Solutions to Improve Gender Equity for Last-mile Delivery Operations
Why should logistics companies aim to improve gender equity in last-mile delivery operations?
- Access to additional talent pool
- Reduce pilferage
- Attract impact-focused investors
- Build a positive brand image
Why do last-mile delivery operations have low gender diversity today?
Companies find it expensive to hire and retain women in last-mile delivery roles because of a combination of challenges within their organizations and ecosystem barriers. This includes the following challenges:
- Company-level challenges:
- Companies lack the skills to target and convince women
- Timings are not suitable for women
- Team leaders do not know how to address women’s concerns
- Lack of female support networks
- Ecosystem-level challenges:
- Job portals have a limited pool of women
- Families do not give women permission for this role
- Families do not invest in assets for women
- Women are not taught driving
How can logistics companies make last-mile operations more gender-equitable?
- Build the organization’s capability to target and convince women: Make recruitment collateral and pitch gender-equitable
- Strengthen support networks for women: Ask HR manager to regularly check-in with new women DAs for the first 15 days
- Make role suitable for women: Introduce a part-time salaried model (e.g., lower productivity targets at proportionately lower fixed salary compared to full-time role)
To start your gender diversity journey, download the gender equity solution document for last-mile delivery>
If you want support implementing this roadmap, email us at GLOW@fsg.org.