Mitigating Gender-Based Occupational Segregation in Logistics with a Job Rotation Model to Diversify Women's Career Paths

Abstract

The problem of female occupational segregation in logistics remains an issue, as women tend to be restricted to administrative support, reception, and part-time jobs, whereas males are represented in the sphere of operations, planning, and management. This segregation restricts the career development of women, their skill development, and makes them more prone to attrition, thus affecting not only their individual career but also the organization's performance. Although numerous diversity programs have been introduced, the targeted recruitment, the mentoring programs, and the flexible work policies have contributed little to the overall solution of the underlying causes of segregation in logistics-specific jobs. Current initiatives are centered on the entry-level representation, whereas systematic career mobility and internal job diversification are not considered. This paper will discuss the historical factors that have pushed logistics towards gender-based occupational segregation, which include stereotypes, safety issues, role design, and informal networks that tend to lock out women in high-impact jobs. The paper also summarizes the existing internal mobility measures, such as job rotation programs and skill development programs, and how effective they are in diversifying female careers in logistics. Certain obstacles that impede the progress of women are also discussed, including the problem of the work-life balance, the risk of harassment, the absence of mentorship, and the discriminatory distribution of work. According to the analysis, the paper makes practical suggestions on how to curb the issue of occupational segregation along gender lines. These recommendations involve introducing organized internal mobility schemes, providing equal opportunities to leadership, providing inclusive workplaces, and improving mentorship services. The paper proposes that organizations implement strategies to enhance work-life fit, workplace safety, and provide specific career development support to women. Such initiatives can help increase a more diverse workforce, increase retention rates, and make the organization more resilient. The paper ends with the conclusions about the implications for future research and policy development that require more specific and systematic changes that could lead to the establishment of gender equity and a more diverse and inclusive logistics industry.