Across all industries, women are stepping into leadership roles previously only held by men. In the world of supply chains, an increase in the percentage of women participating in managerial processes is driving institutional change of the male-dominated status quo. This shift promises a more inclusive and dynamic working and leadership environment for future generations.
What is the history of women in the supply chain industry?
Women have significantly impacted supply-chain-related duties as far back as the 1940s with women in the workforce making military equipment, goods, etc. during World War II.
Women worked in factories with the most famous one being Rosie the Riveter. Although aspirational, Rosie the Riveter was reflected by thousands of women in factories during the war.
What does the landscape look like for women in the supply chain workforce today?
Today, around 41% of the supply chain workforce comprises women workers, 26% of whom are in executive roles. Although this growth is slightly slower compared to previous years, it still represents a record high in the world of supply chains.
The increasing presence of women in leadership positions within supply chains not only transforms the internal culture but also provides a competitive advantage over those who do not utilize the unique perspectives women bring. People want diversity and it is good to hire a diverse workforce.
What challenges do women still face in the supply chain workforce?
Currently, women in the supply chain, particularly those looking to reach leadership positions, still encounter many challenges. Unequal pay and gender bias continue blocking critical opportunities for career advancement. Such challenges further lead to the diminished acknowledgment of contributions to internal projects and organizational success, thus lowering morale.
Because many supply chain organizations and other industries have been historically male-dominated, the institutionalization of these challenges exist deep within the culture of most organizations. To effectively address this, proactive measures must be enacted with the goal of enhancing the diversity and acknowledgment of women’s contributions.
How can women overcome challenges and obstacles?
To overcome these obstacles, there are numerous mentorship programs, recognition programs, and educational partnership information available to support women in the supply chain workforce. Using such programs helps identify weaknesses, strengths, etc. and supports against challenges.
Mentoring also aids in developing leadership, communication, and networking skills allowing women to showcase their skills and expertise. Hosting professional development workshops and networking events provides additional growth opportunities and vital industry connections. These partnerships ensure an influx of talented women into the supply chain industry, enhancing the sector’s diversity and innovative capacity.
What comes next for women in the supply chain workforce?
While significant progress has been achieved in integrating women into supply chain-related careers, business leaders and organizations must strive to close the still-present gender gap.
Such commitments and initiatives like those previously mentioned could champion institutional changes that advance gender diversity and awareness, alongside cultivating supportive communities for collaborative endeavors. Such initiatives provide enhanced professional development and heightened industry innovation and competitiveness compared to organizations that neglect such opportunities. With these commitments, the trajectory of women’s involvement in the supply chain and their ability to reach important leadership positions in various industries is expected to increase.
The journey of women’s introduction into the supply chain has been long and arduous.
While many challenges still exist today, the progress women have made in the supply chain industry and other businesses cannot be understated. Their inclusion into the workforce and into roles of leadership enhances innovation and efficiency for any organization and provides a competitive advantage against those who do not.
