Lack of career opportunities for mid-career women, another study shows
Women account for 19% of C-level positions this year, up from 15% in 2021 but women’s participation in VP levels has fallen from 23% last year to 21% now, according to a North American study of supply chains, by marketing and research firm Gartner and Awesome, an organisation promoting women careers.
39% of the total supply chain workforce are women, down from 41% last year. Top reason why mid-career women are leaving the business is lack of career opportunities, the study shows.
43% of supply chain leaders say the pandemic has had a net negative impact in the retention and progression of women over the past year. Last year, only 11% said there was a negative impact. Over half of end-user organizations state retaining midcareer women is an increasing challenge, with an additional 19% indicating it is a significant challenge.
”According to end-user respondents, the top reason that midcareer women are leaving is because they lack career or advancement opportunities – an increase from last year’s responses. The fastest-climbing response is that women are seeking greater or more competitive compensation, coming in at second place with 43% of responses, up from 24% of responses in 2021.”
“Compared to the last year, representation of women in supply chain has improved at the first-line manager/supervisor, senior manager and director levels of the supply chain organization, as well as at the senior-most level: the C-suite”, says Caroline Chumakov, senior principal analyst at Gartner.
“Global organizations have better pipelines and better representation of women underrepresented races and ethnicities,” said Chumakov. “They are also significantly more likely to have these women in a director position than medium or large organizations.”
The study shows nearly 50% of medium and large organizations have no objectives to increase the number of women leaders in their supply chain. However, 83% of the largest, global organizations have a stated objective to improve representation of women in leadership and 38% have incorporated formal targets that appear on management scorecards.
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