Parts Town: Why the Future of Supply Chain is Female

The supply chain and distribution industry faces a major talent crunch, but there remains a major untapped talent pool. 

Women, despite making up nearly half the workforce overall, remain underrepresented in these roles.

However, companies looking to stay ahead are rethinking how they recruit and retain female talent – and it’s working. More women are stepping into key supply chain roles, breaking stereotypes and helping businesses build a stronger, more resilient future.

Here, Lisa Backlin, Group Vice President of Supply Chain at Parts Town Unlimited, tells Supply Chain Digital how organisations can better attract and retain female talent in their supply chain teams.

Why are women still underrepresented in supply chain and distribution?

There’s still a lingering perception that supply chain is all hard hats and heavy lifting, work traditionally associated with men. Due to that perception, it hasn't been framed as a strategic dynamic field where women can thrive. That's changed dramatically in the last few years, but we've got miles to go.

Many of the women I’ve spoken with didn’t see role models in the industry, didn’t feel welcomed into those spaces, or had to push past biases just to get a seat at the table. The reality is that supply chain is rooted in problem-solving, multitasking and collaboration, skills women often excel in. But the industry hasn’t always done a great job of telling that story or creating clear, inclusive pathways in.

What challenges do women face when stepping into key supply chain roles?

One of the biggest challenges many women face is being the “only” one in the room. I’ve experienced it first hand – sitting at a table full of male leaders, or watching vendors direct their questions to the men, even when I was the decision-maker. Early in my career, I tried to fit the mould – khakis, polos, the “costume” of what I thought leadership looked like. It took me a while to learn that the most effective thing I could do was show up as myself.

My husband and I have a phrase for a particular moment we’ve both seen: “window to notes.” It’s that shift when someone who’s been ignoring you suddenly starts writing down what you’re saying. I’ve had to prove myself again and again, and that’s why I believe mentoring is so important in the industry. When women have mentors, sponsors and a culture that embraces authenticity, they don’t just succeed, they thrive. We need to stop expecting women to adapt to outdated norms and instead start building environments where they can lead with their full selves.

What strategies help companies attract and retain female talent?

Flexibility and visibility are essential. Flexibility can be as simple and as impactful as ensuring different leadership styles are heard/represented and as tactical as adjusting schedules to better align with real life, whether that's shifting start times for school drop-offs or offering remote or hybrid work options, which are wins for both men and women in the workplace. Visibility means not only hiring women at entry levels but also seeing their contributions and intentionally promoting them to high-impact, decision-making roles.

Mentorship matters, but sponsorship, advocating for someone when they’re not in the room, is even more powerful. Throughout my career at Grainger, Eaton and The Home Depot, I’ve led women’s resource groups and I always try to mentor five or six people at a time. But more importantly, I focus on creating a culture where mentorship is embedded, where visibility and development are the norm.

I also make it a point to connect with women on LinkedIn and stay active at industry events, all of which create a sense of community and momentum, especially for women in the “messy middle” of their careers. That’s where support can make all the difference.

How is Parts Town Unlimited working to close the gender gap?

We’re serious about building a strong, diverse pipeline of leaders. That starts with culture. We believe in empowering our team members to lead from wherever they sit. We support mentorship and leadership development and we make space for women to step into big roles with the support they need to succeed.

We also bring fun and humanity into the workplace. That might sound small, but it’s a huge differentiator. People stay where they feel respected, trusted and energised, and that helps us retain great talent, including women who may have been overlooked elsewhere.

What industry changes are needed to create more opportunities for women?

We need to keep breaking down the old stereotypes of what supply chain is and who belongs in it. This is a strategic, creative, dynamic field and more women need to see it as a path to leadership. For their growth and success, companies need to leverage their talent, giving everyone a voice and a seat at the table. That means listening, adapting and making room – hiring talent without bias and ensuring that they have the tools, support and visibility to lead.

At the end of the day, supply chain touches everything. If we want the best talent in the room, leaders need to ensure that when we bring in amazingly talented women, we give them an opportunity to make an impact.

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