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3 Learnings for More Diversity in Supply Chain

3 Learnings for More Diversity in Supply Chain

Although the pandemic caused significant damage to the supply chain and logistics, supply chain organizations couldn’t stop staying committed to diversity, equity, and inclusion also known as DEI. Supply chain organizations are holding larger companies and depicting a solid representation of people of all colors. The main focus areas for diversity in supply chain are recruitment, learning, and development. These three areas are keys to DEI’s success.

However, the pandemic didn’t leave a chance to disrupt supply chain operations in the workplace and production units. But high levels of dedication and motivation of supply chain organizations and their employees didn’t stop them from working for their companies’ sustainability. The recent work survey by Gartner Research and the Association for Supply Chain Management released a report on the current state of DEI in supply chain. 

Dana Stiffler, VP analyst at Gartner, said that:

“Our 2022 results find that supply chain organizations show strong intent to encourage inclusion, diversity, and equity, especially for women and marginalized racial and ethnic groups. However, we also see a chasm between global, publicly held companies and the rest in terms of commitment and results.”

Scarcity of working talent:

Supply chain organization heads are currently dealing with an extreme shortage of working talent. To hunt for new talent, leaders need to closely reassess and evaluate candidates’ DIE’s commitment and relevant knowledge about supply chain management and logistics.

A study on diversity, equity, and involvement in the supply chain from Gartner in 2022 was conducted on a global level. This survey releases a report which stated three primary learning keys and methods for the respondents in Canada and Europe.

Learning No. 1: Big and global companies should lead the way

The major difference between global companies and smaller companies is the amount of commitment, interest and dedication of their employees. Besides these three factors, their pay equity is equally important. The reason behind this disparity and misbalance is a large amount of scrutiny that global firms face from their big financial investors and regulators. Their essential stakes are involved in the company; hence, if they wouldn’t scrutinize it, they have to bear potential losses.

However, color representation is better in all aspects of global companies. According to the data, 45% of full-time supply chain employees in international organizations are people of color versus 40% in their small peers.

Learning No. 2: Goals and prompt accountability are key to success

This does not mean supply chain team heads in smaller companies are supposed to make little progress in their respective firms. Everyone should work to their maximum capacity and implement the finest methods of supply chain sustainability which will result in DEI success. 

Goals ultimately need a working and active implementation of ideas. This is one of the working keys of global companies. Larger organizations have three times more fixed DEI initiatives. These organizations enhance and try to grow DEI outcomes at equal priority as other business goals. 

Learning No. 3: Recruitment should be an investment priority.

After you have understood your DEI goals, your immediate next step should be on how to accomplish those goals. With this, you also should realize how powerfully you can implement your DEI initiatives. Recruitment, learning and development, and employee engagement are essential aspects of supply chain organizations. Recruitment initiatives should focus on various interview panels and diversity referral programs.

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