“Progress has certainly been made, and positive action is being taken in the fight for gender equality within supply chain. It’s great to see some clients requesting a gender-balanced shortlist when looking to fill executive roles, but what else can be done to level the numbers of those in the most senior positions?”
Rob Blackburn, Head of MacGregor Black’s Food & Drink Practice
The supply chain industry has traditionally been male-dominated, but times are changing. Leading companies are stepping up to address the gender imbalance, with 26% of supply chain C-suite roles now held by women, according to Gartner. While this progress is promising, representation in frontline positions remains at just 19%, underlining the work still to be done
To explore the challenges and successes in achieving gender diversity in supply chains, we have insights from Clare Bottle, Chief Executive at the UK Warehousing Association (UKWA) and Jane Burkitt, former VP of Global Supply Chain at Mars. Clare and Jane’s experience in the sector brings a sharp perspective on the barriers women face and the innovative ways businesses are making strides.
The challenges women face in supply chains
Despite progress, women still encounter hurdles when climbing the leadership ladder in supply chains. Clare Bottle highlights male-dominated informal networks as one of the major challenges.
“These networks tend to exclude women, limiting access to opportunities. Under-representation also makes it harder for hiring managers and individual women to see past the biases that have become normalised.“
Jane Burkitt adds:
“Many of the challenges for women getting into senior leadership roles within supply chain are similar to those in other functions.“
This “leaky pipeline” is a well-documented issue in the industry. Even when women enter the sector, biases and a lack of mentorship opportunities often block their progression to senior roles. Clare also notes that “addressing these ingrained norms will require structural and cultural change”, both from businesses and industry leaders.
What’s working: Initiatives driving change
The good news? Many companies are tackling these challenges head-on, adopting evidence-based practices to improve gender diversity. An article created by Boom! Global Network, a global community for women in supply chain, highlights some of the progress made regarding women’s representation in supply chain over the last twelve months, including a 5% increase in the number of women working in ‘frontline roles’. Jane supports the calls to actions which include:
“I would support the calls to action in the Gartner deck, namely to recommit, set goals, and hold one another accountable. Prioritise inclusive leadership development and ensure flexibility, equitable assessment, and opportunity.“
Here are some further standout initiatives:
1. Gender-balanced shortlists
Gender-balanced shortlists—ensuring equal male and female candidates for leadership roles—are reducing bias and broadening the talent pool. Research from McKinsey supports this approach, showing that companies with diverse leadership are 25% more likely to have above-average profitability.
As Clare explains, objective metrics like gender pay gap reporting also play a crucial role in tracking progress:
“It’s important to use these tools not only to measure representation but also to hold businesses accountable for tangible improvements.“
2. Development programs for women
Targeted leadership programs, such as Schneider Electric’s “Women in Leadership,” help women progress from entry-level to executive roles. Participants in such programs are shown to be 30% more likely to advance within two years.
Clare also points to the importance of mentorship and dialogue, urging businesses to actively listen and address scepticism around fairer hiring practices or mentorship programs.
“Fixing sexism isn’t a job for women alone, but dialogue is essential to bring everyone on board.“
3. Flexible work policies
Flexible working arrangements are proving invaluable in retaining female talent, particularly for those managing childcare or other family responsibilities. Clare cautions that flexibility benefits many but isn’t a catch-all solution:
“Not all women stand to benefit from flexible working policies, so it’s vital to create a range of initiatives that cater to diverse needs.“
Companies like Unilever have embraced remote and hybrid work options, leading to a 20% improvement in retention rates among women.
4. Data-driven accountability
Tracking gender diversity metrics is becoming standard practice. Businesses are using data to assess representation gaps and recalibrate strategies where needed. As Clare points out, transparency matters to stakeholders:
“Investors, employees, and customers want to see a commitment to equity and fairness—it’s not just the right thing to do; it’s expected.“
By openly sharing metrics, companies strengthen their reputations as progressive employers, attracting top talent in the process.
Why gender balance matters in supply chains
So, why should supply chains prioritise gender diversity? Clare Bottle breaks it down:
- Stakeholder expectations: “Equity and fairness are fundamental values that stakeholders—including investors and customers—expect to see.”
- Better decision-making: “Diverse teams are more likely to consider a wide range of perspectives, leading to smarter decisions and more effective innovation.”
- Broader talent pools: “Fishing for talent in a bigger pool makes companies less vulnerable to skills shortages.”
The benefits of a gender-balanced workforce extend beyond equality—they directly enhance business outcomes.
Collaborating for industry-wide change
Individual company initiatives are crucial, but collaboration across the industry is also making a significant impact. Partnerships through organisations like the World Economic Forum provide mentorship and resources to support women across all career stages.
By participating in these networks, companies gain access to shared strategies and best practices, amplifying their efforts and creating industry-wide momentum. Clare Bottle emphasises that collective action is the key to creating lasting change.
Jane believes change can be achieved through cross-functional collaboration.
“Much of the opportunity to improve can be applied across multiple functions and does not necessarily need to be specific to Supply Chain. However, ensuring that there are senior leaders within the function playing a visible role in DEI initiatives is critical.“
Looking ahead
The supply chain industry has made meaningful progress, but the under-representation of women in leadership roles remains a challenge. Tackling this issue requires a multi-faceted approach, including fair hiring practices, mentorship, flexible policies, and accountability through data.
As Clare Bottle notes:
“Diverse teams not only reflect modern values of equality and fairness but also lead to better business outcomes. Creating a more inclusive supply chain industry isn’t just the right thing to do—it’s essential for long-term success.“
Jane realises the importance of having more women in senior roles to act as role models for those more junior women to look up to:
“Early in my career, I was reluctant to get labelled as a ‘woman in supply chain,’ as I simply wanted to be treated equally regardless of gender. However, as I stepped into more senior roles, I realised the importance of being visible so that more junior women could look upwards and see women visible in senior roles. Over the years I have mentored numerous individuals and have made an effort to make sure that included plenty of women. I also find external networking events helpful and encourage other women in supply chain to build their network.“
Now is the time for companies to double down on their commitment to gender diversity. By doing so, they’re not only building a fairer workforce but also positioning themselves for a future defined by innovation, equity, and opportunity.
Want to improve diversity in your supply chain team? At MacGregor Black, we specialise in helping businesses build impactful leadership and develop strategies to close the gender gap. Contact us today to explore tailored solutions that align with your business values and goals.