Five Ways to Uplift Female Supply Chain Leaders

Historically, the supply chain industry has been a field dominated by men. For years, women have been under-represented at all levels of leadership, particularly in managerial positions. According to the Harvard Business Review, in 1980, not a single management occupation was majority women! 

However, times are changing. More and more efforts are being made to broaden the talent pipeline for women in supply chain and operations. New research confirms this shift leads to successful outcomes. 

“Traditional supply chain teams need a fresh approach to problem-solving,” shares Erin Wright, Director of Partner Marketing for Deposco, provider of next-gen warehouse management and order management systems, “and it’s best served through diverse ideas, open collaboration, and cooperation. Women tend to lead with those strengths and are the essential ‘links’ in the success of any supply chain”

New research reinforces the value of female leaders. For instance, a recent study by MIT showed that women are more efficient in logistics planning than men, recommending that businesses put women in charge of these departments. 

Another recent study examined collaboration between retailers and suppliers. The simulation looked at certain behaviors between men, women and the way they worked together. Results suggest that greater gender diversity greatly improves supply chain efficiency.

It's vital to increase representation and opportunities for women in supply chain and operations.

Women in the Supply Chain Workforce

A recent report by Gartner, "2022 Women in the Supply Chain Research," shows progress for women in the industry, while also revealing specific areas for improvement.

1. In 2022, women comprised 39 percent of the total supply chain workforce (down from 41 percent in 2021). However, there is continued improvement in gender representation in the middle of the pipeline at the first-line (34%), senior manager (30%), director (28%), and C-suite levels (19%).

2. Women of underrepresented races and ethnicities comprised 19 percent of supply chain organizations, up from 14 percent in 2021.

3. Yet, a staggering 43 percent of respondents said the pandemic had a negative impact on the retention and advancement of women. For the second year in a row, the most cited reason for mid-career women leaving an organization was lack of career opportunities.

4. Some 70 percent of respondents have diversity, equity and inclusion objectives to attract, retain and advance women. Additionally, 28 percent have defined goals to diversify leadership.

The Future Should be Female

Diversifying your workforce — and putting more women at the top — is better for business and your bottom line. 

Here are five ways to help develop women in the supply chain.

1. Mentorship and Sponsorship: Mentors and sponsors are pivotal in providing guidance, support and opportunities for growth. 

• Mentors coach skills and build connections for individuals within an organization and across the industry.

• Sponsors are key when it comes to advocating for leadership opportunities, promotions and projects, particularly in spaces where few, if any, women are present. 

2. Get Involved: Professional organizations are important to tap into; employee resource groups often serve as a good starting point. These programs champion initiatives that boost retention and the development of diverse leaders.  Additionally, external professional organizations offer an excellent space to help leaders to share information and foster connections. Encourage participation by offering employees the time required to be actively involved.

AWESOME, one of the supply chain’s most active and prominent organizations focused on advancing women’s leadership, has offered exceptional resources and support for a decade. 

3. Hiring, Promotions and Exit Interviews: When filling a role, it's imperative that your candidate pool is diverse. A key way to do this is to avoid dismissing applicants who don't meet all of the job qualifications, and to rethink job descriptions by considering what qualifications are must-haves, versus nice-to-haves.

A Harvard Business Review study found that women only apply for a new job if their professional experience meets 100 percent of the description. Conversely, men apply if they meet 60 percent of the qualifications. This means that women apply for 20 percent fewer jobs than men, according to LinkedIn.  

It's equally important to hold thorough exit interviews to understand the different pressures and needs women might be facing in their careers.

4. Share What’s Possible: It's critical to share success stories from women in the workplace — not only to show what's possible, but to also drive emotional connection. For example, Allyson Hay, Walmart Private Fleet driver, is an active mentor and member of Women in Trucking, a nonprofit encouraging gender diversity to the transportation field. By sharing her experiences, she’s inspired and recruited other female truck drivers

5. Pay Policies and Negotiation: According to the U.S. Census Bureau, women earn about 84 cents for every dollar men earn. In partnership with HR, leaders must set up pay policies that provide a consistent framework and guard against bias, and consider experience, skills and competency.  Quarterly reviews, along with open and honest conversations, about career planning and trajectory are vital — as are taking salary negotiations seriously. Women negotiate at a lower rate than men — and not because of skills but because of backlash of going against gender norms. If a woman asks for a higher salary, she likely has a compelling case, and her request should be met with genuine interest.

A more equitable environment across the supply chain industry is possible if leaders are willing to put the aforementioned concepts into practice. From transparent discussions pay salaries to mentorship and analysis of HR practices, there are several powerful ways our industry can support and uplift females. Let's encourage the next generation of leaders by making a supportive space with opportunities for all.