In Africa’s burgeoning supply chain industry, a pressing need exists for a stronger commitment to women in leadership roles. Despite notable progress, the sector still lacks comprehensive representation and insights into female leadership. A recent survey by the Professional Body for Supply Chain Management (SAPICS) highlighted a significant gap in information on women’s leadership within the industry, with a notable concentration of participants from South Africa (83%) and representation from Zimbabwe, Botswana, Kenya, Mozambique, Eswatini, and other nations.
As South Africa commemorates Women’s Month under the theme “Celebrating 30 Years of Democracy Towards Women’s Development,” there is an urgent call to action. It is essential that organizations champion gender diversity, setting a precedent for future generations to look back on with pride.
Empirical evidence underscores the benefits of diverse leadership teams. Companies with gender diversity at the senior level tend to outperform their peers in profitability and productivity. Such diversity enhances decision-making, employee engagement, and customer satisfaction. Furthermore, women in leadership roles contribute significantly to creating inclusive and equitable workplaces, as documented in various studies.
The eighth annual Women in Supply Chain Survey by Gartner reveals promising trends. Globally, women now constitute 41% of the supply chain workforce, up from 39% in 2022. Notably, women hold 26% of C-suite and executive positions, an increase from 19% the previous year. However, women’s representation in frontline roles remains relatively low at 31%.
Despite the advancements, challenges persist. Gender diversity in supply chains leads to better collaboration, communication, and problem-solving, which are crucial for driving sustainable practices and digital transformation. Women leaders are increasingly involved in adopting advanced technologies like AI and blockchain, optimizing processes and enhancing efficiencies. Additionally, resilient leadership is vital for developing supply chains capable of managing risks and disruptions, with women offering unique insights into consumer behavior and customer-centric strategies.
Addressing these issues requires more than acknowledging progress; it demands action. Organizations must lead by example, actively supporting and promoting gender diversity. Initiatives such as CHEP SSA’s “Women in Supply Chain” program are steps in the right direction, empowering women with the skills necessary for success and fostering a robust talent pipeline. Programs offering bespoke coaching, bursaries, and proactive talent management frameworks are essential for achieving gender diversity in leadership.
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