SAP partners with Saudi Aramco to establish cloud-based digital marketplace
SAP is partnering with Saudi Aramco to create a new solutions platform to enable the energy giant to launch a digital business marketplace for its buyers and suppliers.
Saudi Aramco said the move forms part of its digital transformation strategy and will help it and its global subsidiaries to manage and simplify real-time collaboration between their buyers and suppliers.
Aramco will be able to run cloud-based business applications to optimise business processes and costs, and enhance customer and supplier relationships.
Aramco will be the first Saudi-based company to run solutions on the SAP Cloud Hub, and is one of the first steps in SAP’s $76mn four-year programme in the Kindom that includes: the establishment of a public cloud data centre; an open platform for local developers; and a co-innovation center to support Saudi companies.
The platform will offer Aramco e-bidding, e-sourcing, contracts life-cycle management and supplier onboarding, to create a collaborative supply chain environment that will enhance supply chain efficiency and open wider business opportunities for the local and regional supplier-base.
“Saudi Aramco is showing global leadership in digital business innovation in the oil and gas sector. Through the SAP Cloud Hub, SAP continues to co-innovate with the Kingdom’s leading players to drive Saudi Vision 2030 digital transformation and support Saudi job creation through our academies,” said Ahmed Al-Faifi, Managing Director of SAP Saudi Arabia, Bahrain, and Yemen.
Mohammad AlZaubi, Global Director for Saudi Aramco, SAP, said: “Using the Ariba business platform, Saudi Aramco buyers and suppliers can gain new levels of business competitiveness, and simpler, smarter sourcing. SAP fully supports Saudi Aramco’s digital transformation agenda for long-term and sustainable business and economic growth.”
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.”