Although the European Commission define the Corporate Social Responsibility (CRS) protocols as the voluntary integration of social and environmental concerns in the enterprises’ daily business operations and in the interaction with their stakeholders, in the DIAMOND project CSR protocols are more focused on the human responsibility dimension of companies working in the transport system to achieve a more attractive and inclusive workforce for women as a homogeneous group.
At a first stage, the needs and barriers women face for not being willing to work in the transport sector were defined and prioritised by using computational analysis (Analytic Hierarchy Process – García-Jimenez et al. 2020 -, and Bayesian Network – Molero et al. 2021). To increase the number of women working in a more inclusive sector with no gender discrimination, recommendations linked to the most relevant factors were introduced by an interdisciplinary panel and validated by experts.
To better define the CSR protocols, the recommendations were classified in the following three categories according to the benefits they provide:
1. Recommendations that make women love to work in the transport sector
2. Recommendations that make it easier for the transport companies to access all kinds of public to cover job positions
3. Recommendations which are influencing on the fairness in the employment of the transport sector acting on both, employee and employer, but in a mid and long term
For each category, the recommendations were prioritised in two ways considering those linked to the most weighted factors after a computational analysis and those that impact the most on the satisfaction of the factors.
In the first category “Providing options for working from home, teleworking and remote working” was the main priority recommendation, and in the third category providing “equal access for all employees to training and development opportunities for general upskilling, transferring roles flexibility of training delivery” were the priority recommendations from the two points of view.
However, in the second category, the analysis showed that there is not any particular recommendation to help companies in making easier the access of the general public in the recruitment process. ”Fair progress/flexibility with women in the maternity period to avoid glass ceilings in their professional development process” was a priority recommendation from the two points of view, but also “gender neutral employment advertisement”, “equity plans going beyond legal statements” and “all roles/vacancies are open and available for both men and women” were determined as relevant for the most weighted factors.
The following table summarizes the main recommendations defined in the DIAMOND project that will make the transport system a more gender inclusive sector.
Moreover, a particular analysis for women working in off-site job positions in the transport sector was carried out. In this situation, to have “HR support for post harassment trauma” was the recommendation that suited the most the factor of “security staff available to intervene in case of need”.
In addition, a future scenario was analysed by setting participants in the hypothetical situation that 1.5% of the total EU workforce will be employed in drone traffic logistics to determine if there were different recommendations that will contribute to increase the number of women working in the transport sector. The results determined that there are no significant differences in the most relevant factors influencing fairness and inclusivity in the future employment scenario, in comparison with the already indicated.