Women on the move in logistics and warehousing

In an increasingly interconnected world, logistics and warehousing play a critical role in ensuring smooth global supply chains. The industry ensures that goods reach the customers from the manufacturers among the multiple other services that it provides. Men have traditionally dominated the logistics industry due to the physical demands of the job. Such jobs or 'blue-collar' roles have often required hard physical labour, technical skills and operational skills on the shop floor.

However, positive changes are emerging and diversity is starting to take root. Many organisations now include women in their blue-collar workforce, recognising the valuable qualities they bring to the table. Women are known for their attention to detail, a crucial trait in the logistics business, making them a good fit for various roles. It is one of the many reasons for the change in the hiring policy for such workers across industries.

Rather than a standalone act, it has been a successful collaboration and a culmination of efforts from the government and corporations through proactive policies, training programs, and initiatives. It has been a concerted approach to breaking gender stereotypes and fostering a more inclusive environment.

The evolution in mindset
Historically, blue-collar jobs in logistics and elsewhere were seen as unsuitable for women due to the strenuous physical demands and rigid mindsets. With time, technology has made it much easier for workers on factory floors. Automation has made it possible for women to work on the same footing as men in the logistics industry and other relevant domains. Operating a forklift, managing inventories, packaging and supervising warehouses are just some of the roles that women have begun to perform.

Challenges that persist
Logistics and warehousing often require lifting heavy loads, standing for longer hours and operating heavy machinery. While tech has reduced physical burden, few tasks remain challenging. Employers need to be mindful of making it an equal platform for all workers through relevant training, installing infrastructure, providing ergonomic equipment and more.

Since the industry has been male-dominated, a considerable level of gender bias and stereotypes persist, leading to skepticism and disdain in some cases from colleagues. In some cases, women workers also face discrimination and harassment, including being overlooked for promotion and specific job roles.

For women, it is often difficult to raise their voices and be heard in fields dominated by men. There is also a scarcity of mentors to help them navigate challenges due to the historically low participation in the field. Mentorship programmes or clear hierarchy, grievance redressal systems, anonymous reporting and similar processes, once implemented, can help women raise their voices.

Expanding roles for women

There are numerous roles within the logistics sector that women can excel in such as:

• Warehouse Executive
• Supervisor
• Forklift Operator
• Labelling Supervisor
• Labelling Team Member
• Loading and Unloading Controller
• Traffic Manager
• Inventory Supervisor
• Packaging Executive
• Safety Officer
• Stock Checker
• MIS Executive

The progress has undoubtedly been impressive, and several critical factors have made it possible for women to participate in significant numbers of such jobs.

Work-life balance strategies
Balancing work and personal life is essential, especially in the service industry. Drawing inspiration from the healthcare sector, where women often work in shifts, logistics companies can adopt similar practices. Bonded warehouses that close in the evening can also be suitable workplaces for women, offering a more predictable schedule.

Creating a supportive environment
As more logistics organisations encourage women to join their workforce, it is crucial to provide a supportive working atmosphere and necessary amenities. Continuous learning and development opportunities should be a priority, along with clear career growth pathways.

Despite efforts to promote diversity, organisations must remain vigilant against unconscious biases. Some common focus areas include ensuring equal pay, providing ample growth opportunities and offering comprehensive training. Multiple companies have already started implementing programmes targeted at tackling such mindsets. While such challenges persist, in some time, the picture can be very different, with much progress already being reported.

Conclusion
Incentivising women to step into blue-collar roles is vital as financial independence is a necessity for many women. By fostering an inclusive environment and addressing these challenges, the logistics and warehousing sector can benefit from the unique strengths women bring to blue-collar jobs. It not only enhances the industry's efficiency but also paves the way for future generations of women to pursue careers in this field. Encouraging more women to take up blue-collar roles in logistics and warehousing is not only a step toward gender equality but also a strategic move to achieving industry growth, sustainability and equal outcomes.