Aramex adds electric vehicles to Middle Eastern fleet
The firm, which claims to be a “disruptive leader...
Aramex has announced the addition of a number of new electric vehicle to its Middle Eastern fleet.
The firm, which claims to be a “disruptive leader in the global logistics and transportation industry” has added ten electric vehicles to its portfolio in Amman, Jordan
It comes as part of a longer-term strategic move by Aramex to convert the entire fleet to electric vehicles, in order to reduce operational CO2 emissions and mitigate climate change.
The successful pilot in Jordan will be followed by a rollout of more electric vehicles in the UAE, Egypt, and Lebanon over the next 12 months.
Raji Hattar, Chief Sustainability Officer at Aramex, said: “We pride ourselves on being a leader in sustainability across the region.
“Protecting the environment is an integral part of our Delivering Good platform, therefore, we are committed to reducing CO₂ emissions from our operations by an additional 20% by 2020, over the initial target of 20% of CO₂ reduction we achieved in 2016.
“Where regulations and infrastructure allow, we will be looking to introduce electric vehicles to all of the 72 markets in which we operate.”
Aramex’s ‘Delivering Good’ platform represents its commitment to promoting sustainability and helping communities grow.
The company currently has CSR projects and initiatives in 97% of its global operations and is driven to deliver better future to the communities in the markets where they operate.
Today’s announcement follows the successful construction of the company’s solar farm to generate 1.2 megawatt of power for Amman operations.
Aramex is currently transforming its Dubai warehouse facility to incorporate similar technology, albeit on a grander scale; once fully operational it will generate over 7MW of solar power.
The company is also aiming to introduce similar projects to all its facilities where the regulations permit in the coming years.
Gartner: Women in supply chain at five-year high
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.
- 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."
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.”