Women are successful and valuable contributors to senior management in a wide range of industries but the logistics industry has a reputation of being led by men. What is the level of participation to the leading teams in the industry?
More years ago than I care to remember (well ten to fifteen years ago) I was unlucky enough to get press-ganged into attending a couple of conferences on board ocean-going liners. The first time was on the SS Canberra, the second the newly-commissioned MV Oriana. They were strange times; three days on a comfortable (Oriana) or somewhat less comfortable (Canberra – some ten years earlier it had been in the Falklands) with days chock-full of 30-minute meetings with what were ostensibly prospective customers but in practice were mostly freeloaders who agreed to meet because they got a free cruise.
But what I remember most are the formal dinners and what followed. The dinners, bizarrely, were black-tie affairs. The diners (there were hundreds of us) were predominantly (and by predominantly I mean over 95%) men. I’ll ignore the ethnic or religious background of the participants (that’s another can of worms for a later date) but the gender mix of the participants reflected that of the industry at the time. A medium-sized UK haulier was run by a woman. ‘Bees round a honey pot’ sprang to mind to describe the attention she got after dinner.
The world has thankfully moved on a lot since those days, and that made me wonder whether things had changed much. It’s clear to anyone that works in it that the industry is still male-dominated and it’s difficult to get meaningful data, but an unscientific review of the most readily available information – the published 2013 statements of quoted logistics companies – does give a certain flavour.
These statements are largely focused on financial information, naturally enough. They might have some corporate jargon about their equal opportunities policies but there is little concrete measurement disclosed. The one tangible piece of information on gender balance comes from the composition of their boards. I have complemented the published information with that gleaned from company web sites
Most of my sample have similar structures; in the Anglo-Saxon world non-Executive directors (in continental terms a Supervisory Board) with the Management or Executive Board or team. Ceva, perhaps unsurprisingly now the holding company is incorporated in the Marshall Islands, was the most opaque. The first mention of the management team comes in note 7 to the statements on page 39, with a further mention of the management team in note 28 on page. I have used the Ceva web site to get an up-to-date picture. Deutsche Post DHL was probably the clearest and most accessible.
So the most impressive participation is in DP-DHL, where some 22% of the participants are women. Before we get too carried away, mind, the bulk of these are employee representatives on the Supervisory Board, which rather confirms the stereotype of left-/right-wing attitudes to equality. DP-DHL also deserves credit for having a woman executive, although I must confess to slight disappointment that she works in a stereotypical role – HR.
Expeditors had one woman on the board and two executive officers. Pleasure at the presence of two women on the Norbert Dentressangle Supervisory Board is slightly muted by the surname of one of them – Dentressangle. As for the rest, the table tells its own story.
Overall some 11% of these directors or management are women. But take out DP-DHL and the proportion is a measly 6%. I’m no demographer but I recall that the proportion of women in the general population is about 50%. That’s one hell of a gap. As an industry we should be ashamed of this.