Driving Change: The Role of Women in Transforming Logistics, Tech

For the last four years, this space has been a reflection of my experiences in the professional world. Given the timing of this publication, close to March 8, I want to focus on a particular perspective: my journey as a woman in technology, logistics, and transport; the tools available for inclusion; and the importance of female representation in the workplace.

I studied computer science and engineering in a generation where only 10% of graduates were women. While still a small percentage, it was significantly higher than my mother’s generation, – she pursued the same degree 25 years earlier. Her experience was vastly different from mine. She recounted stories of being sent to sit at the back of the classroom and questioned about why she was there instead of preparing for a future more aligned with traditional gender roles.

Although I faced fewer overt obstacles than she did, I still encountered implicit biases and systemic barriers that women in technical fields continue to navigate. Even today, STEM careers are often perceived as male-dominated, and women in these fields frequently need to work harder to prove their competence.

Role Models Matter: The Power of Representation

I chose this career path largely because of the example I had at home. Seeing my mother thrive as an engineer and a mother showed me that it was possible. But looking back, I realize that having a strong female role model in STEM was a privilege that many of my peers did not have.

A study published in Science found that, up until the age of five, girls do not associate intelligence with gender. However, by the age of six, they begin to perceive intelligence as a predominantly male trait and start avoiding activities where they feel they may not be fully capable. The absence of strong female role models reinforces harmful stereotypes: leadership is seen as a male space, women’s primary role is perceived as caretakers, and their value is often linked to appearance rather than ability.

We’ve seen how representation can change this dynamic. After Kamala Harris became vice president, the number of teenage girls interested in politics increased significantly. Malala Yousafzai’s advocacy inspired thousands of girls to demand their right to education. Serena Williams’ dominance in tennis encouraged more women to pursue professional sports.

When girls can see it, they can believe it — and when they believe it, they can achieve it.

Women’s Impact on Organizations

The inclusion of women in leadership is not just about fairness, it is a strategic advantage. Companies with gender-diverse leadership teams consistently outperform those without.

Years ago, I worked in an office where women made up most of the team. I once asked the office lead why this was the case, and his response stuck with me: “There are far fewer opportunities for women, which is why they make the most of them. Mexico runs on women — so many are the sole providers for their families that it’s not surprising how creative, responsible, and resourceful they are.”

Setting personal anecdotes aside, the numbers support this perspective. Women drive 70–80% of global consumer purchasing decisions, meaning their insights are crucial for product design and market success. However, inclusion is not just about having women in design teams, it is about ensuring they are part of decision-making at all levels. Research from Harvard Business Review shows that women tend to make more inclusive and ethical business decisions, considering a broader range of stakeholders and reducing the risk of groupthink.

The Role of Quotas in Closing the Gender Gap

Despite progress, women still hold less than 35% of management positions worldwide, and their presence in corporate boards and political office remains disproportionately low. To address this, some countries have implemented gender quotas.

Quotas are a critical tool to accelerate equality in leadership and decision-making. While meritocracy is often cited as the ideal approach, systemic barriers have historically excluded women from these spaces. Quotas help correct these imbalances, ensuring women have a seat at the table.

Countries like Germany and Norway have successfully used quotas to drive change. Closer to home, Argentina, Bolivia, Costa Rica, Nicaragua, and Mexico have nearly equal legislative representation, thanks in large part to these policies.

However, quotas alone are not the solution. They must be part of a broader strategy that includes investment in education. The World Bank estimates that each additional year of schooling for a girl increases her future earnings by 10–20%, reinforcing the need for sustained efforts beyond quotas.

How Can We Close the Gender Gap in Our Industry?

Technology, logistics, and transport remain male-dominated fields, where gender stereotypes still shape opportunities. After years of working in this space, I can still count on one hand the number of women I’ve seen in top management roles.

A few years ago, a CEO from a data and mobility company I worked with shared some strategies he used to build a more balanced leadership team:

• Reframing interview questions: Women often underestimate their experience. Instead of asking, “Have you done X?,”give concrete examples and ask for their insights. They often know more than they give themselves credit for.

• Rethinking networking practices: Many business deals in this industry happen over drinks or dinners, settings that can make women feel uncomfortable or excluded. Creating neutral, professional spaces for negotiations ensures inclusivity.

• Encouraging mentorship: If you already have women in leadership, encourage them to mentor junior women. Inspiration and guidance are essential to help more women rise to the top.

A Call for Structural Change

Creating more inclusive industries requires commitment from leadership. Companies that actively attract, retain, and promote women don’t just benefit from diversity, they also drive innovation, improve decision-making, and achieve better business outcomes.

Gender inclusion isn’t just a moral imperative, it’s a smart business strategy. The more we invest in building workplaces where women can thrive, the stronger our industries — and our economies — will be.

By fostering an environment where women have equal opportunities to grow, lead, and contribute, we are not just shaping the future of our respective industries, we are shaping a more just and prosperous world for all.