Gender diversity has proved to be profitable for companies
The logistics sector, traditionally a bastion of male dominance, is witnessing a paradigm shift. The conspicuous absence of women in key roles is now being rectified across all industries, with the Gulf Cooperation Council (GCC) region emerging as a beacon of commitment to DEI (Diversity, Equity, Diversity), affirms Haifa Ahmad, Director of Customer Service and Retail Experience, AJEX Logistics Services.
Currently, companies are fervently working to strike a gender balance, from entry-level roles to executive suites. This drive is not solely rooted in ethical considerations but is also a strategic move.
As the region’s governments aspire to bolster economic growth and innovation, they recognize the need to position their industries prominently on the global stage. The manifold benefits of gender diversity, from sparking innovation to refining decision-making and customer satisfaction, are vital to these objectives.
Gender diversity has proved to be profitable for companies, with companies with higher rates of women in the workforce proving to be 21% more likely to experience above-average profitability, according to research from McKinsey.
Moreover, greater participation of women in the workforce is critical as the GCC region grapples with challenges like youth unemployment. With nearly half of the MENA region’s population under 25, the imperative to create dignified employment opportunities for this burgeoning youth, especially women, has never been more pressing.
In doing so, GCC nations have much to gain. Research demonstrates that if women participate in the economy identically to men, it will add up to an additional 11% in GDP for the Middle East and North Africa by 2025.
Saudi Arabian Vision 2030
In recognition of these benefits, Saudi Arabia’s Vision 2030 initiative aims at bolstering female employment and is already showcasing its potential economic impact. A recent report by S&P Global underscores this progress, revealing that the female workforce in Saudi Arabia surged to 36 percent in 2022, up from 19 percent in 2016, surpassing the Vision 2030’s target of 30 percent. If this momentum persists, the Saudi economy could potentially enlarge by US$ 39bn, marking a 3.5 percent growth, over the next decade.
Yet, challenges remain. A survey spanning leading GCC companies unveiled that 70% perceive gender bias and entrenched stereotypes as formidable barriers to women’s progression. The dearth of mentorship, training, and work-life balance support further impedes women’s rise to leadership echelons. While national agendas, like the United Nation’s Women’s Empowerment Principles, have catalyzed gender equity, the responsibility also lies with individual enterprises. So, how can they champion the integration and ascension of women?
Strategies to Propel Women in the Industry:
Provide Education and Training Opportunities: AJEX has taken proactive steps in this direction by launching a career development program tailored for Saudi nationals. This program allows freshers to gain practical experience in customer service, with opportunities for promotions within a year. Currently, over 33 women are progressing through this four-year development journey, transitioning from officer roles to managerial positions.
Introduce a Career Path for Young Graduates: AJEX’s collaboration with the Saudi Logistics Academy in the ‘Join the Future’ program exemplifies this. This initiative prepares graduates for the logistics sector, and our commitment to this cause is evident in our pledge to hire 150 participants, 39 of whom have already joined our ranks.
Offer Mentorship Programs and Networking Opportunities: Mentorship, especially from female leaders, can be a game-changer for women starting their careers. A total of 34% of women surveyed in the GCC found this to be the biggest barrier to workplace advancement. Such role models can counter feelings of marginalization and provide much-needed recognition and support in the workplace.
Advocate for Work-Life Balance: Recognizing the cultural significance of family in the GCC, flexible work arrangements can be pivotal. This encompasses part-time roles, remote work, and adaptable hours. Such initiatives, coupled with leadership-backed childcare support, can be instrumental.
Establish Clear Goals: Setting tangible targets and employing tools for metric reporting is crucial. From recruitment to leadership representation, having robust measurement tools ensures consistent progress tracking.
Undoubtedly, the efficacy of gender diversity initiatives hinges on several key drivers. The significance of these endeavors is gauged not just by immediate changes but by their transformative impact on the target groups and the organization.
Regular tracked metrics
Quantifiability ensures that well-defined, regularly tracked metrics guide impact assessment and accountability. The scalability of the initiative, which encompasses its future impact potential and adaptability, is vital, ensuring its benefits can be amplified effectively within and beyond organizational boundaries.
Lastly, sustainability underscores the initiative’s ability to embed long-term impact, considering its duration, structure, and governance, thereby weaving a persistent thread of inclusivity and diversity through the organizational tapestry.
Gender diversity
In conclusion, the journey towards gender diversity in the logistics industry is ongoing, but with concerted efforts from both governments and organizations, the future looks promising. Companies across the region are increasingly showcasing that with commitment, actionable steps, and a genuine belief in the value of diversity, the industry can not only break barriers but also set new standards.
As we move forward, it’s essential to remember that fostering gender diversity is not just about numbers; it’s about creating a richer, more inclusive, and innovative industry for everyone. The strategies and drivers outlined herein not only pave the way for enhanced gender diversity but also serve as a beacon for other industries to follow, ensuring that the future economic landscape of the GCC region is not only prosperous but also equitably inclusive.
Founded in 2021, AJEX Logistics Services is the Kingdom of Saudi Arabia’s logistics & transportation expert. Specialized in Middle East E-commerce distribution and industrial solutions, AJEX is established in the UAE, Bahrain, Saudi Arabia, and China.
BOX OUT:
Haifa Ahmad is the Director of Customer Service and Retail Services, AJEX. With more than 12 years’ experience in the Transportation and Logistics Industry, she champions Diversity and Gender Equity programs at AJEX and leads the Young Graduate Career Path program for the company.
