The diverse workforce brings valuable insights to address the multifaceted needs of global markets
Diversity and inclusion have become buzzwords today – but they go far beyond mere compliance in an organization. Inclusive teams are an essential component for business success, driving creativity and innovation and providing organizations with a competitive edge. Some research has even shown that diverse companies are more likely to perform better, and more likely to capture new markets, opines Eva Mattheeussen – Head of HR at DHL Global Forwarding MEA.
In the dynamic and ever-changing logistics industry, embracing diversity is crucial for long-term success. A diverse workforce can offer a strategic advantage by enhancing globalization efforts and contributing to improved business outcomes.
When people feel comfortable being themselves at work, they are more likely to stay with the company and contribute positively. By recruiting individuals from a wide range of cultural and linguistic backgrounds, logistics companies can foster an environment where all employees feel accepted and valued.
When employees experience a strong sense of belonging, where they feel they are genuinely part of the team and the company’s mission, they are more likely to be engaged, loyal, and motivated, which translates into better performance and higher retention rates.
This diverse workforce not only provides equal opportunities for career advancement but also brings valuable insights to address the multifaceted needs of global markets. Employees who understand cultural nuances can connect with customers on a personal level, offering more tailored and effective services. Plus, when employees have the freedom to make mistakes and learn from them, it fosters a supportive and dynamic environment that benefits both the team and the business.
Operational efficiency
There’s no doubt that language barriers can sometimes lead to misunderstandings and miscommunications, which could impact operational efficiency, particularly in a logistics environment where precise coordination is crucial. But it is important to remember that integration and inclusion require time, effort, and resources to be successful.
Countries in the Middle East and Africa have made significant strides in promoting diversity by breaking down barriers related to race, gender, and socio-economic status. Increasingly, women are leading businesses, demonstrating how diverse leadership can drive success.
Globally, women now make up 42% of the global workforce but hold only 32% of senior leadership roles. In regions like the Middle East and Northern Africa, gender parity in the labour force remains the lowest, with women’s participation at just 28%.
However, countries like Saudi Arabia have seen significant improvements, with female labouror-force participation nearly doubling from 22.5% in 2006 to 43.2% in 2024.
Inclusive society
The UAE exemplifies this progress with its inclusive society, where over 200 nationalities live and work together, enjoying equal rights. This diversity fuels the nation’s prosperity and advancement, highlighting a thriving and cohesive community.
Meanwhile, Saudi Arabia’s Vision 2030 aims to diversify the economy by fostering a multicultural workforce. It aims to enhance quality of life and increase the participation of all segments of society in the workforce, including women and minority groups, while creating inclusive and equitable opportunities for growth and development.
Applying the same strategy to the logistics sector is a win-win for the organization and the customer. From a purely commercial perspective, if people feel comfortable to be themselves at work, they are more likely to remain with the business. The bonus is that customers enjoy continued service from an experienced team that knows what they are doing.
There is an outdated notion that logistics is a career option for males. This is changing as the industry collectively builds a culture where logistics is recognized as a career for anyone, regardless of their gender, ethnicity, religion, age or physical abilities. Today, more women are increasingly joining the logistics industry, often as graduates, bringing a different mind-set and viewpoint to the business.
Diversity and inclusion
Ultimately, it is not just about diversity and inclusion being the ‘right thing to do’ for an organization. There is evidence that placing importance on diversity helps organizations attract top talent and drive bottom line results.
When upholding diversity and inclusion, it is important to educate business leaders on the role that they play in embracing differences that each individual employee brings. If managers in logistics are involved in goal setting around hiring, retaining and advancing a diverse workforce, they will be able to promote engagement and address any employee engagement problems among underrepresented employee groups.
For diversity and inclusion to become mainstream in the logistics industry, there needs to be a top-down approach. Senior leadership must walk the talk – whether through equal representation of women in the boardroom or creating a level-playing field for people or all ethnicities and racial backgrounds.
Ultimately, every individual must see and understand their role in company culture. That means identifying differences in employee experience and values across the organization so that change can be made relevant for each person.
