The logistics industry’s age-old reputation as a non-traditional sector with limited career opportunities for women has hampered gender diversity efforts.
Despite their best intentions, many logistics organisations struggle to attract female talent to their workforce.
Challenges and progress
According to a JBAndrews report, women make up a mere 1% to 2% of the workforce, which totals approximately 125 million professionals in the logistics industry. Nevertheless, there have been some recent improvements.
A Gartner survey reveals that the number of women in C-suite positions within supply chain organisations rose from 15% in 2021 to 19% in 2022. This shift is primarily driven by the growing need for a diverse workforce with varying levels of expertise.
Companies that failed to acknowledge the value of diversity in the past two decades are now adopting a skills-based approach to recruitment.
The growing global movement for equality, diversity, and worker rights has also prompted organisations to rethink their commitment to fostering a balanced workforce.
Consequently, employers are becoming increasingly supportive of their employees’ interests and are fostering a culture of acceptance and diversity.
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Today, employers are offering their workforce equal opportunities through flexible work arrangements, enhanced transparency, and career support.
Talent management programmes, mentoring, and networking initiatives focused on personal and career development are also enhancing employee engagement and promoting diversity and inclusion.
DHL’s Stevie award-winning “Women at DHL Global Forwarding” initiative, for example, aims to foster a shift in gender attitude and culture within the company, with a focus on creating rewarding career paths for talented women.
Digitalisation and automation
The accelerated adoption of digitalisation and automation technologies is also creating exciting opportunities within the logistics industry.
Automation has significantly improved workplace safety, overall productivity, and efficiency. Meanwhile, the accelerated digitalisation following the pandemic allowed the industry to move away from its long-standing perception as a manual-heavy trade, attracting a wider female workforce.
Remote working has also presented more venues for a more diverse workforce, irrespective of geographical location. This is particularly beneficial for women who wish to start a family or for new mothers who may have otherwise been excluded from the workforce.
As companies actively seek skilled and specialised talent, they are eager to welcome individuals equipped with collaborative, digital, and leadership skills, and proven resilience.
Furthermore, instilling diversity in the logistics industry is also advantageous for businesses. According to a PwC report, logistics firms with a more gender-balanced workforce on their boards outperform competitors by 16% in return on sales and by 26% in return on invested capital.
Fostering equality
Given the rapid growth of the GCC logistics industry, projected to reach nearly $70 billion by 2026, it presents a lucrative career path for women, if relevant opportunities and training are provided.
Additionally, the UAE Government’s gender equality initiatives aimed at empowering women provide a significant boost for the private sector to transform its human resources policies.
Encouraging more women to consider logistics as a viable career option from the grassroots level is crucial in changing the industry’s perception and fostering a more diverse workforce.
Employers must ensure fair and equal compensation for both men and women, along with other workplace benefits and a safe working environment.
Most importantly, companies must ensure that individual employee objectives are aligned with the overall corporate strategy to foster a sense of belonging and encourage career growth.
