There are roughly the same number of women as men on earth. And yet, according to the latest GARTNER report of 2023, the proportion of women in the supply chain is only 39% . Worse still, their presence in executive Supply Chain positions is dwindling to 26%. At a time when recruitment is putting the logistics and supply chain sectors under strain, it is vital to pay particular attention to the female population.

shed light on the human, social, technological and organizational actions that promote the integration of women

One of the tools of the #femmesensupplychain community is to alert and raise awareness among professionals through specific conferences. It was in this context that Marie-Laure FURGALA, community manager, took part in a fascinating UX-forum organized by the CERCLE ENTREPRISES et SANTÉ at Preventica Toulouse on September 19.

Jacques Bouvet, Chairman, and Anne-Marie de Vaivre, Founder of the CERCLE ENTREPRISES et SANTÉ, reminded us that "the Logistics/Supply Chain sector in France accounts for over 10% of GDP, almost as much as the health sector, with over 1.8 million employees and consolidated sales of over €200 billion. The sector is driving accelerated innovation in robotics, cobotics and organizational design.

The day's speakers brought their insights and experience to bear on these complex issues:

• Thomas DAUDRE-VIGNIER, BUT Logistics Director.
• Samya BELLHARI-TRAHIN, Head of Ergonomics, QWL, Job Retention & Disability Management at GXO Logistics.
• Marie-Laure FURGALA, from L/SC operational functions to ISLI/ Master Director at KEDGE Business School.
• Baptiste TRUILLET, Ergonomist, with start-up Soter Analytics.

The first solutions for bringing women into the supply chain

Work on making professions more attractive to women

France Supply Chain and its Lab Jeunes are working to change the image of our professions among the younger generations. The aim is for young people, and especially women, to enter the supply chain by choice rather than by chance. To achieve this, the Lab uses modern, high-impact formats such as comic strips.

The association has also chosen to highlight role models through a series of webinars called "Inspiring Women" , featuring women such as Operations Managers, General Managers and COMEX members. Indeed, it has been observed that top-level representation strongly influences the presence of women in management, and then at all levels of an organization.

The question of visibility is central, and it is essential to develop indicators within companies and with research. Although the signals show a positive evolution, we lack data and before 2018, they are almost non-existent. 

Creating special facilities for women 

These arrangements take the form of company-wide agreements designed to help women better manage their work/life balance. For example:

• full payment of maternity leave and/or its extension, as Géodis does worldwide;
• flexible working hours for pregnant women (who move to day shifts when working shifts) or for mothers of young children;
• additional sick days (sick child days, etc.);
• work flexibility for positions that allow it through telecommuting.

Initiatives to facilitate the integration of female employees

Numerous applications in the field were presented at the round table, aimed at reducing the arduousness of work at handling, manufacturing or preparation stations.

GXO Logistics uses new Tech solutions to prevent Musculoskeletal Disorders (MSD) and to facilitate tasks. This type of tool is also bearing fruit at But, where 16% of warehouse staff are women, despite the fact that the products handled are large and heavy.

To further enhance the integration of female staff, it is possible to deduce movements via conveyors, collaborative robots (Cobots) that move and bring products to operators, or with "Goods to Man" and robotized cabinet systems.

Another challenge is to reduce the weight handled. To achieve this, there are technological solutions such as the mechanization of warehouses or the deployment of assistive equipment (exoskeletons), as well as organizational solutions such as the revision of standards (maximum pallet height 1800 mm, ideally between 1200 and 1500 mm, maximum parcel weight 7-8 kg, etc.).

For companies that have implemented this type of innovation (SONEPAR or LVMH, for example), the proportion of women in Supply Chain operations is 50%. FM logistic has also told us that the switch to hydrogen-powered forklift trucks has been well received by women, who see recharging as simpler and cleaner.

Ways to build employee loyalty

Once female staff have been recruited, the question arises as to how to retain them. Here's some inspiration for managers and human resources officers:

• thanks to a genuine policy ofpay equity between men and women (measured and transparent);
• by promoting commitment via networks of women within companies ("elles VMH") or communities such as ours, to which female employees have access;
• specific in-house coaching for women (conferences on leadership, career management, burnout prevention, etc.);
• encourage career development by offering women-specific career paths with cross-functional projects;
• working on harassmentissues ;
• with a real policy of parity in Supply Chain recruitment.

These actions are far from exhaustive, and if you're interested in the subject, we invite you to watch the replay of the round table, sequenced by speaker, which will have lifted the veil on a number of approaches and ideas.

See the replay