In a male-dominated industry like supply chain technology, there is a growing opportunity for women to lean in and contribute their unique skills and perspectives. Research consistently demonstrates that diverse teams outperform less diverse ones, emphasizing the importance of inclusivity and gender diversity within the industry.
According to research by McKinsey & Company, companies with more than 30% female executives are more likely to outperform companies with only 10% to 30% of women leaders. The study also found more gender-diverse companies outperform the rest by 48%.
In light of this research, every supply chain company should take a moment to examine how to better diversify its leadership team and enable women to advance in the industry.
Strengthen the university-to-supply-chain pipeline
With no end in sight to the supply chain talent crunch, this protracted crisis presents an opportunity for more women to jump into the supply chain field. At Optilogic, we have found working with universities with supply chain management programs a great way to encourage budding female practitioners as well as create a future talent pipeline.
We connect with local University of Michigan students to teach them about supply chain design and get them involved in hands-on testing, training, and networking events. I am also working on a joint initiative with the female leader at the University of Michigan Ross Master of Supply Chain Management program on a STEM panel for women in supply chain.
Promote clarity and dispel bias about supply chain careers
Even in 2024 misconceptions and biases exist about supply chain roles for women. Women may perceive supply chain roles as being not well suited for females, especially some front-line roles in logistics and warehousing where women are underrepresented in traditionally male-dominated roles. Conscious or unconscious bias may exist with hiring managers as well.
Employers can also consider improvements to supply chain roles to make them more flexible and family-friendly. For women in the workforce, especially those with children, benefits like flexible hours and roles that allow them to balance work and other responsibilities can help address real barriers to entry.
Practical ways you can support women in supply chain today
Below are three ways the industry can help support female leaders.
- Create a personal “board of directors.” Support female executives in the supply chain industry to move ahead in their careers by enabling them to cultivate a personal board of directors. This may consist of a few individuals who can offer advice, mentorship, support, and diverse viewpoints. These mentors can be both men and women who are inside or outside of the industry and can create a well-rounded network for personal and professional growth.
- Join a women leaders platform. Organizations, platforms and groups designed to provide networking opportunities, mentorship, and skill-building resources are another great opportunity for female executives in the supply chain industry. For example, the Optilogic Women Leaders platform empowers the next generation of female leaders to thrive, leading to a more diverse and fair work environment.
- Pass it forward. Female executives in the supply chain industry can also advance the cause by sharing their experiences with other professionals and supporting educational programs that promote women leaders. They can also attract young women to the supply chain industry by promoting their successes and encouraging them to pursue careers in the industry. Another simple yet effective way to support other women is to stand up for one another in meetings, give each other the floor, and promote others to encourage high potential female leaders.
It’s important for everyone in the supply chain industry to support women who are ready to rise in the ranks through the recruitment and development of female executives. Doing so will help ensure companies remain competitive by harnessing the power of gender-diverse teams.
