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.