Competences, not gender count

The TSL sector has been changing its face for years, more and more women have been working in our industry and not only taking positions in areas as standard perceived as feminine, such as marketing or staff, accounting. At DHL Supply Chain, we can boast of women who know each other perfectly at warehouse operations, automation, manage teamswhich are constantly looking for new areas to improve operations and service for our clients. But of course such equality must be controlled centrally through appropriate processes, which encourage to engage people of different sexes, from different environments, cultures, bring talents from various experiences.

Despite the growing awareness of the importance of diversity and inclusiveness, not all organizations see that women are still facing professional barriers, such as less opportunities for promotion, pay gap or stereotypes about professional roles. There is often a belief that if there is equality formally, additional actions are unnecessary. I think that a financial factor can also be very important in this context: The implementation of effective programs supporting women requires investment in training, mentoring, flexible forms of work or monitoring of remuneration. Some companies perceive such initiatives as a cost, and not as a long -term investment in the development of the organization. In addition, in organizations that do not set specific purposes related to diversity, the implementation of programs supporting women often remains only a declaration, without real actions. Companies that are successful in this field set specific KPIs regarding the number of women in managerial positions or paying out wages.

In DHL, we are constantly supporting women, for years we have developed a number of processes that facilitate the management of equality of rights. We undertake many actions supporting women – depending on what support they need, everything under one banner: “Women at DHL Supply Chain”. These are programs addressed to women working in leadership and operational positions, but also in managerial positions. We offer women returning from maternity holidays re -onboarding so as to make it easier for them to return to their professional work, flexible working hours, so that it is easier to reconcile family life and professional duties. We promise individuality, women who have achieved professional success, so that they inspire other friends. Trainings conducted all over the world are extremely important – covering over 600 thousand. employees from the area of ​​Diversity and Unconcion Bias (prejudices) – they show the value of work in a diverse environment, where people from different environments can meet, with different experiences, representing different sexes, age, religions or origin.

At DHL Supply Chain Polska 58 percent Our employees are women, which – I think – is an amazing result, and there are 32 percent of us in managerial positions.

Women often tend to low faith in their skills and achievements, also stereotypes about sexual roles affect self -esteem and perception of women as less competent employees. This can lead to discrimination and less opportunities for promotion, but here a special role will be played by the environment in which they are located, and all regulations in companies that will not allow women to waste the potential and talents of women.

It is worth implementing a mentoring program for women in an organization, which will help regain faith in their skills, talk about them, develop a network of contacts that will open new professional opportunities.

At DHL Supply Chain, we believe that the key to success lies in a diverse and inclusion of workplaces, Where feminine abilities are not only appreciated, but also are the foundation of growth. For DHL Supply Chain, the foundation is equal rights that are observed to everyone, as well as the approach saying that competences do not have sex. In practice, this means that no one needs special treatment or reduced criteria, and in exchange it is worth using the potential flowing from women’s experiences or prospects. We focus not only on innovation, digitization, environmental responsibility and commitment to local communities, but also to the use of women’s potential on the labor market. Due to internal programs, workshops, trainings, development projects, networking and mentoring DHL Supply Chain, helps women build professional skills and develop competences so that they feel that they have a real impact on their future. In the circle of activities for the development of women, which is carried out by the Polish DHL Supply Chain branch, is also supporting talented sports youth, including girls and youngsters.

We have been a girl’s partner for several years – Volleyball players of one of the most distinguished Warsaw Volleyball Clubs MOS Wola Warsaw. DHL Supply Chain also undertook to support the football academy. In the Diamonds Academy club founded in 2015, girls aged 4 to 15 train, and the club itself in the past was recognized as the best Warsaw non -governmental initiative. DHL Supply Chain was involved in the campaign last year #Niememduring which our leaders presented their ways to achieve success and deal with uneven treatment and prejudice. For several years, we have been a partner of a gala of diversity, in which the best projects in Poland supporting diversity are awarded. Last year, we also officially become a signatories to the diversity card – not only in Poland, but in all countries covering the CEE cluster (Czech Republic, Hungary, Slovakia and Poland).

All actions that relate to motivating women to develop, to show their competences enjoy recognition and interest. Most, however, these are all those actions that support women in a combination of family life and professional duties. Most often in such situations there are doubts in women whether, through his mother’s role, a person who cares about a family nest, will be strong enough and focused on their work, or the tasks they carry out are performed in a suitable way. And we have no doubt that there is no difference in the quality of women and men’s work, competences, the desire to self -improvement, and creativity in itself count, and all this properly supported, so that it does not remain in the shade, brings benefits to the company and the environment. That is why we care about the professional activation of women after returning from maternity leave.

Supporting women in the workplace is not only a matter of equality, but above all a strategic step in building strong, innovative and effective organizations. For companies such as DHL Supply Chain, which operate in a dynamic and technologically advanced logistics industry, diversity and inclusiveness are of key importance for long -term success. We have known for many years that various teams achieve better results – they are more creative, make more accurate decisions and deal better with market challenges. DHL, as a global leader in logistics, sees the value of various perspectives that translate into innovation and operational efficiency. Companies that focus on diversity create more open, cooperating and innovative work environments.

The logistics industry is sometimes perceived as dominated by men, but in DHL Supply Chain we prove that women successfully develop careers in operations, supply chain management or new technologies. We must not forget that women are a huge potential on the labor market. Supporting them through flexible working conditions, mentoring programs or development paths, employers increase their attractiveness and stop valuable employees more effectively. Thanks to this, the best experts on the market work in our company, and the company is much more competitive.

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Read more in addition DGP Women in business