CARGOCONNECT-MARCH2024 - Flipbook - Page 25
COVER STORY
SUPER WOMEN IN SUPPLY CHAIN
Representation of women in the supply chain
makes a resounding comeback in 2023.
nently seen within the C-suite
and executive level, with 26 per
cent of those roles now 昀椀lled by
women, a growth from 19 per
cent in 2022. This clearly isn’t
enough, but it is a signi昀椀cant rise
compared to 2019 and the highest
rate since 2016. Evidently, change
is happening, but not adequately
in terms of frontline representa* In 2023, more than 74 per cent
of companies were expected to be
prioritising diversity, equity, and
inclusion (DEI) while hiring new
employees. Several supply chain
companies are targeting a womenfocussed initiative that is a major step
up from the last decade.
* Evidently, change is happening,
but not adequately in terms of
frontline representation, with women
filling only 31% of those roles. For
many talented women working within
the sector, initiatives to support
and attract them to frontline roles
could provide a material, competitive
advantage over those unable to do so.
Here, flexibility is vital in attracting
and retaining women in frontline
positions, outperforming areas like
benefits, focus on equal pay, and
employee engagement programmes.
* Even in India, the participation
of women in the logistics industry is
reported to have crossed the global
average of 20 per cent by the end of
2022. In fact, DEI initiatives continue
to play a pivotal role in recruiting and
attracting top talent.
* As per EY Belonging Barometer
3.0 survey, 63 per cent of worker
respondents said they would choose
a company that prioritises DEI over
one that does not, 74 per cent say
their company’s prioritisation of DEI
factors into their choice of where to
work. This theme is most pronounced
among Gen Z and millennials, of
whom 73 per cent and 68 per cent
respectively, said they would choose
a company that prioritises DEI over
one that does not.
* DEI remains a key workplace
expectation across all generations
and a competitive advantage, and at
the same time, it remains imperative
for companies to consistently build
into their long-term growth strategy.
* The inclusion of diverse voices,
particularly those of women,
cultivates a dynamic environment
where creative solutions and strategic
approaches flourish. Beyond mere
tion, with women 昀椀lling only 31
per cent of those roles. For many
talented women working within
the sector, initiatives to support
and attract them to frontline
roles could provide a material,
competitive advantage over those
unable to do so. Here, 昀氀exibility is
vital in attracting and retaining
women in frontline positions,
representation, this integration fuels
a robust and inclusive workplace
culture, proving instrumental in
advancing organisational success and
reinforcing the financial foundations
of companies.
* In the fast-paced world of supply
chain management, excelling at these
skills would suggest that more women
would hold senior level positions.
But as we move close to the top of
the supply chain organisational chart
the disparity becomes increasingly
apparent at senior levels. But as we
move close to the top of the supply
chain organisational chart the disparity becomes increasingly apparent at
senior levels.
* According to sector experts
and researchers, gender diversity is
an important investment. Harvard
Business Review found that women
in business scored higher than their
male counterparts in key leadership
areas, including resilience and
results-driven attitudes, teamwork,
and bold leadership.
outperforming areas like bene昀椀ts,
focus on equal pay, and employee
engagement programmes.
Gender diversity and
inclusion stand as indispensable elements in enriching
decision-making processes,
injecting a variety of perspectives that drive innovation and
effectiveness. By ensuring the
active participation of women
professionals across all echelons
of a company, organisations can
witness a transformative impact
on their 昀椀nancial outcomes. In
2023, more than 74 per cent of
companies were expected to be
prioritising diversity, equity,
and inclusion (DEI) while hiring
new employees. Several supply
chain companies are targeting
a women-focussed initiative
that is a major step up from the
last decade. Even in India, the
participation of women in the
logistics industry is reported to
have crossed the global average
of 20 per cent by the end of 2022.
In fact, DEI initiatives continue
to play a pivotal role in recruiting and attracting top talent. As
per EY Belonging Barometer 3.0
survey, 63 per cent of worker
respondents said they would
choose a company that prioritises
DEI over one that does not, 74
per cent say their company’s
CARGOCONNECT MARCH 2024 | 25
