Supply Chain News

International Women’s Day: #Be Bold For Change

Today is International Women’s Day - a day to highlight the struggle for equality that millions of women around the world still face every day, it’s also a day to celebrate the accomplishments and sacrifices made by those women who have led the movement for gender equality.

International Women's Day is a catalyst for driving a more gender inclusive world.

As Sir Richard Branson as stated, "these efforts start with improving basic equal rights."

Across the world, the rights of women to drive, file a divorce or leave the house without their husband’s permission still remain in question.

One in three women still experience physical or sexual violence in their lifetime and almost 800 million people aged 15 and over remain illiterate, nearly two thirds of which are women, a proportion that has remained unchanged for two decades.

But these rights extend all the way to our companies’ boardrooms; out of the S&P 500 companies, only 5.8 per cent of CEO positions are held by women.

The World Economic Forum predicts the gender gap, measured through health, education, economic opportunity and political empowerment, won't close entirely until 2186. This is too long to wait.

Achieving equality should not just be considered a women’s issue; everyone – men and women – should be taking action to help achieve parity more quickly.

We will all be far better off once we do.

5 Things I Learned From Working to Close the Gender Gap in My Company
Mark Weinberger, Global Chairman and CEO, EY

Every year, the World Economic Forum's Global Gender Gap Report offers an important opportunity to reflect on the state of gender equality around the world – where we are and how far we still have to go.

The results are striking: at the rate we’re currently going, it could take us 170 years – the better part of two centuries – before we see economic parity between women and men.

This is a challenge we all need to confront. Because closing the gender gap isn’t just the right thing to do – it’s the smart thing to do for our businesses and the global economy. Our research with the Peterson Institute for International Economics recently found that companies with at least 30% female leaders can add as much as 6% to their net margins. In an internal study we did at EY, we reviewed 22,000 audits around the world, and found that gender-balanced teams didn’t just consistently produce better quality audits – they also had better financial performances overall.

At EY, we’ve been on our own path to close the gender gap. These efforts are part of our Vision 2020 business strategy, which also includes our broader goal of advancing diversity and inclusiveness. Over the last few years, we’ve intensified that work by laying out a roadmap for success, which everyone – individuals, teams, and leadership – can use to design, track and advance our progress. We’ve made some important strides, and, just as importantly, we’ve learned a lot along the way.

Here are five of the key lessons we’ve learned:

Lesson 1: Measure your gaps – and then measure your results
Closing the gender gap is like any other business challenge: if you want to address a problem, you need to measure it first. That way, you can track your success – and where you still need to improve.

To that end, every year we conduct a Global People Survey to measure our organization’s performance in a number of areas. We also collect quantitative information in areas like hiring, retention and promotion rates. We ask for qualitative feedback, too, like “what do you see as the biggest obstacle to maximizing your potential?”

We’ve found data like this invaluable because it has allowed us to identify “hot spots” – potential areas for improvement. And thanks to the survey, we know that our attention to these “hot spots” is producing results. In the past three years, we’ve taken steps that have equalized the level of satisfaction and engagement between men and women across the organization. But that progress wouldn’t have been possible if we hadn’t measured the gaps to begin with, and held leaders - including myself - accountable.

Lesson 2: Make sure high-potential women have sponsors, mentors and advocates
In every company, executives and senior managers informally sponsor people on the rise in one form or another. Whether it’s someone who showed you the ropes, or an advocate who backed you for a promotion, sponsorship is critical to getting ahead in an organization. Unfortunately, that sponsorship doesn’t always reach everyone – and women are often less likely to be sponsored than men.

We changed that dynamic by supplementing this informal practice with a more formal one: equitable sponsorship. We’ve asked our partners around the world, in every country that we operate in, to sponsor people that don’t look like them, or come from the same background.

These relationships are crucial because they make sure that sponsors aren’t just advisors, but constant supporters. We expect our leaders to go beyond giving advice, making sure their high-potential employees get the experiences and visibility they need to advance in the organization. When there’s an opportunity to expand their portfolio, our leaders help them seize it. We’ve made it clear that this is something our leaders will be evaluated on, because this kind of sponsorship is critical to ensuring our organization’s long-term success.

Lesson 3: The only way to counter unconscious bias is to be conscious of biases
In the competition for talent, we literally can’t afford to pass over talented people in our hiring process. That’s why, whether you’re considering someone for a job or for a promotion, it’s important to find ways to recognize and push back against potential biases.

For example, to make our pool of applicants wider and more diverse, we ask our recruiters and leadership to specifically target nontraditional applicants that might not benefit from informal networks of mentors and connections. We’ve also asked them to remember to balance technical skills with other skills, like language proficiency and cross-cultural awareness. We even organize “unconscious bias” sessions for our recruitment teams and hiring managers, which help remind them to look for and appreciate a wider array of styles and work experiences.

The idea behind all of this is to bring this conversation out into the open. Because the more attention we pay to our potential biases, the more we’ll work to disrupt them – and the less likely we are to be held back by them.

Lesson 4: Focus on men, too
Closing the gender gap doesn’t mean focusing exclusively on women. When you broaden the conversation to include both women and men, it improves opportunities for everyone.

When it comes to paternity leave, for example, we know that men can be reluctant to use their benefits. That holds women back, too, by reinforcing the outdated idea that childcare should be mainly the woman’s responsibility – no matter what it means for their careers.

Our research with the Peterson Institute backs this up. We found that countries with the most women in leadership offered fathers 11 times more paternity leave days than countries at the bottom. We also found that the companies with better paternity leave policies are also the ones that are better at building a pipeline of female talent.

That’s why, for example, EY has equalized paternity leave for mothers and fathers in the United States, so both are eligible for 16 weeks of fully paid parental leave. Just as importantly, we have worked hard to create a culture that encourages everyone to take advantage of this new policy. Our leaders – and our in-house coaching team – make it clear that taking your full leave won’t stand in the way of a promotion. In fact, taking your full parental leave aligns with our broader strategy, and is something everyone should support.

It’s the same with our workplace flexibility policies. We have worked hard to create a culture where all of our people feel comfortable using day-to-day flexibility when they need it for things like running to a doctor’s appointment. And for those who need more routine, we introduced Formal Flexible Work Arrangements 10 years ago. We now have about 3,000 employees in the Americas on FWAs, taking advantage of arrangements like reduced schedules, teleworking options, and seasonal schedules. We make sure all of our people feel empowered to take advantage of flexibility, in any of its forms, so they can balance their lives in the way that works best for them.

Lesson 5: Set the tone from the top – and throughout your organization
When we created our Roadmap For Success, we asked every partner to start incorporating measures to increase diversity into their goals every year. But just as importantly, we encouraged all of our leaders to discuss these plans with their teams. We wanted to make it clear that creating an inclusive culture is an organization-wide priority with support from the very top.

Setting the tone in this way is critical for a global organization like ours, because closing the gender gap is not a regional issue, or a local initiative. It’s a central part of our global strategy. It applies to every sector and every country we operate in – so it’s important that all of our people know that all of our leaders are behind it.

That mindset has guided our work in this area. And while we have much more to learn, and much farther to go, we’re proud to be moving forward and doing our part to close the gender gap once and for all.

Source: World Economic Forum

 

Navigating Disruption Without Gender Diversity? Think Again.
How 5 disconnects are holding back gender diversity and stifling innovation


Article Topics
Best Practices   Supply Chain   Leadership   Equal Rights   Gender Diversity   All topics


Comments
Be the first to post a comment.
You must be logged in to post a comment. Login.

 
Latest Supply Chain News
ONE Blockchain Platform to Provide Enhanced Transparency and Security for Supply Chains
One Network Enterprises new blockchain platform solution mitigates threats in pharmaceutical authentication & serialization, food safety, and recall management.

One Network Earns Top Billing in Nucleus Research’s Annual Control Tower Value Matrix
Complimentary report from Nucleus Research recognizes One Network's real-time value network for control tower capabilities and for helping companies gain end-to-end visibility.

Amazon’s Ever-Increasing Ecommerce Shipping Costs
Amazon is growing fast, and so are the costs of getting people the products they order from the online ecommerce retailer, and as time goes by, Amazon has to spend a higher percentage of its net sales…

Navigating Ecommerce with Your Existing Supply Chain Relationships & Capabilities
The rules for success in e-commerce and omnichannel fulfillment are still being written, however, you can minimize the risks and costs of scaling your operations, and get to market faster, by leveraging…


 

24|7 Pro Team

The 24|7 Team is your direct pipeline to solutions for your business challenges. It's your opportunity to have supply chain and logistics experts look at your specific challenges and needs, and give you free, no-obligation advice, solutions, and information.

The 24|7 Team will simplify the task of creating a database of likely partners, building your knowledge base, and preparing your Request for Proposal list.

1
  Choose a topic for your RFP

Transportation RFP/RFI

The Transportation RFP is your direct pipeline to solutions for your transportation challenges. It's your opportunity to have logistics experts look at your specific transportation challenges and needs, and give you free, no-obligation advice, solutions, and information specific to your request.

Choosing the perfect software or system can be an indomitable challenge. Using this transportation/TMS RFP will simplify the task of creating a database of likely partners, building your knowledge base, and preparing your Request for Proposal list.

Warehouse/DC Management RFP/RFI

The Warehouse Management Systems (WMS) RFP is your direct pipeline to solutions for your WMS challenges. It's your opportunity to have logistics experts look at your specific WMS challenges and needs, and give you free, no-obligation advice, solutions, and information specific to your request.

Choosing the perfect WMS solution can be an indomitable challenge. Using this WMS RFP will simplify the task of creating a database of likely partners, building your knowledge base, and preparing your WMS Request for Proposal list.

Supply Chain RFP/RFI

The Supply Chain RFP is your opportunity to have logistics experts look at your specific challenges and needs, and receive free, no-obligation advice, solutions, and information. It simplifies finding a pool of likely partners, building your knowledge base, and preparing your Request for Proposal list. The companies in the Logistics Planner have agreed to respond to your request for in-depth information and follow-up, and your request is totally confidential.

Software/Technology RFP/RFI

The Software/Technology is your direct pipeline to solutions for your logistics information technology challenges. It's your opportunity to have logistics experts look at your specific technology challenges and needs, and give you free, no-obligation advice, solutions, and information specific to your request. Whether it's WMS, TMS, Mobile or Cloud, our pros can help.

The companies listed below have agreed to respond to your request for in-depth information and follow-up. Your request is totally confidential.

Executive Education RFI

The Logistics and Supply Chain Education RFI can help you identify the schools, coursework, continuing education, distance learning and certification opportunities available from leading logistics educational institutions.

Upgrade and improve your logistics and supply chain skillsets. Whatever route you choose—advanced degree, executive education, certification or distance learning—the time and money you invest in your education today can pay off in continued career success tomorrow. Contact leading universities and professional institutions for the information you need to prepare for the future.

Third Party Logistics RFP/RFI

This 3PL Request for Proposal (RFP)/Request for Information (RFI) can help you find the 3PL and 4PL providers that can meet your specific 3PL service challenges and needs. The 3PL companies below will provide free, no-obligation third-party logistics advice, solutions, and information.

Ask your 3PL questions, you'll get answers. Simply complete the information, and detail your 3PL challenges. Then, check off the third-party logistics companies that you want to review your request.

1. Choose an RFI topic.
2. Enter your contact information and challenge.
3. Select companies and optional categories.
4. Submit.


2

Your Information



Your Challenge, Problem or Request *

3

Select Transportation Companies

  • Select All

  • 3Gtms
  • BluJay Solutions
  • CSX Trans. Intermodal
  • Kuebix
  • Landstar
  • Legacy Supply Chain Svs.
  • One Network
  • Pitt Ohio
  • Purolator
  • Quintiq
  • SEKO Logistics
  • SMC3


Select Relevent Categories

  • Air Freight
  • Intermodal
  • Motor Freight
  • Ocean Freight
  • Rail Freight
  • TMS

Select Warehouse/DC Management Companies

  • Select All

  • 3PL Central
  • Apex Supply Chain Tech.
  • Honeywell Intelligrated
  • Kuebix
  • Legacy Supply Chain Svs.
  • Swisslog
  • Westfalia Technologies
  • Zebra Technologies


Select Relevent Categories

  • Auto ID & Data Capture
  • Automation
  • Conveyors & Sortation
  • Lift Trucks
  • Packaging & Labeling
  • Pallets & Containers
  • Shelving & Racking
  • WMS

Select Supply Chain Companies

  • Select All

  • 3Gtms
  • 3PL Central
  • Amber Road
  • Apex Supply Chain Tech.
  • APICS
  • BluJay Solutions
  • CSX Trans. Intermodal
  • Frontier Business
  • Kuebix
  • Legacy Supply Chain Svs.
  • Logility
  • One Network
  • Purolator
  • Quintiq
  • SMC3
  • Synchrono
  • TAKE Supply Chain
  • Westfalia Technologies
  • Zebra Technologies


Select Relevent Categories

  • Global Trade
  • Inventory Management
  • Risk Management
  • Sustainability

Select Software/Technology Companies

  • Select All

  • 3GTMS
  • 3PL Central
  • Apex Supply Chain Tech.
  • BluJay Solutions
  • Honeywell Intelligrated
  • Frontier Business
  • Kuebix
  • Logility
  • One Network
  • Quintiq
  • SMC3
  • Swisslog Logistics
  • Synchrono
  • TAKE Supply Chain
  • Zebra Technologies


Select Relevent Categories

  • ERP
  • Sales & Operations
  • Sourcing/Procurement
  • Optimization
  • Transportation Mgmt
  • Warehouse Mgmt

Select Executive Education Choices

  • Select All

  • Graduate Courses
  • Online/Distance
  • Executive Education
  • Certifications
  • Undergraduate
  • Seminars
  • Associations
  • Conferences
  • Tradeshows


Select Third Party Logistics Companies

  • Select All

  • 3PL Central
  • Landstar
  • Legacy Supply Chain Svs.
  • Purolator
  • SEKO Logistics
  • Westfalia Technologies


4
 

24|7 Company Profiles