Growing Livelihood Opportunities for Women
Roadmap to Improve Gender Equity for Hyperlocal Delivery Operations
Hyperlocal delivery companies can pilot 14 interventions in a phased manner, to improve gender diversity in DP roles
Why should logistics companies aim to improve gender equity in hyperlocal delivery operations?
- Access additional talent pool ~13 million women across urban areas[1]
- Attract impact-focused investors
- Build a positive brand image
Why do hyperlocal delivery operations have low gender diversity today?
Companies find it expensive to hire and retain women in hyperlocal delivery roles because of a combination of challenges within their organizations and ecosystem barriers. This includes the following challenges:
Company-level challenges
- Companies find it more expensive to target and convince women
- Onboarding process is not comprehensive (e.g., lacks clear explanation of earning structure)
- Companies lack effective mechanisms to resolve issues of women
- Some women find the job physically demanding
Ecosystem-level challenges
- Women are not taught gendered skills (e.g., driving, using a smartphone)
- Cost of 2-wheeler rental is high
- Women find it difficult to access washrooms in some locations
How can logistics companies make hyperlocal delivery operations more gender-equitable?
- Build the organization’s capability to target and convince women: Set up inclusive hiring policies, onboarding support, and gender-equitable sourcing channels to enable hiring of women delivery agents
- Develop peer and support networks for women: Strengthen trainings and access to essential services to improve retention and ease of work for women delivery agents
- Invest to scale: Expand outreach through partnerships and embed structural enablers like mobility and safety infrastructure to support large-scale hiring
How can logistics companies track their progress on gender diversity in their hyperlocal operation?
The Gender Equity Readiness Scorecard (GERS) can enable companies to assess and track their progress on gender equity and prioritize areas of improvement based on 3 dimensions – Recruitment Strategy, Policies and Governance. Read more about why and how to take the GERS Survey >
To start your gender diversity journey, download the gender equity solution document for hyperlocal delivery>
If you want support implementing this roadmap, email us on GLOW@fsg.org>
[1] World Bank, PLFS report, Nielson data, FSG interviews with ~6,600 urban women
