CARGOCONNECT-MARCH2024 - Flipbook - Page 26
COVER STORY
SUPER WOMEN IN SUPPLY CHAIN
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.
Indeed, 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 昀氀ourish.
Beyond mere representation, this
integration fuels a robust and
inclusive workplace culture, proving instrumental in advancing
organisational success and reinforcing the 昀椀nancial foundations
of companies. A PwC report states
that improving the proportion of
women leads to higher 昀椀nancial
returns to logistics companies.
That’s why transportation and
logistics companies need to take
a serious look at how they are
implementing gender diversity
initiatives. Professional development and mentoring programmes
can help women get their share
of promotions to management.
In fact, a study by SCM World
found that 74 per cent of men
believe that women’s natural
skills di昀昀er from men – and that
women’s skill sets are highly
regarded in supply chain management. These skills include
multi-tasking, communication,
collaboration, and in昀氀uence. 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.
Now, we need them More
Than Ever!
As disruptions have maintained
a maddening crescendo over the
past few years, empowering
women in the supply chain and
logistics sectors is coming clearly
into focus as the need for more
strategic leadership grows.
The entire transport and
logistics industry has never
been more primed to grow a
more diverse workforce and
leaders. And although women in
leadership have made incredible
progress over the last decade,
there’s still much work to do in
bringing woman leaders into
male-dominated workforces like
the logistics ecosystem. 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.
Similarly, at CARGOCONNECT,
we believe every business
can identify more intelligent
approaches when more women
and diverse voices are in the mix.
As a business powerhouse magazine, we’re equally committed to
closing the supply-chain gender
gap by bringing more visibility
around women leaders in the
logistics community who are
making bold moves and breakout
career achievements.
There has been a lot of enthusiasm, commitment and money
going into many initiatives to get
women into supply chain and
logistics, but the results are far
from satisfactory. As per reports,
only 2 per cent of the millions of
people globally employed in the
logistics industry are female. This
