As a female leader, it’s never been more clear to me that diversity produces stronger teams, more creativity and more diverse perspectives – and that’s exactly what organisations in this industry would be wise to pursue.
As logistics managers look to cost reduction and customer experience as the biggest drivers of innovation, a strong, flexible team with varied perspectives will be best placed to understand these needs, deliver innovative solutions, and drive business success.
The traditional masculine image of the industry still limits diversity in many aspects and stages of careers: promotions, job applications, university study, and even the academic subjects young women choose to study while at school. Improving diversity in the industry overall will therefore require a multi-faceted approach to tackle challenges from classroom to boardroom.
Crucially, it’s not women that need to change. It’s the industry. Below, I outline why, and what organisations can consider to improve diversity in the logistics industry.
Progress in diversity has taken place before my eyes
Many of my core beliefs about diversity in the logistics industry stem from my own experience over the past 15 years. They prove that changes can empower teams, but also that this is possible.
When I started in the logistics industry, there was no space for a ‘diversity and inclusion’ agenda. As a woman, I stood out, and it heavily influenced the way I was treated. More than once, I was told to “pop the kettle on, love”.
The easiest way to divert attention away from my gender and onto the quality of my work was to adapt how I acted – to become like the male colleagues who surrounded me. Though this may have helped me to fit in with the existing environment, it certainly didn’t encourage its people to change.
However, I’ve found that one of the greatest ways to encourage diversity in any industry is by example. I was lucky enough to have a female manager – an extremely rare role model in the industry at the time. And she was tough. I learned both how to get on with my role, and how to get over the unnecessary comments.
Through her demonstration that women could belong in this environment, I began to carve out a place for myself, and not the version that had to act masculine to fit in. Other women like me did the same. Years later, I now lead a far more diverse team, and we continue to work hard to help ensure that everyone is free to be who they are. Sure, I still make tea for my team – but only when I decide to.
The industry will benefit from a deliberate effort to change
Far beyond simply meeting quotas, increased diversity can actively strengthen supply chain organisations. Organisations looking to bolster their supply chain offering and create greater resilience ought to seriously consider looking to female talent. Let’s explore why.
BluJay research shows that 75% of supply chain managers expect to make moderate to extreme changes to their operations due to the pandemic, enabling them to become more resilient. More women in the transport industry means improved decision-making, creativity and innovation, according to a 2018 European Commission study. Another study notes that more diverse teams have a vast impact on the organisation’s ability to attract top talent, improve employee satisfaction and decision-making and boost customer orientation.
However, women may not apply for supply chain jobs without indication that the industry is equipped to support their talent, as well as their life choices.
A deliberate commitment to female progress is important. This means making female leaders powerful and visible to build on positive figures of growth, year on year, in female logistics leadership. The EC study also states that in male-dominated professions, the work to bring more female talent into candidate pools must start earlier than the application process.
Read full article at The Loadstar
