 1,200 CEI-rated businesses offer transgender-inclusive health coverage, whereas 77 percent offer inclusive benefits for same- and different-sex spouses and partners.
Affirmative transgender-inclusive healthcare benefits may include hormone replacement therapies, mental health services, surgical reconstruction, and other medically necessary procedures. While the Affordable Care Act removed categorical exclusions of gender-related care, insurers can still restrict some care for being “cosmetic” or “not medically necessary.”[5] Providing domestic partner benefits is also considered best practice in the absence of full nondiscrimination policies nationwide.[6]
The Company discusses “difficulty in attracting and retaining drivers and delivery personnel” as a risk in its 10-K and its commitment to “supporting the health of its workforce, which includes access to high quality benefits” in its 2023 proxy. It is unclear in Company reporting whether equitable healthcare coverage is offered.
LGBTQ+ inclusion is a national issue with anti-transgender legislation being prominent. The discrimination, harassment, and structural barriers transgender people face lead to poorer health outcomes such as chronic disease, mental health problems, and substance abuse.[7] The added stress for LGBTQ+ employees or employees with LGBTQ+ children is high, affecting their well-being and productivity.
Additional costs associated with adding inclusive benefits are reportedly low. In a survey of 34 CEI-rated companies of varying sizes, 85 percent reported no costs involved with adding transgender coverage.[8] From a long-term shareholder value perspective, we believe companies adding inclusive benefits reflect their commitment to diversity and inclusion and may make them more competitive employers that are better positioned to recruit and retain employees. 
[1] https://ata.msgfocus.com/files/amf_highroad_solution/project_2358/ATA_Driver_Shortage_Report_2022_Executive_Summary.October22.pdf
[2] https://www.ajot.com/news/the-truck-driver-shortage-in-the-us-continues
[3] https://www.npr.org/2023/07/22/1189580630/trucking-is-getting-more-diverse-partly-due-to-a-nationwide-shortage-of-drivers
[4] https://reports.hrc.org/corporate-equality-index-2022?_ga=2.50746473.1554759222.1664484882-73899178.1663097317
[5] https://www.americanprogress.org/article/advancing-health-care-nondiscrimination-protections-for-lgbtqi-communities/  
[6] https://assets2.hrc.org/files/assets/resources/HEI_2017_Case_for_DP_Benefits.pdf?_ga=2.58544489.233483072.1650475140-481851707.1600674840
[7] https://www.americanprogress.org/article/protecting-advancing-health-care-transgender-adult-communities/
[8] https://williamsinstitute.law.ucla.edu/publications/trans-employee-transition-coverage/