ECA Women’s Group Event Delivers the Conversation Our Industry Needed

The room was packed. Standing room only.

And from the moment the speed networking session began, the energy in the room was impossible to ignore. Conversations were loud, lively, and genuine as women across the transportation industry connected, shared experiences, and built new relationships.

But the real impact came during the panel discussion.

What unfolded was not a polished corporate conversation filled with safe answers. It was honest. Vulnerable. Sometimes uncomfortable. And exactly what this industry needs more of.

Moderated by Liz Klein, President of Crossroads Courier and Chair of the ECA Women’s Group Committee, the panel brought together leaders from across the transportation and logistics industry to talk openly about the realities women still face in leadership, compensation, workplace culture, and balancing career growth with family responsibilities.

Panelists included Stephanie Gerard, Director of Sales and Business Development at Western Peaks Logistics; Lorena Camargo, CEO and Founder of PearlTrans Logistics and President of the Customized Logistics and Delivery Association; Sarah Olmstead, President and Owner of Rebel Logistics; Lora Hillebrand, Senior Director of CX at Openforce; and Zach Bezdek, CEO of Crossroads Courier.

The discussion centered around a reality many women know well but too few workplaces openly address: women are entering leadership roles, but they are still dramatically underrepresented at the top. Women continue to face biases that quietly shape hiring decisions, advancement opportunities, compensation, and perceptions of leadership.

The panel tackled those issues directly.

Conversations explored the assumptions that still exist in many workplaces, particularly the belief that women, especially mothers, cannot or should not take on greater responsibility because of demands at home. Panelists shared personal experiences of balancing careers and family life while navigating expectations that are rarely placed on men in the same way.

One of the strongest messages of the afternoon was that supporting women, especially working mothers, is not simply a “women’s issue.” It is a business issue.

Organizations that create environments where women can succeed long-term benefit from stronger leadership, greater retention, better culture, and broader perspectives during moments of crisis and growth. The conversation made it clear that companies willing to support flexibility, mentorship, and equitable advancement are not lowering standards. They are building stronger businesses.

The panel also addressed the cultural biases women continue to face in professional settings. Topics ranged from unequal expectations around communication styles to the pressure women feel about appearance, likability, and being perceived as “too much” or “too difficult” for speaking directly.

What made the conversation especially powerful was the honesty of the panelists. They did not avoid the difficult topics or offer rehearsed answers. They shared real experiences, real frustrations, and real lessons learned throughout their careers.

Audience members responded immediately to that authenticity.

Feedback following the event included comments such as:
“Thank you for saying things no one ever talks about.”
“The panel members were brave and shared their real experiences.”

The discussion was not about assigning blame. It was about creating awareness.

Awareness of the biases that still exist.
Awareness of the assumptions that hold women back.
Awareness that culture is shaped not by policies written on paper, but by what leaders tolerate, encourage, and reward every day.

Most importantly, the event challenged everyone in the room; leaders, employers, coworkers, partners, and peers, to think differently about what support for women in this industry truly looks like.

Because meaningful change will not happen through conversation alone.

It happens when companies intentionally create opportunities for women to advance.
When leaders actively mentor and advocate for women.
When workplaces stop viewing motherhood as a limitation.
When women are compensated equitably.
And when all of us are willing to recognize and challenge the biases that continue to shape our industry.

The ECA Women’s Group event was more than a networking session or panel discussion.

It was a reminder that progress requires honesty, courage, and action.  and that conversations like this are an important step toward building a stronger, more inclusive future for the transportation industry.