How women can make headway in male-dominated logistics industry

The logistics and supply chain industry is one of the most vital and dynamic sectors in the global economy, responsible for the movement of goods and services worldwide.

However, it is also one of the most male-dominated fields, with women accounting for only 41 percent of the supply chain workforce in 2021, according to a survey by Gartner. This percentage drops further to 15 percent at the executive level, indicating a significant gap in women’s leadership representation and career progression.

The industry is transforming rapidly, driven by technological innovation, environmental sustainability, customer expectations, and global competition. To succeed in this complex and dynamic environment, the industry needs a diverse and inclusive workforce that can bring different perspectives, skills, experiences, and ideas to solve problems and create value.

However, achieving diversity and inclusion takes work. It requires a deliberate and sustained effort from all stakeholders, including employers, employees, educators, policymakers, customers, and society. This is especially true as women face many logistics and supply chain challenges.

Some of these challenges are common to other male-dominated fields, such as science, technology, engineering, and mathematics, while others are specific to this industry.

One of the main challenges for women in this industry is the need for more role models and mentors.

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This trend is common across the globe, including Kenya, and it can greatly affect women’s confidence, motivation, and career development.

Other challenges include discrimination, harassment, pay gaps, a lack of flexibility, career progression, and work-life balance.

Unfortunately, if the logistics and supply industry does not create an inclusive and supportive environment that welcomes and retains women, attaining inclusivity in the sector will prove difficult.

Therefore, employers must take proactive measures to address women’s challenges and barriers.

Some solutions employers can implement include implementing gender-sensitive policies and practices that promote equal opportunities, fair treatment, and respect for women, as well as providing training to prepare them for leadership roles.

Employers should also facilitate mentoring, coaching, networking, and peer support among women, not to mention flexible work arrangements to accommodate their needs and preferences, such as childcare facilities or subsidies that enable women to balance their work and family responsibilities.

However, this can only be achieved if careers are nurtured at a young age. Therefore, educators and practitioners should collaborate to increase the visibility and awareness of logistics and supply chain careers among young women through outreach programmes, career fairs, guest lectures, and internships.

These solutions will ensure that women seize the opportunities presented by the dynamic nature of the industry.