For every $1 made by a man in the state of Michigan, women earn $.76 (used to be $.66). That is around the ninth largest gap in the country (we used to be third worst). Shame on Michigan even though progress is being made. People say it is because great paying jobs are predominated by our largest industry (manufacturing), and women are under represented in manufacturing. Why? Is that a choice made by women or did men systematically discriminate women from joining the club? Either way, the opportunities right now in SCM are endless for everyone, especially women.
Most larger Fortune 500 types of organizations have diversity goals. However, a lot of disciplines such as IT, CIS, engineering, etc., are predominated by males and there is nothing companies can do to meet their diversity goals with jobs in these areas. However, they can meet these goals for jobs that require a business degree (i.e., SCM) because there is a significant percentage of females majoring in SCM. In fact, at other schools in SCM, women make up around 50% of the students. WMU ISM has around 30% female representation (something we need to work on).
Subject: FYI: Ladies, full ride SCM graduate degree at MIT…
Female Supply Chain students & professionals (the opportunities are endless).
According to ISM’s median salary data, women in the supply-chain sector earned 81 cents for every dollar that men did in 2017. The median salary for women was $88,000, compared to $108,000 for men. Experts say a range of factors play into the gender pay gap, including discrimination and different career choices. (May 29, 2018)
More current data: https://lnkd.in/eXkTUdt
The pay gap between men and women in supply chain careers that had been narrowing over the past few years reached a milestone in 2020 as women under 40 reported earning higher paychecks than their male counterparts for the first time, according to an industry survey published recently.
The Association for Supply Chain Management’s (ASCM) 2021 Supply Chain Salary and Career Report polled 2,200 industry professionals about their annual pay and benefits as well as other career attributes, including job stability, satisfaction, & career opportunities. According to the report, women under the age of 40 earned a median salary of $81K annually while men in the same age group reported earning a median salary of $79K annually. Survey data for women and men over 40 painted a different picture: The difference between men and women’s salaries in that age group ranges from $12K to $23K, with men earning more.
Most larger Fortune 500 types of organizations have diversity goals. However, a lot of disciplines such as IT, CIS, engineering, etc., are predominated by males and it is difficult for companies to meet their diversity goals with jobs in these areas. However, they can meet these goals for jobs that require a business degree (i.e., SCM) because there is a significant percentage of females majoring in SCM. In fact, at many schools in SCM, women make up over 50% of the students. At WMU, our female SCM students tend to be our best.
Women Climbing Supply-Chain Ranks Find a Growing Salary Gap
2021 BEST EMPLOYERS FOR WOMEN:
For great material and details on this, see:
Gartner Survey Finds Women Comprise 41% of the Supply Chain Workforce
Lack of Career Opportunities Biggest Challenge for Retaining Midcareer Women
Women comprise 41% of the supply chain workforce in 2021, up from 39% in 2020, according to a recent survey by Gartner, Inc. Every leadership level saw an increase in representation, except the executive level where there has been a slight decline. In 2021, women account for 15% of executive level roles, down from 17% in 2020 (see Figure 1).
More Organizations Are Setting Goals for Gender Diversity and Start Initiatives
Previous years have shown that setting goals and having stated objectives are crucial drivers for improvements in pipelines and other DEI outcomes. In 2021, the proportion of supply chain organizations with any type of goal jumped to 73% from 64% in 2020. Within the subset of respondents (29%) who have stated objectives, 68% said the supply chain organization had a targeted initiative focused on women, a huge step up from 46% in 2020.
“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,” Ms. Stiffler concluded.
The Women in Supply Chain Survey 2021 by Gartner, and AWESOME, surveyed 223 supply chain organizations from February through March 2021. The findings showed the highest percentage of women in the supply chain workforce since the first edition of the survey in 2016.
“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,” said Dana Stiffler, vice president analyst with the Gartner Supply Chain practice. “This resulted in many women not only standing their ground in supply chain organizations but increasing their representation in organizations. We also recorded a record number of specific commitments and supply chain-led actions and saw existing programs starting to pay off.”
Retaining Midcareer Women Poses Biggest Challenge
The pandemic does not appear to have disrupted supply chain gender equality efforts, according to the survey. Eighty-four percent of responding organizations stated that COVID-19 had no discernible impact on their ability to retain and advance women.
However, 54% of survey respondents said that retaining midcareer women is an increasing challenge. Lack of career opportunities is the top reason that midcareer women left a supply chain organization or provider. The second-most selected option was development opportunities.
“Supply chain leaders who are serious about their gender equality efforts must create tailored leadership development programs and explore flexible work policies that cater to the needs of midcareer women,” Ms. Stiffler said.
AWESOME and Gartner study women’s supply chain leadership
Supply chain organizations are challenged when it comes to attracting, retaining, and advancing top talent — including women — and we know diversity enhances a company’s ability to innovate, compete, and succeed. The rapidly changing business environment and rise of digital business creates a growing challenge for supply chain innovation and changing talent requirements.
AWESOME and Gartner have closely watched the progress of women in supply chain since 2016 when first partnering to conduct original Women in Supply Chain Research.
To read reports from previous years – 2016 through 2021 – please contact email@example.com
Please contact me for more material on this topic. Thank you. Sime
Sample Lectures & Should You Major in Supply Chain Management?
Dr. Sime (Sheema) Curkovic, Ph.D., Professor, Operations/Supply Chain
Western Michigan University, Haworth College of Business
“WMU Integrated Supply Management (ISM)…Nation’s best undergraduate SCM program (Gartner); 2nd in SCM technology (SoftwareAdvice); 2nd in top global SCM talent (SCM World)”