For the^2nd time, the community of women in Supply Chain tackled the enormous challenge of making our professions more visible to their female counterparts. Its second objective with this Webinar was to boost their self-confidence, so that more women would move into management positions and take on responsibility. We're convinced that by introducing them to role models such as Laetitia, Latifa, Stéphanie and Annie (see Episode¹ ), more and more women will choose Supply and take over the reins.

The principle remains the same: 1 hour of frank, straightforward discussion, organized around questions in a choice of 4 categories:

As our guest Laetitia so aptly and modestly put it:

Marie-Laure Furgala, Director of the ISLI MS/MSC in Global Supply Chain at KEDGE BUSINESS SCHOOL, and FSC administrator in charge of the women's community, put her questions to our 2 new guests: Laetitia Balac-Ruscher, Supply Chain and Logistics Director/Member of the Comex of Groupe Monoprix and Latifa Gahbiche, General Manager SULO France & Switzerland, discover here a glimpse of their answers.

How did they come to Supply Chain?

As we're always saying, the supply chain professions are varied and open up a wealth of career opportunities. The range of possibilities is enormous, as demonstrated by the surprising career paths of our 2 interviewees.

In the replay of the event, you'll discover that it's just as easy to come from a background in finance, and more specifically in management control, as it is to come from a background in commerce, with a background in both marketing and mathematics with its constrained optimization algorithms.

The keys to a successful career today and tomorrow

Determination and perseverance are a leitmotiv. Never give up. On the other hand, as our businesses and activities evolve, so does our ability to analyze systemically and analytically, and to demonstrate finesse.

But these are not the only ingredients in their recipe for success. To find out all about it, dive into the replay!

"I think we women have a bit of a glass ceiling. We think we have to do a lot, 10 times more to be recognized. [...] Instead of 150%, maybe just 120% would have been enough".

Latifa Gahbiche

Family, well-being and career? How do they do it?

Advice on work/life balance was particularly eagerly awaited, and organization remains the keystone. But that's not all! The question-and-answer session showed thatself-knowledge and self-acceptance are essential to creating a harmonious life, but also to setting an example for your team.

The "pause button" has made a comeback, and we've put our finger on some inspiring personal techniques to apply to our daily lives. Schedule these rejuvenating moments in your diary, because they're just as important as your meetings. They're not an option! Your well-being is sacred.

What about mentoring?

At different stages of their careers, Laetitia and Latifa have been able to call on coaches or rely on networks of women within the company, but also externally to avoid any conflict of interest. They were able to count on mentors to shake them up and challenge them, as well as on figures who inspired them.

The benefits of mentoring are manifold, both for the mentee and for the (more experienced) mentor, as well as for the organization in which it takes place. For example:

• For the mentee: accelerated professional development, help with career orientation, networking, self-confidence and support in the face of professional challenges.
• For the mentor: rewarding experience, enhanced leadership skills.
• For the organization: talent retention and development, transmission of corporate values and culture, better integration, improved performance.

Dealing with inappropriate behavior at work

On this subject, our 2 speakers, like their predecessors, are categorical: by reporting such behavior and taking appropriate action, you are helping to create a healthy and respectful working environment for yourself and your colleagues.

Communicate clearly, speaking directly to the person responsible for the inappropriate behavior if you feel safe to do so. Express your discomfort respectfully, using "I" phrases to avoid sounding accusatory.

If direct communication doesn't solve the problem, or if you're not comfortable addressing it, use internal communication channels. Report the behavior to your supervisor, human resources department or designated manager. Follow the company's internal procedures for reporting such problems.

This article only touches on some of the many fascinating topics covered during the webinar. If you'd like to go further and discover their mottos and recommendations, we've made a replay available to our members. This video features a timeline so you can jump straight to the part that interests you.

See you soon for a^3rd episode 😉

To discover the^1st replay and its drawn summary