Generational Expectations for Workplace Policies and Cannabis

In my years of experience working in human resources, safety, and technology in the transportation industry, I’ve seen firsthand how workforce expectations evolve as new generations join us. Now, with Generation Z beginning to make up a significant portion of our workforce and Generation Alpha not far behind, workplace policies—including those around cannabis—are facing fresh scrutiny. This is a conversation we must engage in, not just to stay relevant but to remain competitive in attracting and retaining talent.

If you missed my previous article on Generations' Impact in the Workplace, you can link to it here.

Cannabis Laws Through the Eyes of Generation Z?

Generation Z, born between 1997 and 2012, has grown up during an era of profound change in cannabis laws. California legalized medical marijuana in 1996 which mean this generation doesn’t recall a time before the steady progression toward legalization and decriminalization. Recreational cannabis is now legal in 24 states and Washington DC, and medical use is permitted in 39 states. For Gen Z, cannabis has largely been normalized, creating an expectation that workplace policies will reflect societal shifts.?

However, for industries like trucking, which fall under federal jurisdiction, this expectation conflicts with the Department of Transportation’s strict drug testing requirements. Cannabis remains illegal under federal law, and even trace amounts can disqualify a driver, regardless of whether its use was recreational and legal under state law. This creates a significant disconnect between generational norms and federal regulation.?

Workforce Demographics: Age and Disqualification Challenges?

The transportation industry faces a stark demographic challenge: the average driver is? close to 50 years old. Recruiting younger drivers is critical, but our strict cannabis policies often deter Gen Z applicants. Meanwhile, drivers who test positive for cannabis use represent a growing cost. Replacing disqualified drivers costs trucking companies an estimated $8,000-20,000, factoring in recruitment, training, and lost productivity.?

As cigarette and alcohol use is trending down, use of cannabis is trending up in America. The National Institutes of Health references a 2023 study showing “Cannabis use in the past year and past month remained at historically high levels for both adult age groups in 2023. Among adults 19 to 30 years old, approximately 42% reported cannabis use in the past year, 29% in the past month, and 10% daily use (use on 20 or more occasions in the past 30 days).” With these generational and societal trends, the trucking industry risks losing access to a significant talent pool unless it adapts policies while maintaining safety standards.?

Why Drivers Leave: The Cost of Choice?

Retention remains one of our greatest challenges. Many drivers leave the trucking industry for roles in construction, technology, and the gig economy, where cannabis policies are less restrictive. These industries attract younger workers with flexible policies that focus on impairment at work rather than blanket bans on cannabis use.?

Lessons from Other Industries?

Industries adapting to changing cannabis norms provide valuable lessons:?

1. Construction: Some companies have shifted to impairment-based testing, ensuring safety without alienating younger employees.?
2. Technology: Performance-based evaluations replace pre-employment drug tests, reflecting a culture that values productivity over personal habits.?
3. Retail and Hospitality: Many businesses in these sectors avoid cannabis testing entirely unless directly tied to workplace performance.?

These approaches acknowledge societal changes while maintaining operational effectiveness.?

Advocating for Change at the Federal Level?

For the transportation industry, the challenge lies in balancing compliance with federal law and evolving workforce expectations. Here’s where advocacy becomes crucial. Organizations like the American Trucking Associations (ATA) play a vital role in lobbying for federal policy changes that reflect state-level trends. Industry leaders must engage policymakers to explore solutions like:?

• Revisiting THC thresholds with the new understanding we have that residual presence does not indicate impairment.?
• Funding research into impairment detection technology for cannabis, similar to alcohol testing.?

• Proposing pilot programs to test alternative approaches to cannabis policy in regulated industries.?

The trucking community has a long history of driving positive change through collaboration and advocacy. By proactively addressing these challenges, we can protect public safety while adapting to the expectations of a new generation.?

The Road Ahead?

I am fully on board with preventing impaired driving and I am in no way advocating for operating a vehicle while under the influence of a substance impairing one’s ability to drive safely. In fact, I believe we will prevent more impaired driving by adapting our strategy to be in line with social norms instead of spending precious time and energy fighting the natural societal change we see with each generation.?

Generation Z and Generation Alpha will continue shaping workplace norms. As they do, industries that engage in meaningful conversations around these shifts—particularly cannabis policies—will be better positioned to attract, retain, and develop top talent. By leveraging our collective experience and engaging at the federal level, the transportation industry can lead the way in finding practical solutions that enhance safety while recognizing societal progress.?

This isn’t just about policies; it’s about ensuring the future of an industry that touches every corner of our economy and lives. Let’s meet this challenge head-on, together.?

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