Breaking barriers: Women leading the way in logistics

For decades, logistics has been seen as a man's world—a sector built on the back of physical labour, long hours, and an unforgiving, fast-paced environment. The image of men driving trucks, managing warehouses and making high-stakes supply chain decisions has long dominated public perception. But today, that narrative is being rewritten—one woman at a time.

More women are stepping into leadership roles, operational positions and frontline jobs, proving that logistics isn’t about muscle—it’s about strategy, resilience, and innovation. And yet, challenges remain. Gender bias, limited networking opportunities and the delicate balancing act between career and family continue to hinder female representation in the industry.

Aditi Rasquinha, CEO of DHL Global Forwarding Greater China, reflects on the sector’s slow but steady shift. “Twenty-five to thirty years ago, logistics wasn’t a sector that women typically chose for a career. That’s why we still see fewer women in leadership roles today,” added she.

“Twenty-five to thirty years ago, logistics wasn’t a sector that women typically chose for a career.”
Aditi Rasquinha, DHL Global Forwarding Greater China

For many female professionals in logistics, being the only woman in the room is a familiar experience. Daniela Vial, Director of Product Development at LATAM Cargo, recalls the early days of her career: “I often found myself as the only woman in the room, which sometimes meant working harder to establish credibility. However, I’ve been fortunate to work in an environment that values talent and performance over gender. Over time, I’ve seen positive changes and it’s inspiring to witness more women stepping into executive roles and breaking barriers.”

“I often found myself as the only woman in the room, which sometimes meant working harder to establish credibility.”
Daniela Vial, LATAM Cargo

The momentum is undeniable. The industry is undergoing a transformation, not just in gender representation, but in how logistics itself is perceived. Rayya Al-Habsi, National Manager Oman at Kuehne+Nagel, challenges the outdated notion that logistics is a “male-only” industry. ““The perception of logistics as a male-dominated field is changing. Today, logistics is an exciting and dynamic industry attracting young talent from diverse backgrounds,” added Al-Habsi.

“The perception of logistics as a male-dominated field is changing.”
Rayya Al-Habsi, Kuehne+Nagel

Indeed, logistics today is less about heavy lifting and more about strategic thinking—and companies that embrace diversity and inclusion are reaping the benefits. Caroline Andrews, Chief People Officer at IAG Cargo, recognises the shift: “Logistics, once predominantly male-dominated, has evolved significantly. I have found it incredibly fulfilling to break through the stereotypes that once defined it.”

But while these shifts are promising, the statistics still paint a stark reality. Women make up a minority stake in the workforce in the transportation and logistics sector, and female representation in top management positions remains disproportionately low. It’s not a lack of qualification that’s holding women back, but rather deep-seated corporate culture, unconscious bias and a lack of visible role models.

What logistics means to women leaders
For the women leading the charge, logistics isn’t just a career—it’s a calling. It’s about adaptability, problem-solving and making a tangible impact on the world.

DHL’s Rasquinha describes logistics as an industry that forces constant reinvention: “We are one of the oldest and most traditional industries. The changing technology landscape, geopolitical tensions and tariff wars have forced us to adapt, become more agile and stay relevant. The resilience that comes from our ability to evolve motivates me to keep learning and growing. The skills I needed when I started my career are completely different from what I need today.”

For Vial, the magic of logistics lies in its ability to connect the world. “Logistics is dynamic, challenging and requires constant problem-solving—things I truly enjoy. No two days are the same and that fast-paced, ever-changing environment keeps me engaged. Beyond the thrill of aviation, we play a crucial role in connecting the world, enabling global trade and supporting economies through imports and exports. What makes it even more meaningful is our ability to transport critical goods like medicines and vaccines, making a real difference in people’s lives,” added Vial.

Meanwhile, K+N’s Al-Habsi sees logistics as a test of resilience and ingenuity. She said, “I came to understand that logistics is far more than simply transporting products. Every stage of the supply chain comes with its own set of challenges—risks, unpredictable events and strict regulations that add complexity. Succeeding in this field requires problem-solving skills, passion and dedication.”

Opportunities and challenges for women in logistics
Despite comprising 40% of the global supply chain workforce (according to a Gartner study), women remain significantly underrepresented in leadership and frontline roles within the logistics sector. Numerous studies reveal that the gender gap is not due to a lack of qualifications, but rather stems from deeply ingrained stereotypes, corporate cultures, and the absence of visible role models. The Federal Logistics Association points to perceptions of logistics as physically demanding and requiring constant availability as key factors that deter many women from entering the field. However, with rapid digitalisation and automation reshaping the industry, new career paths are emerging that could make logistics more accessible and appealing to women.

“Logistics, once predominantly male-dominated, has evolved significantly.”
Caroline Andrews, IAG Cargo

A 2019 BVL study—updated in 2023—found that outdated views of logistics as a solely strenuous, round-the-clock occupation discourage women from considering it a viable career. In contrast, digital transformation is opening up roles that emphasise strategic, analytical, and managerial capabilities over sheer physical labour. As reported by Transport Logistics (2023), automation is not only changing how logistics is performed but also diversifying the skill sets required, thereby expanding opportunities for women.

Diverse teams drive innovation
Diversity has proven to be a powerful driver of innovation and profitability. A study by Boston Consulting Group (BCG) found that companies with diverse leadership enjoy 19% higher revenue, a gain attributed to improved decision-making and problem-solving processes (Women in Logistics Africa, 2023). Women bring critical skills to the industry, including empathy, strong communication, openness, adaptability, teamwork, and strategic thinking. Research from the Fraunhofer Institute identifies diversification as one of the key megatrends set to shape the future of logistics, highlighting the growing importance of integrating more women into various roles across the sector.

“To improve retention, companies must ensure equitable access to opportunities, pay equity, and flexible work policies.”
Andress Lam, Cathay Cargo

Institutions such as the German Academy of Foreign Trade and Transport (DAV) in Bremen have reported an increasing gender balance among logistics apprentices, signalling that the pipeline for future female talent is beginning to fill. This shift is not only important for achieving gender parity; it is also vital for tapping into a broader range of ideas and approaches that can drive the industry forward.

Steps towards gender equality in logistics
The logistics sector is gradually transforming its practices to become more inclusive for women. Many organisations are implementing initiatives aimed at creating flexible work arrangements, robust support networks, and mentorship programmes that promote gender equality. Transport Logistics notes that flexible work arrangements—including part-time roles, ergonomic workspaces, and life-work balance policies—are crucial in making the industry more accessible. Support networks and mentorship programmes play an essential role in nurturing female talent and ensuring that women have the guidance they need to advance.

“In Africa, we now have three women CEOs leading operations in Algeria, South Africa, and Kenya.”
Racheal Ndegwa, Swissport Kenya

Moreover, companies are redefining leadership pathways by adopting gender-inclusive corporate policies and leadership training. Advocacy organisations like Women in Logistics and Transport (WiLAT) and Women in Logistics Africa (WiLA) continue to push for equal career progression opportunities. The Gartner Women in Supply Chain Survey 2024 further reinforces this, indicating that businesses with well-structured mentorship and professional development programmes are building a stronger pipeline of female leaders.

Industry voices on the road to equality
Industry leaders have been vocal about the progress made and the challenges that remain. Racheal Ndegwa, CEO of Swissport Kenya, reflects on her own journey and the broader industry transformation: "When I joined the industry 19 years ago, I often found myself as the only woman in meetings. However, I must acknowledge the progress made over the years. "At Swissport, diversity is a key focus because different perspectives enrich decision-making. In Africa alone, we now have three women CEOs leading operations in Algeria, South Africa, and Kenya, reflecting our commitment to gender inclusion,” said Ndegwa. Women make up 33% of our workforce in Africa, but we are committed to increasing leadership representation. Globally, Swissport aims to have 40% of leadership roles filled by women by 2027. While we’re not there yet, we’ve seen significant progress, especially in the last four years."

“After so many years of experience in different companies and continents, I believe you need to have the right character to fit into this industry.”
Elodie Berthonneau, Lufthansa Cargo

Like Ndegwa, Elodie Berthonneau is another such woman leader, who is currently the Vice President Asia-Pacific at Lufthansa Cargo. Sharing her experience in the industry, she mentioned, “After so many years of experience in different companies and continents, I believe you need to have the right character to fit into this industry. Whether you are a man or a woman, you need to have the right attitude: pragmatic, straightforward, fair and stick to what you believe is right.”

”I am one of 16 women in top management positions at Lufthansa Cargo. The Lufthansa Group set itself a target of 25 by 25, which means that at least 25% of management positions should be held by women. For Lufthansa Cargo, we were able to set a slightly higher target of 30%, which we proudly achieved last September already,” added Berthonneau.

“At Etihad Cargo, 30% of the workforce is female. Our Vice President, Stanislas Brun, is a strong advocate for supporting women’s development into leadership roles, and this commitment is shared by Etihad Airways’ leadership, with Dr Nadia Al Bastaki as Chief People Officer. As a result, we saw a 10% increase in female representation in 2024,” added Lubna AlLaham, Senior Manager Customer Experience, Etihad Cargo.

“Today, we’re seeing more young women in leadership as recruitment strategies evolve.
Joanna Li, Hactl

Similarly, at Hactl (Hong Kong Air Cargo Terminals Limited), 45% of senior leadership roles are held by women. However, operational management remains just 11% female, reflecting historical recruitment patterns. “Today, we’re seeing more young women in leadership as recruitment strategies evolve,” says Hactl’s Executive Director – Commercial and Business Development, Joanna Li.

Cathay Cargo’s Head of Cargo Digital, Andress Lam provides additional insight from a global perspective. According to Lam, the Gartner Women in Supply Chain Survey from 2021 to 2023 highlighted mid-career attrition among women, driven by limited career growth, fewer development opportunities, and persistent pay gaps:

"To improve retention, companies must ensure equitable opportunities, pay equity, and flexible work policies," said Lam. She highlighted Cathay Cargo’s efforts, including an all-women cargo operation from Hong Kong to Chicago and the launch of the Cathay Gender Equity Network, reinforcing leadership’s commitment to diversity.

Joanna Li emphasised the need to reshape industry perceptions. "Promoting female leaders across platforms is key to attracting women to logistics. While progress is being made, operational roles remain male-dominated due to cultural biases."

She also stressed workplace support. "Supervisors need guidance on supporting female employees, and diversity should be a constant topic in internal communications. At Hactl, we actively foster inclusion to create a fair and supportive environment."

On the other hand, AlLahan mentioned, “We need to create more visibility for the logistics industry and highlight the range of opportunities available. There are so many roles within the sector, yet many people are unaware of them. By showcasing these career paths, we can ignite a passion to contribute, attract more talent and inspire more women to see logistics as an exciting and rewarding industry that keeps the world connected and plays a vital role in global supply chains.”

LATAM Cargo’s Vial acknowledges the progress in leadership representation while highlighting the challenges in operational roles:

"At the LATAM group, we have representation levels similar to those in the industry, where one in three executive-level positions is held by a woman. Operational roles vary greatly, with less than 10% of pilots and aircraft maintenance technicians being women, while over 70% of cabin crew roles are female. Although we have made important strides—doubling the number of women in pilot and aircraft maintenance roles over the past three years—ground handling and flight operations remain largely male-dominated. We still have work to do, but I see a conscious effort to promote diversity, and I’m optimistic about the future."

Meanwhile, IAG Cargo’s Andrews underscores a multi-pronged strategy to promote diversity and inclusion:

Andrews mentioned that IAG Cargo has implemented several strategies:

• Talent pipeline development: Engaging with educational institutions to inspire young women to pursue careers in logistics.
• Bias-free recruitment: Implementing structured screening techniques that focus on skills and potential rather than traditional CV screening.
• Flexible working policies: Offering hybrid work, flexible hours, and 'work from almost anywhere' options to accommodate diverse needs.
• Leadership programmes: Investing in bespoke development programmes and working with specialists to retain and advance female managers and executives. Additionally, IAG’s 'Great to Be You' initiative focuses on diversity and inclusion, fostering an environment where everyone feels valued and supported.

“On work-life balance, consistency is key. Clear boundaries, flexibility, and time management are crucial. IAG Cargo offers hybrid work, flexible bank holidays, and additional leave options. Our 'Day to Make a Difference' allows employees to support causes they care about,” added Andrews.

These initiatives not only signal a commitment to diversity but also highlight the evolving nature of the logistics sector. As digitalisation transforms operational practices, companies are increasingly recognising the value of diverse teams that drive both innovation and profitability.

Looking ahead: The future of women in logistics
The journey towards gender equality in logistics is far from over, but the progress made in recent years offers cause for optimism. As noted by several industry leaders, a multi-faceted approach that includes flexible work arrangements, inclusive corporate policies, and proactive talent development is key to sustaining momentum.

Ndegwa’s perspective from Swissport Kenya and Cathay Cargo’s Andress Lam illustrate that while significant strides have been made, particularly in leadership roles, challenges remain—especially in traditionally male-dominated operational areas. Similarly, LATAM Cargo’s Vial highlights the dichotomy between the growing number of women in executive positions and the slower pace of change in operational roles.

In response to these challenges, companies like IAG Cargo and DHL Global Forwarding are setting ambitious targets and implementing innovative strategies to foster diversity. For instance, DHL’s Rasquinha emphasises that while women tend to wait until they feel 110–120% ready for leadership opportunities—as opposed to men who might step forward when 50–60% ready—creating an environment that encourages early risk-taking and continuous learning can help close this gap. In addition, Hactl is working to overcome historical recruitment biases by actively recruiting more women into operational roles, thereby slowly shifting the balance in favour of a more diverse workforce.

“I am confident that women will play an increasingly important role in shaping its future.”
Lubna AlLaham, Etihad Cargo

The role of technology in this transformation cannot be overstated. As automation and digital tools continue to evolve, the logistics industry is poised to redefine what it means to work in the sector. These advancements not only reduce the physical demands of many roles but also open up new opportunities for strategic and analytical work—areas where the unique strengths of women can be fully leveraged.

The path to gender equality in logistics is multifaceted. It involves dismantling outdated stereotypes, implementing robust mentorship and sponsorship programmes, and reshaping corporate cultures to value diversity. While significant progress has been made—evidenced by increasing female representation in leadership roles across companies like Swissport, IAG Cargo, LATAM Cargo, and others—the industry must continue to push forward.

Women in logistics are breaking barriers and inspiring change every day. Their contributions—marked by empathy, communication, adaptability, and strategic insight—are essential to the industry's evolution. As more organisations embrace these values and set concrete targets for diversity, the gender gap will continue to narrow. The coming years hold the promise of a more inclusive logistics landscape, where women not only participate but lead the transformation of the global supply chain.

By creating an environment that recognises and nurtures the unique strengths of women, the logistics sector is not only addressing long-standing challenges but is also paving the way for a more dynamic, innovative and profitable future.