Sian Hopwood, EVP, Local Business Units at BluJay Solutions discusses why women could be the answer to supply chain’s future
As the supply chain and logistics industry recovers from its most tumultuous period in recent years, it’s clear that change is needed. With figures suggesting that 75% of companies plan to make changes to build more resilient supply chains, I believe that one of the most effective for boosting innovation, creativity and flexibility could come from having more women in the supply chain.
Yet, this traditionally masculine industry maintains many unconscious biases and barriers that keep women from reaching positions of influence: everything from a lack of technical or logistical education in girls’ schools to women being overlooked for top jobs at interview. Diversity thus requires a multi-faceted approach at all stages of the career lifecycle.
The best changes will come from the industry, not from women themselves. My own story is a case in point, which I’d like to share as I discuss what can be done better to improve diversity, encourage flexibility and ultimately secure long-term growth for the logistics industry.
Many of my core beliefs about diversity in the logistics industry stem from my own experience over the past 15 years. They prove that changes can empower teams, but also that this is possible.
When I started in the logistics industry, there was no space for a ‘diversity and inclusion’ agenda. As a woman, I stood out, and it heavily influenced the way I was treated. More than once, I was told to “pop the kettle on, love”. The easiest way to divert attention away from my gender and onto the quality of my work was to adapt how I acted – to become like the male colleagues who surrounded me. Though this may have helped me to fit in with the existing environment, it certainly didn’t encourage its people to change.
However, I’ve found that one of the greatest ways to encourage diversity in any industry is by example. I was lucky enough to have a female manager – an extremely rare role model in the industry at the time. And she was tough. I learned both how to get on with my role, and how to get over the unnecessary comments. Through her demonstration that women could belong in this environment, I began to carve out a place for myself, and not the version that had to act masculine to fit in. Other women like me did the same. Years later, I now lead a far more diverse team, and we continue to work hard to help ensure that everyone is free to be who they are. Sure, I still make tea for my team – but only when I decide to.
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