Unipart supply chain improvements awarded with new deal from Waterstones
The UK’s leading high-street bookseller Waterstones has extended its long-term partnership with Unipart Logistics for an additional five years.
Waterstones said the new deal was partly down to significant improvements in Unipart’s supply chain processes over the last 18 months.
Unipart will continue to distribute books and related products to 280 shops, and to customers at home, from their 150,000 sq ft hub in Burton-on-Trent.
This new contract builds on the strength and success of the long-term relationship between Waterstones and Unipart, which saw the two companies collaboratively win four awards at the European Supply Chain Excellence Awards in 2015.
Beccy Preece, Head of Supply Chain Services at Waterstones said: "We've extended our contract because Unipart really understands our business and provides an excellent service.
“Over the past 10 years our needs have changed - along with the change in the way our customers buy books - and with the introduction of a greater, non-book range Unipart have adapted to support our needs and so have helped our business to grow."
Waterstone’s said that key to the successful partnership has been Unipart's innovative supply chain thinking and agile delivery of change.
Over the past 18 months, Unipart has completely reconfigured the service to the stores to deliver a next day delivery service by harnessing the power of ‘The Unipart Way’, which is the company's proprietary business system for continuous improvement.
In addition, Unipart has also helped Waterstones increase availability of new and old titles whilst still reducing the overall inventory holding.
Claire Walters, Chief Commercial Officer at Unipart Logistics said: “We are incredibly proud of our long-term partnership with Waterstones, and our contribution to the turnaround of the business over the last few years through intelligent supply chain decisions.”
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.”