Women In Trucking Association Announces Image Team Class of 2026
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Women In Trucking Association Announces Image Team Class of 2026

by Women In Trucking Staff, on Aug 10, 2026, 4:06:01 PM

PLOVER, Wi. — August 10, 2026 — The Women In Trucking Association (WIT) announced 16 new drivers selected for the Image Team. This elite group of professional female drivers, representing eight companies across the industry, will serve as the Image Team Class of 2026.

They join the 18 drivers on the Image Team who serve as the voice of women in the trucking industry, including 12 legacy members and six members from the class of 2024. The current team represents 13 companies that highlight the unique opportunities in trucking.

Founded in 2015, the Image Team brings together drivers with diverse experience. This year’s class has between one and 39 years of experience, including drivers who haul everything from individual packages to horses. They also provide training, support, and mentorship to drivers just starting out. As part of the Image Team, they share their stories, advocate for the industry, and inspire the next generation to consider careers in trucking. They also participate in media interviews, attend community and industry events, provide educational outreach, and offer ride-alongs to showcase the opportunities available to women in the profession.

“Drivers are the heartbeat of our industry, and WIT’s Image Team highlights how rewarding a career behind the wheel can be,” said Lana Nichols, interim president & CEO of WIT. “We are excited to showcase women who are passionate about their careers, confident in sharing their stories, and committed to supporting and elevating others across the trucking profession.”

This year’s class includes driver ambassadors who bring the WITney® Educational Trailer to communities across the country. WIT's mobile education and outreach trailer features a state-of-the-art driving simulator and interactive exhibits that introduce audiences to the trucking industry. By transporting WITney® to events and sharing their personal experiences, these ambassadors inspire thousands of students, job seekers, and community members to explore rewarding careers in trucking. Walmart has been supportive of the program, selecting a premier group of professionals as WITney® Ambassadors.

Members of the Image Team Class of 2026 include:

- Cassie Altidor*, Walmart

- Nita Brown, Walmart

- Krista Cardoso*, Walmart

- Nicole Dudon, Old Dominion Freight Line

- Paula Harper, FedEx Freight

- Barbara Herring, J.B. Hunt Transport Services

- Gina Jones, Werner Enterprises

- Jo Lynn Kelley*, Walmart

- Tracy Larsen, FedEx Freight

- Lisa Ray*, Walmart

- Desiree Robbins, Walmart

- Cinthia Sanchez Altamirano*, Walmart

- Su Schmerheim, ClassAct Horse Transport

- Jenna Walker, Walker Sand & Stone

- Heather Wolff, Werner Enterprises

- Shawnta Wortham, Boyle Transportation

*Denotes WITney® Ambassador.

For more information about the WIT Image Team, or to arrange a media interview, ride-along, or event appearance with a Class of 2026 member, please contact Jenny Fall at jenny@womenintrucking.org.

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About Women In Trucking Association, Inc.

Women In Trucking Association, Inc. (WIT) champions the employment and advancement of women in trucking, fosters connections, and recognizes achievements. WIT is the original community supporting women in the industry, from the driver’s seat to the C-Suite, offering programs and services to help companies succeed, employees thrive, and individuals make an impact. WIT is supported by the generosity of members, including Gold Partners: Amazon, Bridgestone Americas, C.H. Robinson, Daimler Truck North America, FedEx Freight, Great Dane, International Motors, J.B. Hunt Transport, Michelin North America, PACCAR, Penske Transportation Solutions, Perdue Transportation Inc., Ryder System Inc., UPS, and Walmart. Follow WIT on LinkedIn, Facebook, Instagram, X, TikTok, and YouTube. To learn more, visit womenintrucking.org, email membership@womenintrucking.org or call 888-464-9482.

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<a class="hs-featured-image-link" href="https://www.womenintrucking.org/press-releases/women-in-trucking-associ…; title=""> <img alt="Women In Trucking Association Announces Image Team Class of 2026" class="hs-featured-image" src="https://www.womenintrucking.org/hubfs/WIT-2026-Image-Team-Class-1200x62…; style="width: auto !important; float: left; margin: 0 15px 15px 0;" /> </a>
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Women In Trucking Association Announces Amazon's Return as Gold Partner
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Women In Trucking Association Announces Amazon's Return as Gold Partner

by Women In Trucking Staff, on Aug 17, 2026, 5:00:00 AM

PLOVER, Wi. – August 17, 2026 – The Women In Trucking Association (WIT) today announced that Amazon has returned as a Gold Partner, reaffirming its commitment to WIT and its mission to champion the employment and advancement of women in trucking, foster connections, and recognize achievements. Amazon first became a Gold Partner in 2019.

As part of its return as a Gold Partner, Amazon has appointed Janelle Bubnes, senior regional transportation manager, to serve as its representative on the WIT Board of Directors. In this role, Bubnes will help guide the association's strategic direction and work alongside fellow board members to support WIT's mission and initiatives.

"We're excited to begin this next chapter with Amazon," said Lana Nichols, interim president & CEO of WIT. "Their support, combined with the leadership and industry expertise Janelle Bubnes will bring to the board of directors, will help strengthen our efforts and expand our impact across the trucking industry.”

"Amazon is proud to return as a Gold Partner of Women In Trucking and reaffirm our commitment to advancing women across every level of transportation,” said Bubnes. “WIT creates the community, visibility, and advocacy that this industry needs — and we’re excited to bring our scale and our people to the table to help drive that mission forward."

Founded in 2007, the Women In Trucking Association is a resource for 7,700 corporate and individual members located throughout North America. Recent accomplishments include: releasing the 2026-27 WIT Index, the industry barometer to regularly benchmark and measure the percentage of women who make up critical roles in transportation, which had approximately 210 company participants; hosting 6,300 participants in the WITney® Educational Trailer throughout 39 events in 18 states; honoring nearly 200 leaders in transportation through several recognition programs; and more than 1,100 registered attendees at the 2025 Accelerate! Conference and Exhibition.

###

About Women In Trucking Association, Inc.

Women In Trucking Association, Inc. (WIT) champions the employment and advancement of women in trucking, fosters connections, and recognizes achievements. WIT is the original community supporting women in the industry, from the driver’s seat to the C-Suite, offering programs and services to help companies succeed, employees thrive, and individuals make an impact. WIT is supported by the generosity of members, including Gold Partners: Amazon, Bridgestone Americas, C.H. Robinson, Daimler Truck North America, FedEx Freight, Great Dane, International Motors, J.B. Hunt Transport, Michelin North America, PACCAR, Penske Transportation Solutions, Perdue Transportation Inc, Ryder System, UPS, and Walmart. Follow WIT on LinkedIn, Facebook, Instagram, X, TikTok, and YouTube. To learn more, visit womenintrucking.org, email membership@womenintrucking.org or call 888-464-9482.

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Women In Trucking Association Releases 2026-27 WIT Index Data
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Women In Trucking Association Releases 2026-27 WIT Index Data

by Women In Trucking Staff, on Aug 27, 2026, 5:00:01 AM

PLOVER, Wi. – Aug. 27, 2026 – The Women In Trucking Association (WIT) today released findings of its 2026-27 WIT Index. This unique research is the industry’s barometer to benchmark and measure the percentage of women who make up critical roles in the trucking industry. These roles include C-level corporate management and on boards of directors, supervisory positions, and functional roles such as operations, technicians, HR/talent management, safety, and professional truck drivers who hold CDLs.

WIT conducted an online survey of organizations of all sizes in transportation to gather percentages of women in their workforce from November 2025 through April 2026. The respondents were asked to report data that included demographics, status of their organization’s diversity and inclusion policies, and percentages of females in various roles of their companies.

Approximately 210 respondents reported their organizations’ gender diversity statistics in the WIT Index survey. Among those responding, a majority of them (51%) represent for-hire motor carriers or companies with private fleets as part of the organization’s operations. Of those respondents representing organizations with fleet assets, 35% are for-hire motor carriers of various types (full truckload, less-than-truckload, refrigerated, flatbed, expedited and liquid) and 16% are manufacturers, retailers, distributors, and other company types with private fleets. Approximately 16% of respondents are intermediary companies, including third-party logistics companies (3PLs), truck brokers, and intermodal marketing companies (IMCs).

The 2026-27 WIT Index survey found a substantial number of women in influential leadership roles. Approximately 31% in C-Suite/executive positions are women, 37.5% in supervisory leadership roles are women, and 29% of those who serve on boards of directors are women.

A significant percentage of women also hold roles in these functions: 76.5% in human resources/talent management, 45.5% in dispatcher roles, and 44% in safety. Truck diesel technicians are much less likely to have women in those roles, with only 2.5% reported.

The 2026-27 WIT Index reported percentage of professional truck drivers who are women based upon company workforce size. According to this year’s WIT Index, micro/small companies with less than 500 employees report that 10% of their overall professional driver population who hold CDLs are women. Large/medium enterprises with 500 to 4,999 employees report that approximately 10.5% of their overall professional driver workforce who hold CDLs are women. Giant/major enterprises with more than 5,000 employees report that approximately 7% of their truck driver population who hold CDLs are women.

These reported percentages are relatively flat in comparison to the previous version of the WIT Index. It’s important to note that these percentages reflect professional truck drivers who hold CDLs and are driving medium- to heavy-duty commercial trucks, not last mile or delivery vans or other vehicles that are not heavy-duty trucks.

To download a free copy of the WIT Index, visit https://www.womenintrucking.org/index.

###

About Women In Trucking Association, Inc.

Women In Trucking Association, Inc. (WIT) champions the employment and advancement of women in trucking, fosters connections, and recognizes achievements. WIT is the original community supporting women in the industry, from the driver’s seat to the C-Suite, offering programs and services to help companies succeed, employees thrive, and individuals make an impact. WIT is supported by the generosity of members, including Gold Partners: Amazon, Bridgestone Americas, C.H. Robinson, Daimler Truck North America, FedEx Freight, Great Dane, International Motors, J.B. Hunt Transport, Michelin North America, PACCAR, Penske Transportation Solutions, Perdue Transportation Inc, Ryder System, UPS, and Walmart. Follow WIT on LinkedIn, Facebook, Instagram, X, TikTok, and YouTube. To learn more, visit womenintrucking.org, email membership@womenintrucking.org or call 888-464-9482.

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<p style="line-height: 1.75;"><strong><span style="line-height: 107%;">PLOVER, Wi. – Aug. 27, 2026 –</span></strong> The Women In Trucking Association (WIT) today released findings of its 2026-27 WIT Index. This unique research is the industry’s barometer to benchmark and measure the percentage of women who make up critical roles in the trucking industry. These roles include C-level corporate management and on boards of directors, supervisory positions, and functional roles such as operations, technicians, HR/tale

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Women In Trucking Association Announces Continued Partnership with FedEx Freight
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Women In Trucking Association Announces Continued Partnership with FedEx Freight

by Women In Trucking Staff, on Sep 1, 2026, 5:00:00 AM

PLOVER, Wi. – Sept. 1, 2026 – The Women In Trucking Association (WIT) announced today that FedEx Freight has renewed its Gold Partnership, supporting the nonprofit association in furthering its mission to champion the employment and advancement of women in trucking, foster connections, and recognize achievements.

FedEx Freight has been an active supporter of the association for more than a decade and a Gold Partner since 2019. Additionally, the company has played a pivotal role in WIT’s annual Accelerate! Conference & Expo as a sponsor. Melissia Reeves, managing director – district operations, will continue her service on WIT’s board of directors, where she contributes her industry expertise and leadership to support the association’s continued growth and impact.

"Renewing our Gold Partnership with the Women In Trucking Association reflects FedEx Freight's commitment to developing a strong workforce and advancing the transportation industry,” said Reeves. “Through this partnership, we support leadership development, expand opportunities, and help build a stronger future for our industry.”

“FedEx Freight continues to demonstrate a strong commitment to creating opportunities for women across the trucking industry,” said Lana Nichols, interim president and CEO of WIT. “Their partnership helps us strengthen the connections, resources, and opportunities that support women throughout their careers.”

Founded in 2007, the Women In Trucking Association is a resource for 7,700 corporate and individual members located throughout North America. Recent accomplishments include: releasing the 2026-27 WIT Index, the industry barometer to regularly benchmark and measure the percentage of women who make up critical roles in transportation, which had approximately 210 company participants; hosting 6,300 participants in the WITney® Educational Trailer throughout 39 events in 18 states; honoring nearly 200 leaders in transportation through several recognition programs; and welcomed more than 1,100 registered attendees at the 2025 Accelerate! Conference and Exhibition.

###

About Women In Trucking Association, Inc.

Women In Trucking Association, Inc. (WIT) champions the employment and advancement of women in trucking, fosters connections, and recognizes achievements. WIT is the original community supporting women in the industry, from the driver’s seat to the C-Suite, offering programs and services to help companies succeed, employees thrive, and individuals make an impact. WIT is supported by the generosity of members, including Gold Partners: Amazon, Bridgestone Americas, C.H. Robinson, Daimler Truck North America, FedEx Freight, Great Dane, International Motors, J.B. Hunt Transport, Michelin North America, PACCAR, Penske Transportation Solutions, Perdue Transportation Inc, Ryder System, UPS, and Walmart. Follow WIT on LinkedIn, Facebook, Instagram, X, TikTok, and YouTube. To learn more, visit womenintrucking.org, email membership@womenintrucking.org or call 888-464-9482.

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Women In Trucking Association Announces Continued Partnership with Bridgestone Americas
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Women In Trucking Association Announces Continued Partnership with Bridgestone Americas

by Women In Trucking Staff, on Sep 14, 2026, 5:00:00 AM

PLOVER, Wi. – Sept. 14, 2026 – The Women In Trucking Association (WIT) announced today that Bridgestone Americas has renewed its Gold Partnership. The continuation of this partnership furthers Bridgestone’s commitment to WIT’s mission to champion the employment and advancement of women in trucking, foster connections, and recognize achievements.

Since 2021, Bridgestone has actively participated in the association and has supported WIT as a Gold Partner since 2023. Additionally, the company has been a sponsor of WIT’s Accelerate! Conference & Expo since 2022. Bridgestone’s Megan Miller, director, network & solutions development and deployment, serves on the board of directors.

“Our partnership with Women In Trucking has helped Bridgestone connect with industry leaders, contribute to the conversations shaping transportation's future, and champion progress across the trucking industry," said Debra Hamlin, senior manager, ERS operations and customer insights. “We are proud to continue working together to help create a stronger, more innovative future for transportation."

“We’re pleased to continue building on our partnership with Bridgestone,” said Lana Nichols, interim president & CEO of WIT. “Megan Miller’s leadership on our board of directors, combined with Bridgestone’s ongoing support, helps move our mission forward and creates lasting value for our members and the industry.”

Founded in 2007, the Women In Trucking Association is a resource for 7,700 corporate and individual members located throughout North America. Recent accomplishments include: releasing the 2026-27 WIT Index, the industry barometer to regularly benchmark and measure the percentage of women who make up critical roles in transportation, which had approximately 210 company participants; hosting 6,300 participants in the WITney® Educational Trailer throughout 39 events in 18 states; honoring nearly 200 leaders in transportation through several recognition programs; and more than 1,100 registered attendees at the 2025 Accelerate! Conference and Exhibition.

###

About Women In Trucking Association, Inc.

Women In Trucking Association, Inc. (WIT) champions the employment and advancement of women in trucking, fosters connections, and recognizes achievements. WIT is the original community supporting women in the industry, from the driver’s seat to the C-Suite, offering programs and services to help companies succeed, employees thrive, and individuals make an impact. WIT is supported by the generosity of members, including Gold Partners: Amazon, Bridgestone Americas, C.H. Robinson, Daimler Truck North America, FedEx Freight, Great Dane, International Motors, J.B. Hunt Transport, Michelin North America, PACCAR, Penske Transportation Solutions, Perdue Transportation Inc, Ryder System, UPS, and Walmart. Follow WIT on LinkedIn, Facebook, Instagram, X, TikTok, and YouTube. To learn more, visit womenintrucking.org, email membership@womenintrucking.org or call 888-464-9482.

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Women In Trucking Association Announces Gold Partnership with Perdue Transportation, Inc
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Women In Trucking Association Announces Gold Partnership with Perdue Transportation, Inc

by Women In Trucking Staff, on Oct 5, 2026, 5:00:00 AM

PLOVER, Wi. – Oct. 5, 2026 – The Women In Trucking Association (WIT) proudly welcomes Perdue Transportation, Inc as its newest Gold Partner, establishing a shared commitment to supporting women throughout the trucking industry. Through this partnership, Perdue will help advance initiatives that promote professional growth, expand access to industry resources, strengthen connections, and recognize the contributions of women at every stage of their careers.

Perdue has named Carrie Johnson, senior transportation director, to represent the company on the WIT Board of Directors.

"Strong partnerships with companies like Perdue Transportation are essential to advancing our mission," said Lana Nichols, interim president and CEO of WIT. "We are pleased to welcome Carrie Johnson to our board of directors and look forward to working together to support and elevate women across the trucking industry."

"Transportation offers tremendous opportunities for growth, leadership, and impact. I am excited to work alongside Women In Trucking and fellow board members to champion initiatives that support women at every stage of their careers,” said Johnson. “Through this partnership, Perdue Farms Inc hopes to foster meaningful connections, expand development opportunities, and help build a stronger, more diverse future for our industry.”

Founded in 2007, the Women In Trucking Association is a resource for 7,700 corporate and individual members located throughout North America. Recent accomplishments include: releasing the 2026-27 WIT Index, the industry barometer to regularly benchmark and measure the percentage of women who make up critical roles in transportation, which had approximately 210 company participants; hosting 6,300 participants in the WITney® Educational Trailer throughout 39 events in 18 states; honoring nearly 200 leaders in transportation through several recognition programs; and welcomed more than 1,100 registered attendees at the 2025 Accelerate! Conference and Exhibition.

###

About Women In Trucking Association, Inc.

Women In Trucking Association, Inc. (WIT) champions the employment and advancement of women in trucking, fosters connections, and recognizes achievements. WIT is the original community supporting women in the industry, from the driver’s seat to the C-Suite, offering programs and services to help companies succeed, employees thrive, and individuals make an impact. WIT is supported by the generosity of members, including Gold Partners: Amazon, Bridgestone Americas, C.H. Robinson, Daimler Truck North America, FedEx Freight, Great Dane, International Motors, J.B. Hunt Transport, Michelin North America, PACCAR, Penske Transportation Solutions, Perdue Transportation, Inc, Ryder System, UPS, and Walmart. Follow WIT on LinkedIn, Facebook, Instagram, X, TikTok, and YouTube. To learn more, visit womenintrucking.org, email membership@womenintrucking.org or call 888-464-9482.

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Women In Trucking Association Announces Finalists for 2026 Influential Woman in Trucking Award
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Women In Trucking Association Announces Finalists for 2026 Influential Woman in Trucking Award

by Women In Trucking Staff, on Oct 6, 2026, 5:00:00 AM

PLOVER, Wi. – Oct. 6, 2026 – The Women In Trucking Association (WIT) announced today three finalists for the 2026 Influential Woman in Trucking award, sponsored by TrueBlue's Centerline Drivers. Established in 2010, the award honors outstanding female leaders who are shaping the future of trucking and inspiring others through innovation, leadership, and a commitment to advancing women in the industry.

This year's finalists represent a range of leadership roles across the industry who have made a measurable impact on their organizations and communities. The 2026 Influential Woman in Trucking award finalists are:

- Angela Lentz, Chief People Officer, Daimler Truck North America

- Mari Roberts, Senior Vice President, North America Supply Chain Centers of Excellence, PepsiCo

- Sauny Tucker, CEO, Tucker Freight Lines

Angela Lentz serves as chief people officer for Daimler Truck North America (DTNA), where she leads the people and culture strategy behind one of the region's largest commercial vehicle manufacturers. She serves on the DTNA Operating Committee, the company’s senior leadership body for North America, and on Daimler Truck’s global Human Resources Operating Committee. Through these roles, she brings a people-focused perspective to business decisions and organizational transformation at both the regional and global levels.

That perspective is grounded in nearly three decades of experience across the business. Before leading DTNA’s people organization, Lentz held roles in purchasing, materials, quality, and finance and has worked in both corporate offices and the Portland Truck Manufacturing Plant. Her cross-functional background gives her a practical understanding of the business, allowing her to connect workforce strategy with operational performance.

For Lentz, leadership is built on connection and trust. Known for her transparent style and passion for developing others, she has built a reputation as a mentor and advocate for employees across the organization. Through mentoring relationships, leadership engagement opportunities and skip-level conversations, she creates space for employees to share their perspectives, grow professionally and feel connected to the company's success. As a Commercial Driver's License holder, she has taken a hands-on approach to understanding the industry and the people who keep it moving, strengthening her connection to employees, customers and transportation professionals.

Lentz is also committed to helping the next generation of industry leaders thrive. Previously named a WiT Top Woman to Watch in Transportation, she champions employee development initiatives and supports the Women's Interactive Network, a DTNA employee business resource group that offers mentorship, professional development and opportunities to expand professional networks across the company. Through these efforts, she helps women build stronger careers and take on new opportunities across DTNA and the commercial vehicle industry.

Mari Roberts, CTP, serves as senior vice president of the North America Supply Chain Centers of Excellence for PepsiCo Beverage US and PepsiCo Foods US. In this role, she and her team are responsible for delivering operational excellence across manufacturing, warehousing, transportation, fleet, and integrated business solutions.

Roberts has held numerous field operations and corporate positions in transportation and supply chain in her 26-year career with Frito-Lay. She graduated from Arizona State University with a B.S. in Supply Chain Management.

Roberts received her Certified Transportation Professional (CTP) certification in 2009 and served as chairman of the National Private Truck Council (NPTC) Institute Board of Governors from 2014-2022 and is currently chair of the NPTC Board of Directors. She has been involved in and has held leadership positions with multiple employee resource groups at Frito-Lay, including the Women's Inclusion Network and PepsiCo Asian Network, and served as the executive sponsor for the EQUAL ERG. Roberts and her team are also actively engaged with the Valor ERG, honoring and supporting military-affiliated individuals and their communities.

Roberts was recognized as one of the 2022 Influential Women in Trucking finalists by WIT. She was also recognized by the Asian American Business Development Center as a 2026 recipient of the Outstanding 50 Asian Americans in Business Award.

Sauny Tucker serves as CEO for Tucker Freight Lines in Dubuque, Iowa, though her connection to trucking began long before she carried the title of CEO. As the daughter and granddaughter of professional drivers, she grew up understanding that behind every truck is a person and a family. In 2001, she entered the industry alongside her husband, AJ Tucker, beginning a journey that would eventually lead them to acquire Art Pape Transfer in 2018 and build what is now Tucker Freight Lines.

Today, Tucker leads the safety, human resources, recruiting, and marketing efforts, while helping guide the company's continued growth and expansion. As the company has grown, Tucker has remained grounded in something much harder to measure, knowing the people behind the business. She is known for an open door, a willingness to listen, and a leadership style that pairs compassion with accountability.

That approach has helped shape the company’s culture and the leaders growing within it. Tucker is passionate about creating opportunities for others, particularly women, and encouraging people to recognize the value of their own voice and perspective.

WIT has recognized Sauny as a Top Woman to Watch in Transportation, while Tucker Freight Lines has been recognized as a Top Woman-Owned Business in Transportation and a Top Company for Women to Work in Transportation. Under her leadership, Tucker also earned 2026 TCA Elite Fleet certification. Beyond the company, Sauny has remained committed to the Dubuque community, including Tucker’s longstanding support of Opening Doors, which provides housing and resources for women and children working toward stability and independence. These recognitions reflect the culture Sauny has worked to build at Tucker and her belief that growth is about more than the size of a company. It is also about the people and communities who grow with it.

The award finalists will participate in a panel discussion at the WIT Accelerate! Conference & Expo taking place Oct. 25-28 in Dallas, TX, followed by the winner announcement.

###

About Women In Trucking Association, Inc.

Women In Trucking Association, Inc. (WIT) champions the employment and advancement of women in trucking, fosters connections, and recognizes achievements. WIT is the original community supporting women in the industry, from the driver’s seat to the C-Suite, offering programs and services to help companies succeed, employees thrive, and individuals make an impact. WIT is supported by the generosity of members, including Gold Partners: Amazon, Bridgestone Americas, C.H. Robinson, Daimler Truck North America, FedEx Freight, Great Dane, International Motors, J.B. Hunt Transport, Michelin North America, PACCAR, Penske Transportation Solutions, Perdue Transportation, Inc, Ryder System, UPS, and Walmart. Follow WIT on LinkedIn, Facebook, Instagram, X, TikTok, and YouTube. To learn more, visit womenintrucking.org, email membership@womenintrucking.org or call 888-464-9482.

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Industry award finalists and leadership profiles in trucking and supply chain.
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The forgotten layer: How Brian Dawson learned to see the whole stack
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Ask Brian Dawson, CIQ's Director of Product Management, to explain what he does, and he reaches for a cake analogy before he reaches for a spec sheet.

Organizations have invested heavily in the most visible parts: the GPUs, models, frameworks, and applications. They have chosen the best icing and decided whether they want a strawberry layer. Then, when they reach the operating system, they treat it like ordinary flour and quickly put something together underneath everything else.

"We’ve moved so fast with AI that the OS has become the forgotten layer,” Brian says. “You’ve got this beautiful cake, and sitting in it is a slapped together layer of the OS because you weren’t thinking about it. But compromise that layer, and the structural integrity of the entire stack suffers."

That instinct to notice the layer everyone else is skipping past is the throughline of Brian's career, from helping developers work with matrix math on the original PlayStation to shaping the latest release of RLC Pro AI. It shows up in the questions he asks, the teams he builds, the reason he still DJs, and his belief that different perspectives reveal parts of a problem that others cannot see.

From matrix math to Rocky Linux

Brian’s path to product management ran through nearly every part of a technology organization, including QA, software development, DevOps, product marketing, technical sales, and community development. “I’ve had the benefit of being an individual contributor and a leader in every major phase, discipline, or domain of technology delivery,” he said. That breadth prepared him to approach his current role as what he calls “the CEO of the product,” responsible for the entire loop rather than a single slice, from translating customer needs into what engineering builds to helping marketing and sales communicate its value.

That habit of tracing how all the pieces fit together began in his first job at Sony PlayStation, where Brian was employee number 97. The console’s geometry transformation engine performed the fast matrix calculations needed to bring 3D graphics to consumer hardware at a level that had not previously been available.

Brian’s father worked at Silicon Graphics, helping bring high-performance graphics capabilities associated with supercomputers to technical workstations. At PlayStation, Brian encountered the next stage of that evolution as specialized graphics technology reached millions of consumers. Some of his colleagues later moved into the emerging GPU industry, whose processors would eventually become essential to modern AI.

In developer support, Brian sometimes traced a problem all the way down to assembly code before working his way back up through the system. He also created and managed a tools and middleware program at a time before widely available game engines gave developers a common foundation. The program helped technology companies build reusable libraries and tools so game developers did not have to create every component themselves.

Even then, his work crossed the boundaries between technology, product strategy, and communication. Because PlayStation’s early organization was small, Brian could sit in the room as the team decided not only what the technology could do, but also how to package and position it without overwhelming the audience with its complexity.

“We had this complex technology, but we couldn’t necessarily go out and market everything it did because that would confuse people,” he said. “I got exposure to how you take a complex technology and package it to go to market.”

Later in his career, Brian conducted what he calls “empathetic persona research,” sitting down with more than 50 developers and asking what motivated them, what frustrated them, and what they feared. One answer stayed with him: developers are motivated by seeing a user’s face light up when their work solves a problem. One of their fears is never seeing where that work goes or whether anyone benefits from it.

Brian recognized the same motivation in himself. He was originally drawn to programming by the ability to take an idea and create something where nothing had existed before. But what made the work meaningful was delivering that creation to someone who could use it.

He describes the thread across his career with a formula: innovate + evangelize + influence = impact.

Innovation alone is not enough. If no one recognizes what it can do, it remains an unheard tree falling in the forest. Evangelism builds understanding and belief. That belief creates influence, which ultimately allows an idea to produce an impact. Remove any part of the equation, Brian says, and the result is compromised.

Underneath every part is something simpler: none of it works without people who can bring other people, and the functions they represent, together around the same goal.

Looking beneath the label of AI

That broad view matters in AI because the word itself hides an unusually complex and fast moving system.

Start with the hardware: CPUs, GPUs, or other accelerators. Consider where that hardware runs, how many accelerators are involved, and how they are connected. Above the hardware are the operating system and drivers, mathematical libraries, AI frameworks, models, applications, and the business use cases those applications serve.

Then multiply that stack across engineering, product, finance, marketing, sales, and every other function exploring AI.

Asking whether an organization is “mature in AI” can be like looking at the finished cake and ignoring everything required to make it hold together.

“We put this really complex, multi-dimensional thing in a box and call it AI,” Brian said. His experience across the technology lifecycle helps him recognize those different dimensions and understand that changing one layer can create consequences somewhere else.

The operating system is one of the most consequential layers, but it is also one of the easiest to overlook.

Organizations devote enormous attention and capital to accelerators, models, and frameworks. The OS underneath them can become an afterthought, even though it connects the hardware to everything running above it. Driver compatibility, kernel capabilities, networking, system tuning, and resource management can all affect whether expensive infrastructure performs as expected.

At CIQ, Brian focuses on closing the distance between a general-purpose Enterprise Linux foundation and the operating system an AI workload actually requires. RLC Pro AI brings CIQ’s Linux and high-performance computing expertise into an integrated platform built for AI infrastructure.

Stability at the speed of AI

RLC Pro AI addresses what Brian calls an inherent tension between the stability of enterprise infrastructure and the rapid evolution of AI.

Enterprise Linux environments are designed for predictability. Organizations generally do not want the foundation underneath an important database or application changing every few months. In AI, however, a fundamental part of the stack can turn over within that same period. New hardware requires new drivers. Framework updates introduce new dependencies. Performance improvements depend on capabilities that may not exist in an older kernel.

Meanwhile, organizations are under pressure to put AI into production faster than they can develop deep expertise in every layer.

“How do we empower the people who have to work with it to have stability and performance, security and performance, vendor support and performance?” Brian asked.

RLC Pro AI answers that question in three ways. It combines enterprise stability with the performance required for AI workloads. It provides an opinionated foundation so teams do not need to become experts in every component before they can begin. And it reduces setup time so costly infrastructure can start producing value sooner.

Every moment a GPU remains idle while someone installs software, reconciles dependencies, or determines how to tune the operating system represents capital that is not being used.

The latest RLC Pro AI release expands how CIQ supports what Brian describes as the journey from experimentation to implementation to execution.

At one end, Ollama and a free developer container give an individual developer a quick way to explore models using a production-like software foundation. A developer can pull the RLC Pro AI container, pull a model through Ollama, and have a working local stack in about 10 minutes.

At the other end, CIQ Linux Kernel 6.18 provides a newer kernel foundation with vendor backing for large production environments, where small differences in performance and efficiency can become significant across many accelerators and workloads.

The aim is to support the same journey from a developer’s laptop to cloud, hybrid, physical, and rack scale infrastructure without requiring teams to assemble a new foundation at every stage.

“We’re completing the AI journey to meet people where they are,” Brian said.

Addressing pain points

Moving to a newer kernel is not as simple as downloading it. Every component must still work with the components above, below, and beside it.

During development of the latest RLC Pro AI release, the team repeatedly encountered what Brian calls “dependency hell.” A framework might require a version of Python that is not included in the standard operating system environment. A driver may not yet have an officially supported path for a newer kernel. Solving one compatibility problem can reveal another dependency elsewhere in the stack.

Another problem appeared only when the team tested the system on Azure. RLC Pro AI had booted successfully on physical hardware, virtual machines, Google Cloud, and AWS. On Azure, it began booting and then failed.

The team discovered that a driver Azure needed during startup was no longer included by default in the initial temporary filesystem used to bring up the kernel.

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Technology product feature about CIQ’s AI infrastructure platform and operating system layer, aimed at enterprise professionals.
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CIQ
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Ask Brian Dawson, CIQ's Director of Product Management, to explain what he does, and he reaches for a cake analogy before he reaches for a spec sheet. Organizations have invested heavily in the most…

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https://cdn.sanity.io/images/2fz41j18/production/51ef3b390653a04fc154dc5173f720d73dd35df3-1366x854.png?w=1200&h=750&auto=format
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Migrate to RLC Pro from any Linux environment
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Enterprises running RHEL, Oracle Linux, SUSE, or Amazon Linux 2 today have a documented way to migrate to RLC Pro. Teams running Linux without a support contract, including Ubuntu and community distributions, have one too, and it starts at no cost.

RHEL, Oracle Linux, and CentOS-family environments share Enterprise Linux binary compatibility with RLC Pro, so a migration skips the recertification step platform teams usually budget for. SUSE and Amazon Linux 2 environments take a different path: pinned long-term support versions and validated cryptography. And teams running Linux without a vendor behind it today start with RLC+ at no cost, then move to RLC Pro when a specific need shows up.

Find your starting point before you migrate to RLC Pro

RLC Pro LTS bundles five active FIPS 140-3 CMVP certificates, validated per minor version on x86_64, as a standard feature, not a paid upgrade. That single fact puts the compliance conversation and the migration conversation on the same timeline.

Three groups make up most of the enterprises evaluating a change today:

- RHEL, Oracle Linux, and CentOS-family environments, where the question is compatibility.

- SUSE and Amazon Linux 2 environments, where the question is what you gain, not what you keep.

- Teams running Linux without a commercial support relationship, community Rocky Linux, CentOS, AlmaLinux, Debian, or Ubuntu, where the question is whether now is the time to add one.

Each group hits a different first question, and the rest of this post answers each in order.

Skip recertification if your applications already run on Enterprise Linux

RLC Pro runs on the same Enterprise Linux foundation as RHEL, Oracle Linux, and CentOS. Applications compiled against that foundation carry over with little to no change. CIQ's migrate2rlc script automates the conversion: it checks your current version, third-party repositories, and FIPS requirements, then runs the migration and validates the result.

This migration preserves the Enterprise Linux foundation, so it preserves the certification too, skipping the recertification step platform teams typically budget for a full platform change.

Get pinned versions and bundled support if you're coming from somewhere else

SUSE and Amazon Linux 2 come from a different lineage than RHEL. RLC Pro delivers minor versions pinned to a schedule you control and direct engineering support, standard with the subscription, not assembled from separate vendors and tiers. RLC Pro LTS also carries the same five active FIPS 140-3 CMVP certificates, validated per minor version on x86_64.

Amazon Linux 2 reached end of support on June 30, 2026. Organizations still running it now have a defined destination: RLC Pro.

Start free if you're not paying for Linux today

Most organizations evaluating enterprise Linux for the first time are deciding whether to add a vendor relationship at all. RLC+ answers that question without asking for a commitment: it runs on the same foundation as RLC Pro, at no cost, so a team can move off self-maintained patching before deciding whether a paid subscription makes sense.

A team on RLC+ moves to RLC Pro when a specific trigger shows up, not on a fixed calendar. A compliance requirement the free tier doesn't cover. A support response time the team can't self-provide. Production scale that has outgrown self-support. Or the accumulating engineering time it takes to remediate CVEs in-house instead of through a vendor's backport pipeline.

See where your environment stands. Take the stability and risk assessment to find out which of these triggers applies to you, and what it's costing to wait.

Replace the provisioning layer with Enterprise Linux Manager

Every path above runs into the same operational question eventually: what replaces the provisioning and repository management layer once the OS underneath it changes. CIQ Enterprise Linux Manager (ELM) answers it. ELM ships with every RLC Pro subscription and replaces the Satellite or Foreman-style tooling migrations rarely budget for.

A RHEL-family migration that preserves application compatibility still needs a provisioning answer. A SUSE or Amazon Linux 2 migration needs one too. ELM is the same answer in both cases.

Choose self-serve or hands-on support

The migrate2rlc script and the documentation behind it support a self-serve migration for teams that want to run it themselves. CIQ's migration engineers are available for complex configurations, regulated workloads, or a fleet large enough to justify a dedicated migration plan.

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See the direct path to RLC Pro from RHEL, Oracle Linux, SUSE, Amazon Linux 2, or Linux running without a support contract today.

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Your GPUs are throttled by the kernel you inherited
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An AI stack has two layers people are budgeting and tooling for, and a third they inherit. The frameworks and the model are the layer on top, and the accelerators and hardware the layer underneath, with the kernel in between owning memory management, storage, the network path, and every driver that touches the hardware you bought.

AI workloads lean on that layer harder than most applications you would run on the same box. Loading a model is a large sequential read. Serving a token depends on a scheduling decision. Sharing a GPU node across teams comes down to a cgroup boundary. Those are kernel behaviors that decide how much of the accelerator capacity you paid for reaches the workload.

AI also moves faster than the operating system underneath it. NVIDIA advances the hardware, CUDA advances the toolkit, and PyTorch advances the framework, while Enterprise Linux moves at a different pace by design, because its value is reliability, stability, and a vendor standing behind every package.

The consequence is a kernel frozen at general availability while the hardware and frameworks above it keep moving forward on an enterprise release that, on average, runs twelve to eighteen months behind before it catches up. With that combination, you are running last year's stack on this year's GPU, leaving performance on the table along with the budget that bought the hardware.

If you run RLC Pro AI you don’t make that trade. Linux 6.18, the latest production and long-term GPU drivers, and the CUDA toolkit ship together and are validated together.

Route around the kernel? You are still using it.

Many believe modern AI infrastructure routes around the operating system. Direct device-to-device access, GPU peer-to-peer transfers, RDMA. All of it gets described as bypassing the operating system.

None of it does.

Those are kernel features. The kernel manages the resources and data path. If hardware is to bypass it, the kernel has to enable that.

A new accelerator driver needs use the Application Binary Interface, exposed by the kernel. It has to retain compatibility with the ABI of a given kernel version. Some features are only exposed by a recent kernel. This can determine if the hardware runs at all, even before how fast it runs.

Model weights load at the speed the device can deliver

The memory and filesystem work in 6.18 targets large sequential reads, which is the access pattern that dominates loading model weights. In CIQ benchmarks, against the same workload on a kernel frozen at general availability, model loading ran 33.8 percent faster.

vLLM issue #40988 shows what that same bottleneck looks like without a readahead window sized for the workload. Three of eight workers stalled for more than an hour on a 102 GiB shard, reading 30 to 50 MB/s off NVMe that could deliver far more, because each rank was issuing roughly 13,000 scattered reads that the default readahead never coalesced. vLLM fixed it with an application-side prefetch strategy. A kernel that sizes readahead for large model files fixes it once per node, for every serving engine running on it.

Platform teams size capacity against cold start time, autoscalers make decisions on it, and every minute of it is GPU time you purchased and didn't use.

Hand your inference server a scheduler that knows its job

vLLM’s own tuning documentation notes that the engine core process "runs a busy loop and is particularly sensitive to CPU starvation." A published trace measured that process descheduled for two and a half seconds in the worst case. A busy loop starved for two and a half seconds is a tail-latency event your users feel and your dashboard reports as a mystery.

Agentic pipelines are where this hits hardest. They hammer the CPU with orchestration, tool calls, and retrieval, and then still need a fast first token on a cold path. General-purpose scheduling suits general-purpose work. An inference server has one job, and 6.18 lets load a customer scheduler tuned for the job. A 5.14 kernel keeps the general-purpose default, and that comes at a cost.

Storage is in the critical path for your weights

Three changes in 6.18 fit the I/O accelerated workloads that generate.

Atomic writes land at the filesystem level, so a database drops its double-write buffer and commits once.

Block sizes match the 16K-native geometry of current NVMe drives.

Buffered I/O preserves the page cache, which matters the moment a training job streams a dataset past everything else on the node.

Training checkpoints drain at 50 to 200 GB/s in exactly the large sequential pattern this work targets, and checkpoint frequency is a reliability decision teams make against how long a checkpoint takes.

Long-context serving is the other place this shows up. Spilling KV cache out of GPU memory into host DRAM and onto NVMe depends on filesystem and I/O behavior the kernel provides. LMCache documents that its direct I/O alignment is determined by the filesystem block size. NIXL exposes an io_uring switch.

6.18 also compiles in the dmem cgroup controller that caps device memory per container, so a platform team can cap device memory per container with an enforced ceiling on what each workload can hold on a shared GPU node. That turns multi-tenancy on shared GPU nodes into something a platform team can defend and a finance team can measure and charge back.

Three checks you can run this week

- When a new accelerator generation ships, does your operating system support it, or does it require someone on your team to build kernel modules?

- Can you name the kernel version running your production inference fleet, and do you know the date its upstream maintenance ends?

- Can you swap CPU scheduling behavior for one inference service without taking down the node?

Your answers to this can show that you are paying for its kernel in GPU time. Most teams I talk to find challenges on at least two of these questions, and almost none of them deliberately chose this path. It arrived with the distribution and has been setting the ceiling on accelerator throughput.

Run a current kernel that upstream still maintains

The CIQ Linux Kernel (CLK) 6.18 tracks the upstream 6.18 series instead of a frozen snapshot kept alive by backports. That series is the newest branch on the kernel.org long-term list, with upstream maintenance projected through December 2028.

The long-term designation is the part most version comparisons skip. Long-term branches receive a substantial, validated stream of patches from the whole kernel community: security fixes, hardware enablement, performance work, driver updates.

As of September 2026, the list is 6.18, 6.12, 6.6, 6.1, 5.15 and 5.10. Several kernels carrying higher version numbers have already reached end of life upstream and were never designated long-term. A higher number on a spec sheet does not verify the same commitment.

Because CLK tracks one upstream long-term branch, our engineers validate each update against the Enterprise Linux userspace along a shorter dependency chain than a multi-year backport tree allows.

CIQ patches CLK directly and ships it between distribution releases, so support for new accelerators reaches customers without waiting for the next minor release. On a fixed enterprise kernel, the backport work itself is rarely the long pole. Merged enablement waits in a development stream until the next minor opens, and minors open roughly twice a year.

Where to start

RLC Pro AI is available through CIQ Portal and the AWS, Microsoft Azure and Google Cloud marketplaces, as installer ISOs, cloud images and OCI container images.

I will be at the AI Infra Summit, September 15 -17, at the Santa Clara Convention Center. Come argue with me about the operating system.

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Technical article on Linux kernel performance for AI infrastructure, with a commercial product promotion.
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CIQ
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The kernel decides how much GPU capacity reaches your workload. RLC Pro AI ships Linux 6.18 with validated NVIDIA drivers and the CUDA toolkit

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https://cdn.sanity.io/images/2fz41j18/production/c4d563cd02b4a6e509ae46476664a205da41dc8c-1366x854.png?w=1200&h=750&auto=format
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