Page 25 - ITLN May-June 2025

But numbers alone can’t capture
the cultural inertia that prevents
faster change. Numerous studies,
interviews and sources reveal
recurring themes: women being left
out of informal networks, lack of
female mentors, slow upward mobility
despite performance and resignation
due to inadequate support during
maternity transitions.

From policy to practice:
A call to action
To address these gaps, the Udaiti–CII
partnership is setting up a Gender
Community of Practice in logistics to
facilitate sector-wide collaboration,
data sharing, and strategy
implementation. The DPIIT
report further recommends a three-
tiered approach:
Ecosystem-level interventions
– Stronger policy push, gender
mandates in tenders, and public-
private partnerships.
Industry-level actions – Sector
benchmarks, gender audits, and
peer learning.
Firm-level steps – Inclusive
infrastructure, skilling,
flexible work models, and strong
The company has placed women in At iThink, this has translated into grievance redressal mechanisms.
non-traditional logistics roles such as mentorship programs, inclusive
product management and technology— leadership, and policies that prioritise Women can’t be left behind
areas often underrepresented by flexibility. “When women see other As India’s logistics sector gears up for
women. For Sarang, this is a strategic women at the top, it becomes more digitisation, green freight transitions
choice, not a compliance measure. than just a hope—it becomes a goal,” and infrastructure investment,
“We’ve been purposeful in building an she adds. Still, Sarang cautions, “We it cannot afford to replicate old
inclusive and empowering environment,” have miles to go before women in inequities in new frameworks.
she adds. “But for us, it’s never been logistics stop being the exception and Companies like DHL Express India,
just about numbers. It’s about creating a start becoming the norm.” TVS ILP, CJ Darcl, and iThink Logistics
culture where women are not only hired are showing that the road to gender
but are truly heard, valued, and elevated What the data says— equity is navigable—with intent,
to lead with confidence.” and what it doesn’t investment, and leadership.
Retention remains one of the sector’s The numbers from the SheMoves “With many of our clients led by
biggest challenges, particularly during Logistics report are sobering: women, having diverse voices at the
life transitions like motherhood or •Only 7% of women in NSE-listed table is not only good practice but
caregiving. “While the logistics industry logistics firms also essential,” said Sengupta. Her
has historically seen women step away •44% of firms with at least one woman words underscore the simple truth—
due to life transitions, we're now seeing in KMP roles inclusion is not just a value; it’s a
encouraging shifts,” says Sarang. •22% of firms offer childcare benefits competitive advantage.
“Companies are becoming more •37% rise in safety complaints year- The growth of logistics is inevitable.
empathetic and adaptive—introducing on-year Whether that growth will be equitable
flexible work models and leadership •12% cost savings attributed to female is a choice—one that the sector must
pathways that reflect real life.” workforce efficiency now make with urgency and clarity.
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