Dec 5, 2020

Air Canada Announce Changes in Cargo Division

Supply Chain
Logistics
Procurement
E2E
Sam Jermy
3 min
Air Canada Cargo announces logistic operational pivot in response to the new norms of a COVID-19 era, to stre
Air Canada announce a new executive appointment and operational pivot amongst the changes in their cargo division for logistic supremacy...

Air Canada has announced some changes in order to seize the opportunity of more air freight business in the pandemic era. Firstly, the company has made the appointment of Jason Berry as Vice President, Cargo effective from 1st January 2021. Berry will be based at Air Canada’s Montreal headquarters and will report directly to Lucie Guillemette, Executive Vice President and Chief Commercial Officer.

Strategic Move

The North American airline has also provided an update on its cargo business and the next steps in its strategic plan, as the carrier continues an attempt to remain agile in what has been extremely challenging market conditions. The company is now finalising plans to convert several of its owned Boeing 767-300ER aircraft into freighters in order to fully participate in global cargo commercial opportunities. It has adapted rapidly to evolving market opportunities this year, having operated more than 3,500 all-cargo flights globally under the Air Canada livery to date.

  • Jason Berry appointed Vice President, Cargo arriving from Alaska Airlines
  • Air Canada Pilots ratify collective agreement to enable competitive cargo services
  • Several of the firm’s Boeing 767-300ERs have been converted from passenger aircraft

Meanwhile, the carrier has successfully concluded collective agreement amendment with its pilots represented by the Air Canada Pilots Association (ACPA), for contractual changes to enable Air Canada to competitively operate dedicated cargo aircraft in the cargo marketplace, which has now been ratified by the Air Canada pilots.

Nimble Operations

Lucie Guillemette, CCO at Air Canada, said: "Air Canada and Air Canada Cargo have pivoted quickly to new and unique commercial opportunities in response to evolving market conditions over the past 11 months, and Air Canada was the first airline globally to transform aircraft and double freight capacity by removing seats to enable cargo transport in the passenger cabin. We now operate up to 100 international, all-cargo flights weekly, and with ACPA's recent ratification on cargo operating arrangements, we are planning the conversion of several owned Boeing 767-300ERs recently retired from passenger service to all-freighter aircraft, which will position Air Canada to continue growing its cargo business across the global supply chain."

"Jason's entrepreneurial approach combined with his solid air cargo background is well-suited to operationalise these commercial opportunities, and lead the strategic direction of our cargo business to optimise the growth of e-commerce while leveraging Air Canada's fleet and global reach," concluded Ms Guillemette.”

Berry comes to Air Canada from Alaska Airlines' wholly-owned subsidiary McGee Air Services, where he was President with oversight for all aspects of aviation services ground handling, aircraft grooming, airport mobility services, check-in and gate services. From 2012 until June 2019, he led Alaska Airlines' cargo business, with direct responsibility for all aspects of cargo operations and compliance, including revenue growth. Prior to joining Alaska Airlines, he held operational positions with increasing responsibility at other air cargo handlers and operators.

Air Canada is among the twenty largest airlines in the world and in 2019 served over 51 million customers.

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Jun 16, 2021

Gartner: Women in supply chain at five-year high

supplychain
Diversity
women
Gartner
3 min
Overall percentage of women working in supply chain has risen, but concerns persist around declining representation in executive leadership

Women now represent a greater percentage of the supply chain workforce than at any other point in at least the past five years, according to a recent Gartner survey. 

The Women in Supply Chain Survey 2021, conducted by Gartner and Awesome, surveyed 223 supply chain organisations with more than $100m in annual revenue from February through to the end of March 2021.

Key takeaways 
 

  • Women represent 2% more of supply chain workforce than in 2020
  • Women now account for 42% of the workforce
  • Number of women in exec-level positions declined by 2%
  • Just 15% of top leadership are women (17% in 2020)
  • 84% of organisations say COVID-19 did not impact efforts to advance women


It found that women now represent two per cent more of the supply chain workforce than in 2020, accounting for 42%, compared with 39% last year. Dana Stiffler, Vice President Analyst with the Gartner Supply Chain practice, says the impact of COVID-19 on supply chain was significant, though different to other sectors. 

"Contrary to other industries, supply chain’s mission-criticality during the COVID-19 pandemic has meant that many sectors did not reduce their workforce, but rather continued to hire and even faced talent shortages, especially in the product supply chains," she said. "This resulted in many women not only standing their ground in supply chain organisations but increasing their representation in organisations. We also recorded a record number of specific commitments and supply chain-led actions and saw existing programs starting to pay off."

Gartner Women in Supply Chain Survey 2021
Women in Supply Chain Survey 2021

 



Supply chain still lacks women in executive leadership 


But the elephant in the boardroom remains. Though the figures present a positive step towards greater diversity and gender equality at all levels, the number of women in executive level positions declined by two per cent in the past year. Women represent just 15% of the upper echelons of supply chain leadership. Gartner did however record a rise in women at all other levels of leadership. 

The vast majority (84%) of organisations surveyed said the outbreak had no discernible impact on their ability to retain and advance women. But more than half (54%) admitted that retaining mid-career women was becoming increasingly difficult. A lack of career opportunities was cited as the biggest challenge to this, while other blamed a lack of development opportunities. 

Despite these challenges, companies of all sizes are becoming broadly better at gender diversity. Around a third more said they had a targeted initiative focused on attracting women and advancing their careers. 

Stiffler said a push towards measurable and formal initiatives is at least pointing in the right direction: “It's encouraging to see that the larger share of this jump was for more formal targets and specific goals on management scorecards. For these respondents, there is greater accountability for results — and we see the correlation with stronger representation and inclusion showing up in pipelines.” 

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