After a survey showing that numbers for women in supply chain were flat in 2024, the analysts at Gartner cited three reasons for why momentum in this area has stalled.
Writing in a company blog post, Gartner’s ninth annual Womenin Supply Chain survey, done again with women in supply chain organization AWESOME, was conducted from February through March 2024. Gartner surveyed 214 supply chain leaders, and found that women represent 40% of the supply chain workforce. That was a one-point decrease from 2023, though that is certainly within the margin of error.
Garter says that while gains were achieved in frontline supply chain roles, the study identified the need for chief supply chain officers (CSCOs) to recommit to goals, practice inclusive leadership, and embrace accountability to ensure gains from previous years are not lost.
As part of the blog came a brief interview with Dana Stiffler, VP and Distinguished Analyst in Gartner’s Supply Chain practice, which looked at the 2024 findings - strategies CSCOs should undertake to improve attraction, development, promotion and retention of women in their organizations.
That starts with why the results for women in supply chain were flat.
“For 2024, we anticipated momentum would continue and women’s representation in supply chain would increase. We expected more ambitious commitments, stronger supply chain leadership and greater accountability,” Stiffler noted.
She added that “Instead, the percentage of women in the supply chain workforce and across all levels has remained roughly the same, ticking down one percentage point to 40% since 2023.”
(See More Below)
|
CATEGORY SPONSOR: SOFTEON |
|
|
| |
| |
|
|
Stiffler sees this being driven by three primary factors:
 Lack of formal goals: While 70% of supply chain organizations have an objective or goal to increase the number of women leaders in supply chain organizations, only 29% have direct accountability for this goal on their management scorecards, Stiffler stated. This represents a decrease of four percentage points from 2023.
CSCOs aren’t leading their own initiatives: Stiffler says that this year’s results point to a distinct shrinking of direct supply chain leadership engagement and action -- CSCOs are relying more on HR to run DEI for their organization.
Reduced focus on pay equity: In the 2024 results, a lower percentage of supply chain organizations have a plan to close pay gaps, and a higher percentage of respondents said they have no plans to close their gaps, according to Stiffler.
What should CSCOs do to change the trajectory of women in supply chain?
They can start by recommitting to inclusion, equity and representation, Stiffler says. This involves setting goals, running initiatives to achieve them, and holding themselves and their extended teams accountable for results.
To improve outcomes across levels, leaders should prioritize inclusive leader development, followed by development of women at middle and lower levels, and reduce bias in recruitment processes.
Also, “addressing pay equity cannot be ignored,” Stiffer adds.
Any comments on women in supply chain Let us know your thoughts at the Feedback section below.
|
