May 17, 2020

Emirates SkyCargo to release protective temperature-sensitive technology

Sky Freight
White Cover Xtreme
Jonathan Dyble
1 min
Sky Cargo
Having collaborated with polymer specialists DuPont, SkyCargo is set to roll out its new white cover cargo solution named Xtreme.

Made featuring DuPont...

Having collaborated with polymer specialists DuPont, SkyCargo is set to roll out its new white cover cargo solution named Xtreme.

Made featuring DuPont’s lightweight Tyvek Xtreme W50 polyethylene material, the cover acts as a shield to protect temperature-sensistive cargo from both varying hot and cold conditions, using its combined solar heat reflection and conduction barrier capabilities.

Breathability is an additional functionality of the latest white cover, enabling water vapour to escape, preventing condensation from forming and affecting the integrity of the cargo.

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Xtreme will be aimed primarily at the transportation of pharmaceuticals, following on from April 2016’s release of White Cover Advanced that is able to control increases in heat. With White Cover Xtreme being effective in all weather conditions, the product is likely to be used for similar measures to a greater effect.

The cargo protection will be rolled out exclusively on board SkyCargo flights, with Emirates operating a fleet of 259 freight-suitable aircraft.

White Cover Xtreme will be available in late August of this year, the latest product of Dupont and SkyCargo’s ongoing partnership that is set to last until 2019 having been renewed at Air Cargo Munich in May.

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Jun 16, 2021

Gartner: Women in supply chain at five-year high

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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