Five Ways to Increase Supplier Diversity and Compliance
Supplier diversity has become a welcome priority for organisations in 2021, committed to a new and expansive definition of diversity that ensures their supply chains include goods and services from a diverse base of historically underrepresented minority, disabled, veteran, LGBTQ, and woman-owned businesses.
In a forthcoming webinar, Five Ways to Increase Supplier Diversity and Compliance, taking place Wednesday 7 April, 5pm GMT, Supply Chain Digital welcomes a panel of expert speakers to discuss these topics.
Bernadette Bulacan, Vice President, Evangelism at Icertis; Joel Gillespie, Program Manager, Supplier Diversity at Microsoft; Kareem Mohamednur, Director at PWC; and Jenn VandeZande, Editor in Chief at SAP will be joined by special guest Maya Sharma, the author of Paving: Conversations with Incredible Women Who are Shaping Our World, to discuss a variety of topics to help companies can best approach supplier diversity and compliance.
By joining this webinar, you will learn:
· How to clearly define your DEI supplier policies and tracking mechanisms
· Best practices for sourcing and onboarding diverse suppliers
· Methods to structure and manage contracts to support supplier-diversity initiatives
· Ways to utilize data and analytics to track and showcase supplier diversity success
· How to coach suppliers and partners to amplify and extend an organization’s diversity efforts
The first 150 registrants will get a copy of Maya Sharma's new book: Paving: Conversations with Incredible Women Who Are Shaping Our World
The webinar will be hosted by Laura V. Garcia, Editor of Procurement Magazine, who said: "Supplier diversity can build resiliency, foster innovation and make for a more competitive supplier landscape. In 2021 and beyond, it’s a critical competitive advantage, and something customers and employees are looking for when deciding where to buy and where to work."
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.”