Women in Logistics

Traditionally seen as a bastion of male workers, the logistics sector is gradually opening up to women. But a ‘glass ceiling’ that limits opportunities remains to be removed

Demographic trends suggest that businesses will increasingly be faced with the challenge of managing a more diverse workforce as the twenty-first century progresses.

Among of the most notable manifestations of such diversity is the growing number of working women, some of whom have fashioned highly successful business careers. In 1965, women held only 15 per cent of management and executive positions compared to approximately 40 per cent today in some developed countries. Furthermore, an increasing number of women are starting their own businesses.

The growing number of women in the workforce has highlighted a number of key human resource issues, including pay inequality, sexual harassment and unpaid maternity leave.

One of the most significant human resource issues affecting working women involves the so-called ‘glass ceiling’ – the notion that women have great difficulty in advancing into top management positions.

In this regard, logistics appears to present an intriguing paradox. While it is considered to be one of the most lucrative careers for women in developing countries, the ‘glass ceiling’ limits opportunities for them. According to Martha Cooper, a logistics professor at the Ohio State University: “Getting hired doesn’t seem to be a problem; but getting promoted does.” Indeed, it has been estimated that only slightly more than 10 per cent of director-level logistics positions are currently occupied by women.

There have also been a number of recent empirical studies dealing with employment opportunities and issues facing women in logistics in the USA. For example, several studies indicate that women are generally satisfied with their current positions and hold favourable views regarding their future in logistics. At the same time, several other studies reveal concerns regarding opportunities in the profession, with women likely to find fewer openings than those available for men. In addition, women are more likely than men to perceive the existence of gender discrimination in the sector.

WOMEN LOGISTICS MANAGERS AND CAREER BARRIERS

THE EFFECTS OF RESTRUCTURING ON WORKING PRACTICES- SENIOR AND JUNIOR WOMEN

A survey conducted by the Institute of Logistics in the UK of women transport managers through the Women’s Transport Network, has shown interesting results on the impact of restructuring on work conditions and work cultures; the impact of work practices and the implications for women’s experience of career barriers. Restructuring, in this case, referred to changes in middle management positions through delayering as the organisation takes on a more competitive position. Senior women working in the logistics field are more likely than women in junior positions, to identify the positive effects of increased promotion prospects, autonomy, team working and job security after restructuring. Despite the fact that they were also more likely to experience increased hours and work in the evenings due to de-layering, women in senior positions placed greater emphasis on increased motivation and loyalty to the company.

In terms of career barriers, as the table below illustrates, women logistics managers tend to experience attitudinal barriers, as evidenced by the relatively high proportions of women who identify the men’s club, prejudice of colleagues, and sexual discrimination. However, lack of career guidance was also seen as an important barrier. Senior women were more likely than junior women to complain of these attitudinal barriers. For example, sexual discrimination was experienced by 30.1 per cent of senior women but by only 9.1 per cent of junior women.

The fact that disadvantages associated with restructuring are less pronounced may point to greater opportunities for training in a changing organisation, more
challenges and a higher probability of new posts and positions, as older managers retire or as proverbial “dead-wood’” is shaken out. Perhaps more importantly, however, the climate of change may help to “unfreeze” and challenge entrenched attitudes detrimental to women and to create a new atmosphere of meritocracy, in which women can compete on a more equal footing with men, especially in the Middle East region.