Real Women in Trucking, Inc.

Real Drivers, Real Issues

Lake Worth Beach, FL   |
GuideStar Charity Check

Real Women in Trucking, Inc.

EIN: 90-0995317



To deliver highway safety through leadership, mentorship, education,and advocacy.


REAL Women in Trucking, Inc. encourages all drivers to unite and become advocates for the industry in order to improve the work and lifestyle environment.

“REAL Women in Trucking, Inc." was formed in 2010 as a protest group that women truck drivers seeking improved conditions were not being effectively addressed by the industry.

For Drivers, By Drivers

Empowering the women of trucking, and those entering the industry, through outreach programs, continuing education, advocacy, mentoring, networking and ongoing support. We strive to promote retention, encouragement, and unity between new and seasoned female drivers.

Notes from the nonprofit

Since we formed as a 501 (c)(6) in 2013 as a truck driver membership organization, we have been recognized internationally as the "go to" organization for candid insight on women who work as truck drivers. We are sought out by law firms, movie and television productions and for testimony on truck driver issues. We have been involved in FHWA Jason's Law Truck Parking Coalition Workgroups since 2015 and in 2019 traveled to Washington D.C. to meet with the Federal Motor Carrier Safety Administration to urge them to take immediate action on sexual misconduct in the truck driver training fleets they oversee. Our annual Queen of the Road and Trucking Industry Trailblazer awards were the first dignified recognition award for women truck drivers and have honored over 30 women that include African American, Native American, Lesbian Women and Transwomen who are dedicated to their profession and deserve to be recognized for their service to trucking.

Ruling year info



Ms. Desiree Ann Wood

Main address

631 Lucerne Ave Suite 27

Lake Worth Beach, FL 33460 USA

Show more contact info



Subject area info

Vocational education

Sexual abuse

Job training

Job retraining

Corporate social responsibility

Show more subject areas

Population served info

LGBTQ people

Women and girls

Ethnic and racial groups

Economically disadvantaged people

Unemployed people

NTEE code info

Alliance/Advocacy Organizations (J01)

Professional Societies, Associations (J03)

Boards of Trade (S46)

IRS subsection

501(c)(6) Business Leagues, etc.

IRS filing requirement

This organization is required to file an IRS Form 990-N.

Tax forms



What we aim to solve

SOURCE: Self-reported by organization

Our Industry has a great deal of misinformation to the public and to prospective truck driver students. there is a great deal of labor exploitation within the industry. Our organization works toward providing accurate self help resources to the public, the media and to new entrants to truck driver training.

We strongly believe that the issue of sex harassment , assaults and retaliation for reporting the incidents has kept women from being widely successful in a handful of truck driver training fleets that over recruit and cannot provide safe training.

We have had resistance from industry organizations and media publications in our to assist.

Outside of our industry, mainstream media has interviewed our organization representatives and some affected individuals which has helped give the topic ongoing exposure.

In 2018, we joined in a case to unseal court documents at one problematic carrier and hope the #MeToo & #TimesUp movements will help us making sweeping change in trucking.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Women Truckers Network (WTN)

Informally, since 2009, we've taken distress calls from female students who were falling through the cracks after experiencing some sort of sexual misconduct during their training. These women are primarily poor/economically disadvantaged, some are ex-offenders. They're vulnerable and most never heard of a Human Resources Department before being put on a truck with a total stranger to learn to drive a big rig cross country.

There's a shortage of qualified truck driver trainers, especially for women. Too many new students are recruited by carriers who aren't held accountable for the lack of qualified trainers they can provide. Student truckers of both genders are not guaranteed training in a safe environment in these types of "finishing school” fleets. There's little, if any, intelligent sexual harassment training and whatever policies these offending carriers may claim to have adopted, the incidents are rarely handled in a professional manner.

Women are treated as if they're guilty until proven innocent and most often leave their training disgusted with how they've been humiliated by their employer.

Information about trucking is easy to research online; unfortunately, most of it is unreliable because student truckers are an industry unto themselves. There is no clear path to success. 1 in 6 women who attempt to become professional drivers will make it through training in the first few months but even this accomplishment won't guarantee they'll be retained past one year.

In October 2012 we started to hold free weekly phone conferences which were recorded. We're now in the process of uploading many of these recordings as podcasts to an "On-Demand" replay archive in a blog talk internet radio channel.

The Women Truckers Network (WTN) gives new drivers access to seasoned drivers which has resulted in the creation of a virtual mentor program. Seasoned drivers make themselves available to answer questions about the trucking lifestyle and entry-level driver challenges. In 2013 we began using a text alert system to notify participants of upcoming conferences and replay programming available through their "hands-free" devices. This is the first trucking radio program hosted by women truckers, for women truckers. The purpose has been to let women speak freely about things they'd get shouted down for trying to discuss in other trucking forums and groups.

New and prospective students are able to have communication access through the WTN. This helps individuals gather information from working truckers on the road who they'd never have met at a recruiting job fair. By gaining real world advice about what to expect as they enter the industry, these individuals are able to decide if this is the right path for them, and if so, avoid being exploited by the abundant misleading recruitment techniques that place job seekers in unsafe training situations.

For women in particular, this can be the difference between becoming a qualified truck driver and leaving the industry in a few weeks because she was put on a truck with a sexual predator.

Population(s) Served
Ethnic and racial groups
LGBTQ people

Women entering trucking contact our organization for assistance in navigating entry-level driver training programs for truck drivers. We assist them with reading material, videos and self-help tasks in addition to answering other question to help them throughout their first critical year.

Population(s) Served
Women and girls
Unemployed people

In 2017, we launched event formats to provide truck drivers access to lawyers who could ask them various questions about work related issues that are affecting them.

Topics Included:

Sexual Harassment
Retaliation for Reporting
Inward Facing Cameras in company trucks
Wage Theft
Lease Purchase Scams

Population(s) Served
Economically disadvantaged people
LGBTQ people

Where we work

Affiliations & memberships

Florida Freight Advisory Committee 2020

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of testimonies offered

This metric is no longer tracked.
Totals By Year
Population(s) Served

Women and girls, LGBTQ people, Ethnic and racial groups

Related Program

Student Mentorship

Type of Metric

Output - describing our activities and reach

Direction of Success


Context Notes

Metric relates to the number of female truck driving students who contacted our organization seeking advice or assistance to make the best decisions about their entry into commercial truck driving.

Number of hours of coaching

This metric is no longer tracked.
Totals By Year
Population(s) Served

LGBTQ people, Ethnic and racial groups, Work status and occupations

Related Program

Women Truckers Network (WTN)

Type of Metric

Output - describing our activities and reach

Direction of Success

Holding steady

Context Notes

Metric relates to the number of hours spent giving written or verbal guidance to women entering truck driving and other participants seeking assistance in the industry.

Number of participants reporting greater issue awareness

This metric is no longer tracked.
Totals By Year
Population(s) Served

Women and girls, LGBTQ people, Unemployed people

Related Program

Women Truckers Network (WTN)

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success


Context Notes

Metric relates to greater awareness through our various programs, services, and social media presence where we can identify increased knowledge of issues. Social media presence has grown to over 50K

Number of meetings with policymakers or candidates

This metric is no longer tracked.
Totals By Year
Population(s) Served

Ethnic and racial groups, Gender and sexual identity, Work status and occupations, Social and economic status

Related Program

Student Mentorship

Type of Metric

Context - describing the issue we work on

Direction of Success


Context Notes

Meetings with Federal Agencies, Policymakers and Elected Senators and Representatives regarding Sexual Assault in Truck Driver Training Programs.

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

To provide an advocacy platform for all commercial drivers for the betterment o the industry.

To see that sex harassment and discrimination training, annual re-training and strict accountability is implemented throughout the industry and especially in entry-level driver training carriers.

To establish a force for women truck drivers to have a voice in an industry where they've served in silence while experiencing unnecessarily hazardous training conditions.

To create an organization that is a reliable resource for those entering truck driver training so they're not exploited by unethical CDL schools and training carriers.

To develop unity among seasoned women drivers who've had difficulty organizing themselves to improve retention of the qualified female driver population at large.

Public Outreach - Educating job placement counselors and the general public that truck driver shortage projections have some contributing factors that must be addressed outside of the industry.

Student Outreach - Connecting with students before they commit to well-known problematic carriers. Networking with reputable CDL training facilities to make them aware of our organization and its purpose.

Consumer Protection awareness - Mistruths in recruiting is rampant for entry level driver training and lower paid carriers. Drawing attention to some of the frequent misleading and costly tactics used to exploit new and economically disadvantage entrants to the industry would help considerably to eliminate some of the problems in entry level driver training.

Legal - Unsealing records in sex assault cases where the same companies continue to operate the same business model that contributes to sex assaults and harassment issues and hold them accountable. By informing the public how rampant this issue has become is the only way to force change. Otherwise these companies just take the change they may or may not need to settle in court and bury the evidence rather than changing their culture so that is doesn't happen in the future and is dealt with swiftly if it does occur.

Since 2008 we have organically grown a large social media network. This has brought us increasing attention from national and international media. Beginning with a series of investigative reports on trucking by Dan Rather in 2009, numerous magazine articles and television interviews, we've developed a reputation for accurately sharing the truth about what the trucking lifestyle really means.

Some say we shouldn't scare people off who might consider entering the industry, but we disagree. Trucking is a scary job. Not every woman thinking of entering the industry will have the skills or mindset to be successful in performing the work, therefore, it's important to tell the truth, not trick individuals into operating equipment that can be deadly to themselves and others.

We are authentic in an industry where that's not the norm; it's a quality that's becoming more appreciated with each passing year.

We have been recognized internationally as advocates for truck drivers and for women. We are not supported by corporations. We are sought out by a wide array of media for expert comment on issues of sex harassment and other trucking issues.

Currently , we have been growing our events in order to build unity among drivers and holding learning events to provide access to lawyers and other job skills that would help improve the lifestyle and show new opportunities.

We've achieved a high level of awareness as a direct result of our presence on the internet and social media networks. There are far fewer women entering driver training without prior knowledge of the inherent problems associated with CDL schools and training carriers. This is very important because drivers in training exist in an isolated environment, completely vulnerable to a stranger to whom they're dependent for information. In general, they are without funds or resources and unable to leave the situation should it become personally dangerous.

As the founder and CEO I've seen a great deal of progress made through the efforts of our organization. When I first began speaking out about violence toward women entering trucking I was frequently attacked for exposing the dangers and unlawful practices. These attacks, and attackers, have faded away as more people are coming forward with their stories. We are no longer relegated to back alley whispers, we are front and center with a shared voice that will not be stifled. Together we will change the industry and make it a safe career choice for women everywhere.

What we have not achieved so far is have enough funds available to meet all of the expectations our members have.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We demonstrated a willingness to learn more by reviewing resources about feedback practice.
done We shared information about our current feedback practices.
  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback, We don’t have the right technology to collect and aggregate feedback efficiently, The people we serve tell us they find data collection burdensome, It is difficult to find the ongoing funding to support feedback collection, Staff find it hard to prioritize feedback collection and review due to lack of time, It is hard to come up with good questions to ask people, It is difficult to get honest feedback from the people we serve, It is difficult to identify actionable feedback


Real Women in Trucking, Inc.

Financial data

SOURCE: Self-reported by organization

Real Women in Trucking, Inc.

Revenue & expenses

Fiscal Year: 2021

SOURCE: Self-reported by organization

Contributions, Grants, Gifts $15,153
Program Services $13,000
Membership Dues $1,886
Special Events $0
Other Revenue $32,900
Total Revenue $11,000
Program Services $15,292
Administration $10,111
Fundraising $0
Payments to Affiliates $0
Other Expenses $0
Total Expenses $43,692

Real Women in Trucking, Inc.

Balance sheet

Fiscal Year: 2021

SOURCE: Self-reported by organization

Total Assets $73,939
Total Liabilities $69,095
Fund balance (EOY)
Net Assets $4,844


The people, governance practices, and partners that make the organization tick.


Ms. Desiree Ann Wood

Desiree Wood is a divorced single mother of two grown children and grandmother of six. She began writing about her experiences as a single female entering trucking in 2008 on the "Ask the Trucker" blog which became the basis of four Dan Rather Investigative reports into unsafe truck driver training practices. Using social media to raise awareness to the general public and inform new students entering trucking, she's been recognized internationally for her voice for social justice causes. She took on the task of exposing sexual misconduct in entry level CDL training and other unsafe practices when her own story was being covered up by other industry advocates. She is a working truck driver in addition to being the organization President. She graduated with a Bachelor's degree in Management Studies in 2014 and began a Master's Degree program for Non Profit Association Management from the University of Maryland University College in 2015 and continues her education when time allows.

There are no officers, directors or key employees recorded for this organization

There are no highest paid employees recorded for this organization.

Real Women in Trucking, Inc.

Board of directors
as of 02/16/2024
SOURCE: Self-reported by organization
Board of directors data
Download the most recent year of board of directors data for this organization
Board chair

Michelle Kitchin

Van Eerden Trucking

Term: 2021 - 2026

Michelle Kitchin

Van Eerden Trucking

Sonja Tucci


Jess Graham

GTO Trucking

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 2/16/2024

Who works and leads organizations that serve our diverse communities? Candid partnered with CHANGE Philanthropy on this demographic section.


The organization's leader identifies as:

Race & ethnicity
Multi-Racial/Multi-Ethnic (2+ races/ethnicities)
Gender identity
Female, Not transgender
Sexual orientation
Heterosexual or Straight
Disability status
Person without a disability

Race & ethnicity

Gender identity

Transgender Identity

Sexual orientation


Equity strategies

Last updated: 01/30/2021

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

  • We review compensation data across the organization (and by staff levels) to identify disparities by race.
  • We ask team members to identify racial disparities in their programs and / or portfolios.
  • We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
  • We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
  • We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
  • We disaggregate data by demographics, including race, in every policy and program measured.
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We use a vetting process to identify vendors and partners that share our commitment to race equity.
  • We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.