Dee Dee Cox: Creating Clear Pathways for Women

Three decades ago, Dee Dee Cox began building a career in human resources with a simple belief: strong organizations are built by investing in people. Today, as Vice President of Human Resources Development at Old Dominion Freight Line (OD), Cox has helped to shape the culture of one of the nation’s leading transportation companies— overseeing talent acquisition, leadership development, and employee engagement initiatives that ensure the company’s workforce continues to grow, thrive, and lead the industry forward. 

Her impact has not gone unnoticed. In recognition of her commitment to advancing opportunities for others, the Women In Trucking Association (WIT) named Cox as the 2025 Influential Woman in Trucking. Through innovative programs such as management training, apprenticeships, and internships, Cox has helped create clear career pathways — particularly for women and underrepresented professionals —  strengthening both the company’s talent pipeline and the future of the trucking industry. 

“I am thrilled and honored to be recognized as the recipient of this award,” says Cox. “The real recognition goes to Old Dominion Freight Line, for allowing me and the team to develop these programs. Our leaders at OD supported these opportunities which has helped us continue to fulfill our vision of being the premier transportation provider while maintaining our unique OD Family atmosphere.” 

Under her leadership, the HR Development and Talent Acquisition teams have grown from one employee to nearly 40 nationwide. Cox also developed a comprehensive leadership curriculum that integrates OD’s vision, core values, and family culture into every level of training. Her strategic approach and commitment to inclusion have made her a respected industry leader dedicated to empowering people and opening doors for the next generation of women in trucking. 

Redefining the Road magazine recently caught up with Cox to ask a few questions. 

What specific impact have you made in advancing women in the trucking industry?

Since becoming a part of the transportation industry 20 years ago I have created clear pathways for women through Management Trainee Programs and Supervisor Development Programs within a structured skills-based career ladder. These programs have helped advance women into leadership positions. 

How do you measure that impact? 

I developed leadership classes tailored to the industry and embedded each company’s core values and their unique culture. At OD family culture is huge and by bringing that to the forefront I have normalized empathy, communication and professionalism as leadership traits within the industry. 

By changing how leaders interact (smile, say hello, ask about family) I feel as if I have humanized the trucking workplace making the industry more approachable, especially for women and younger generations. By bringing the OD family values to the forefront since being at OD the last 17 years, this has led more women to raise their hands for growth opportunities within the organization. 

Also, as someone who had no idea what I wanted to be when I grew up, I have sympathetic heart to those high school students who are not familiar with a variety of career paths, since I am a first generation college graduate myself at OD we have set up nationwide high school recruitment efforts to communicate our diverse career paths in the transportation industry. This early outreach is reshaping public perception of trucking as an inclusive, forward-looking field for females. 

Finally, since coming to OD, there were only a couple of people in HR, this department has grown in the field to a nationwide team of 40, 67% of whom are women. Overall, I feel my impact has been that not only does transportation have opportunities for females but this industry has something for every female in every stage of their career; whether it is on the dock, in the truck, in the office or in the C suite, women belong in this industry and can thrive and be great leaders. 

I remain committed to expanding opportunities for women in transportation and continuing to shape a more inclusive future for the industry.

Looking ahead, what is one bold change you believe the industry needs? 

The trucking industry needs to understand what flexibility and opportunity look like for women. For too long, success in this field has been measured by miles, hours, or time on the road — but those traditional measures don’t always reflect the realities or ambitions of today’s workforce, especially women who are balancing multiple priorities. To truly support women, we need to create intentional career pathways that allow for both growth and balance — whether that’s through shared or regional routes that provide more home time, or clear transitions from driver to leadership roles. 

How are you positioned to help lead that change? 

As a Vice President of Human Resources, I’m in a position to drive these changes by shaping policy, influencing culture, and ensuring that our workforce truly reflects the diversity and potential of the communities we serve. When women see themselves represented at every level, the entire industry becomes stronger, more innovative, and more inclusive. 

Related Articles:

• Influential Woman in Trucking Program
• Tracy Rushing of R.E. Garrison Named 2024 Influential Woman in Trucking
• Shelley Simpson of J.B. Hunt Transport Named 2023 Influential Woman in Trucking
• Trina Norman of UPS Named 2022 Influential Woman in Trucking
• Lily Ley of PACCAR named 2021 Influential Woman in Trucking

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