Growing Livelihood Opportunities for Women
Roadmap to Gender Equity for Warehouse Operations
Logistics companies can implement 14 low-cost and low-risk interventions to improve gender equity in their warehouse operations
Why should logistics companies aim to improve gender equity in warehouse operations?
- Are ~13% more productive than male workers in the picking role[1]
- Have ~10% lower response time than male workers[2]
- Make lesser errors than male workers[3]
- Have lower damages than male workers[4]
- Are ~25% less likely to take an uninformed leave than male workers[5]
- Have lower attrition than male workers[6]
- Are more sincere than male workers[7]
- Can address workforce shortages by helping companies access a candidate pool of 30m+ women across urban India[8]
Why do warehouse operations have low gender equity today?
- Low priority given to hiring women
- Limited capability to hire women
- Unfavorable government regulations
- Low capacity to invest in infrastructure
How can logistics companies make warehouse operations more gender-equitable?
- Build the organization’s capability: Train managers on how to hire and retain women
- Demonstrate commitment: To increase motivation of managers, start recognizing and rewarding managers prioritizing gender equity and set gender-equitable policies
- Enhance working conditions: To retain women, explore modifying the role and strengthening supporting infrastructure
To start your gender diversity journey, download the gender equity roadmap>
If you want support implementing this roadmap, email us at GLOW@fsg.org.[1] Based on analysis of 27,000+ orders processed by 8 women and 18 men at a pilot dark store over a 7-week period
[2] Response time recorded as assign-to-start time per order. Based on analysis of 27,000+ orders processed by 8 women and 18 men at a pilot dark store over a 7-week period
[3] Based on interviews with leadership, executives, hub managers, HR, operations managers
[4] Based on interviews with leadership, executives, hub managers, HR, operations managers
[5] Data for 13,805 entry-level workers over a 1-month period
[6] Based on interviews with leadership, executives, hub managers, HR, operations managers
[7] Based on interviews with leadership, executives, hub managers, HR, operations managers
[8] World Bank, PLFS report, Nielson data, FSG interviews with ~6,600 urban women
