M&S announces 495,000 sq ft distribution hub as part of transformation initiative
Marks & Spencer (M&S) is set to open a new 495,000 sq ft Clothing & Home distribution centre in Welham Green (Hertfordshire) in early 2019, as part of the company’s five year ‘transformation programme’.
The site will be transformed into a mechanised clothing distribution centre, serving 150 stores in the South East. The former Tesco site will be operated by a third-party logistics supplier, employing over 500 people.
Additionally, M&S will cease operations at its Neasden, North London, distribution centre and transfer the work to other sites in the M&S network.
Gordon Mowat, Director of Clothing & Home Supply Chain & Logistics, said: “M&S is changing and we are transforming our stores and supply chain to better serve our customers.
“The new site in Welham will deliver better service and availability for our customers and enable us to become a faster, more agile, lower cost retailer. The location has fantastic transport links and we’re looking forward to building a great operation in Hertfordshire.
“The decision to move operations from Neasden to other sites within our network is not one we have taken lightly, however it’s an important part of our transformation.”
The Welham Green centre will be fitted out and tested during 2018 and is expected to start operations early next year. The site will incorporate 27,000 sq ft of office space.
The site in Neasden is operated by third-party logistics specialist XPO Logistics with transport operations at the site provided by DHL. Both XPO and DHL have now entered into a period of consultation with the 380 colleagues who work on site.
The changes are the latest in M&S’ journey to adopting a single-tier Clothing & Home distribution network. The network currently comprises of 19 distribution centres and warehouses, including large centres in Swindon, Castle Donington and Bradford.
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.”