KFC returns to Bidvest after chicken shortage crisis
KFC has made a dramatic u-turn after its recent chicken crisis by signing a new long-term deal with Bidvest Logistics – the company that its lost distriubtion contract with the fast-food chain last year.
Bidvest Logistics said it was “delighted” to have signed the agreement that will see the firm deliver supplies supply to up to 350 of their restaurants in the North of the UK, from 26th March 2018.
Paul Whyte at Bidvest Logistics commented: “We are delighted to welcome KFC back to Bidvest Logistics. As the UK’s leading foodservice logistics specialist we understand the complexities of delivering fresh chicken. KFC is a valued customer and we will provide them with a seamless return to our network.”
Bidvest had previously supplied KFC’s 900 restaurants in the UK with produce but lost the contract to DHL when it was put out to tender last year.
But the new partnership made national headlines in February when KFC was forced to shutter hundreds of restaurants after its new distributor was unable to deliver enough chicken from its Rugby distribution centre.
In a statement, KFC said: “Our focus remains on ensuring our customers can enjoy our chicken without further disruption.
“With that in mind, the decision has been taken in conjunction with QSL and DHL to revert the distribution contract for up to 350 of our restaurants in the north of the UK back to Bidvest Logistics.
“We've been working hard to resolve the present situation with QSL and DHL. This decision will ease pressure at DHL's Rugby depot, to help get our restaurants back to normal as quickly as possible.
“As it stands, over 97% of our 900 restaurants are now open for business, although there will be some limited menus before we are back to business as usual.”
DHL said it “remained committed” to delivering excellent service to the remaining 550 KFC restaurants across the UK.
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.”