May 17, 2020

Foodbuy enters procurement and distribution management services agreement with HealthTrust

Supply Chain
Supply Chain
Dale Benton
2 min
Foodbuy enters procurement and distribution management services agreement with HealthTrust
Foodbuy, a subsidiary of Compass Group USA, has entered into an agreement with HealthTrust for procurement and distribution management services.

As pe...

Foodbuy, a subsidiary of Compass Group USA, has entered into an agreement with HealthTrust for procurement and distribution management services.

As per the agreement, eight out of ten of the largest healthcare systems in the US by bed count will have access to the Foodbuy catalogue.

"The fact that HealthTrust's boards came together to select Foodbuy is a credit to our organisation," said Dennis Hogan, Chief Executive Officer of Foodbuy, LLC. "It's exciting that we'll be able to leverage the scale and expertise of each of our organisations to deliver value to the providers and the patients and customers they serve."


Foodbuy is the largest foodservice procurement and supply chain solutions organisation in North America and manages more than US$20bn in purchase volume. HealthTrust serves more than 1,500 acute-care hospitals, and via its AdvantageTrust subsidiary, over 35,500 non-acute healthcare facilities and systems including ambulatory surgery centres, physician practices, long-term care and alternate care sites. Through its MyOrders online ordering platform and Webtrition, members can access a menu management system designed to facilitate compliance and control food costs.

The news follows HealthTrust entering into an exclusive supply chain relationship with Kindred Healthcare, a $3bn healthcare services company. HealthTrust will work with Kindred Healthcare to oversee group purchasing and supply chain


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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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