DHL Express opens $140mn European hub, capable of 42,000 shipments per hour
DHL Express has opened its new €140mn regional hub at Brussels Airport, that will enable some 42,000 shipments per hour.
The state-of-the-art36,500m² hub is equipped with the most recent logistics technology and will almost quadruple the capacity of DHL Express in Brussels. Around 200 new jobs have been created.
Ken Allen, CEO DHL Express said: “Brussels plays a crucial role in the worldwide DHL Express network. Brussels Hub is one of our largest hubs in the world and because of its location in the logistics heart of Europe, it also plays an important role in connecting companies from this region with the world.
This new hub is a key part of our worldwide investment plan and will support our growth, the efficiency of our network and the high level of quality for which customers turn to DHL Express.”
At full capacity, the hub’s two automated sorting systems can process up to 42,000 packages per hour, making it the fifth largest hub in the global DHL network. It offers air and ground links to a broad number of European destinations, as well as direct intercontinental connections to the Americas, Middle East and Africa.
Koen Gouweloose, Vice President of DHL Brussels Hub, said: “This new hub is a great example of some of the latest state-of-the-art logistics technology. It allows us to process even more packages even more quickly and efficiently.
As a hub, this allows us to play an important role in the network, while paying close attention to security and working conditions for our 1,200 employees, who are in turn ensuring that our clients are receiving the great service they expect from DHL Express.”
As part of DHL’s GoGreen programme the new hub reduces the company’s ecological footprint by 768 tons of CO² per year, thanks to its more efficient sorting techniques and better insulation. It is also certified to the TAPA ‘A’ security standards.
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.”