Women make supply chain organizations stronger and help position our companies for sustainable growth and meaningful bottom-line results. Unfortunately, new research this week finds that progress in increasing women's representation in supply chain has stalled, contrary to expectations.
There are several potential reasons for this, per a recent Gartner study:
Weak company goals. While 70% of supply chain organizations have an objective to increase the number of women leaders, only 29% have direct accountability for this goal. This point is supported by Anna Petrova, senior vice president of operations, end-to-end supply chain, at Coty. In an interview with our editor-in-chief, she told ASCM that success requires a “clear career path and an agreed-on development plan involving training, project work and special assignments.”
Relying on only HR to reach diversity, equity and inclusion targets. Supply chain leaders know what it takes to be successful in the field — and why it’s so crucial to ensure women join the ranks. But HR professionals may not have the same incentives to attract women to supply chain positions specifically. Effective recruitment requires supply chain leaders to partner with HR, providing guidance on necessary skills, career paths and cultural adjustments to attract and retain female talent.
Pay inequity. It’s no secret that women are compensated less than men in this industry and most others. In 2024, a lower percentage of supply chain organizations had a plan to close these pay gaps, when compared to the findings of the 2023 Gartner survey. What’s worse, even more businesses reported having no plans to close their current gaps. This is disheartening news, especially since ASCM research finds salaries for supply chain professionals have been rising overall.
Lack of flexibility. Many supply chain roles are designed with a traditional work model in mind, often requiring long hours, inflexible schedules and extensive travel. This can disproportionately affect women, who so often have caregiving responsibilities. Lisa Veneziano, who spent 35 years at GM before serving as ASCM’s board chair, urges companies to attract women by allowing more flexibility and offering part-time roles, job sharing and robust childcare.
Importantly, the value of including women in supply chain roles isn't just about solving the talent shortage: “Diverse views and approaches can create innovation in any situation, and a range of skill sets can contribute to solutions,” notes The Manufacturer. “Women offer a different perspective and enhance the capabilities of teams.” This assertion is supported in data: Companies with representation of women exceeding 30% are significantly more likely to financially outperform those with 30% or fewer,” per McKinsey.
Meaningful results
This Women’s History Month, I urge you to consider the above points and how you can use this knowledge to support and advance the women at your own supply chain organization. Then, keep learning even more about this important issue by joining us for CHAINge; the Europe event is June 17-18, and North America is September 9-10. ASCM is proud to feature many women thought leaders, who will share their expertise in AI, visibility, forecasting, strategic sourcing and so much more. CHAINge is a transformative experience that’s redefining the future of supply chain to help us all create more dynamic, inclusive global supply chains. Be part of the change!
Participate in ASCM’s LinkedIn poll and let us know about your thoughts on attracting and retaining women in supply chain.
