Ford awards "major" transport contract to XPO Logistics
XPO will be re...
XPO Logistics has been awarded a major transport contract by Ford to deliver a range of aftermarket parts to over 200 dealers in the UK.
XPO will be responsible for outbound distribution and line-haul parts flows, as well as overall asset management. XPO will also handle over 200 daily collections from the Ford parts centre in Daventry, Northamptonshire and manage product returns from dealerships.
“Parts availability at our dealerships plays a huge role in customer satisfaction for Ford Motor Company” said Ford’s Surinder Bisal, manager, distribution services and transport.
“XPO is the chosen provider, tasked with delivering this service on time and in full. Ford expects XPO to provide a class-leading consignment shipping experience, through its established night distribution network. With the vast experience of operating in this sector, I am sure XPO are up for the challenge to meet Ford Motor Company’s expectations.”
XPO’s expertise in technology will give customer service teams the tools to track individual packages in real time between Ford’s Daventry centre and the dealer network.
The system also helps reduce fuel consumption and carbon emissions by utilising vehicles most efficiently. Delivery schedules are continuously monitored to proactively adjust for greater efficiencies.
Dave Finnie, business unit director, XPO Logistics, said: “We are proud to support Ford Motor Company in its commitment to superior customer service by drawing on our significant experience handling parts distribution globally.
“We look forward to adding significant value to Ford’s distribution of aftermarket parts through our technology and transport network.”
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.”