BevChain is challenging the perception that the transport and logistics sector is only for men, with initiatives to increase diversity in the workplace, in particular through female applications, placement and progression opportunities.
Misha Shliapnikoff, Linfox President BevChain explains, “We want people to know that our brand is much more than just warehouse and distribution.
“We offer careers in commercial, IT, human resources, data analytics, project management and more.
“Our priority is to ensure all genders are afforded the same opportunities to begin and grow their careers at BevChain.”
As the first step in combatting this perception, all BevChain job advertisements have undergone a gender decoding process to detect and remove unconscious gender bias. Bias, perception and performance training is also delivered to all leaders to ensure the right candidates are identified and prioritised, regardless of gender, at every stage of their BevChain career.
“Making a conscious effort to remove any gender bias has resulted in a significant year-on-year increase in female applications and placement rates across the business,” said Shliapnikoff.
Internal development opportunities are spotlighted to ensure that females are not unfairly disadvantaged as they progress within the organisation.
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“We focus on skillset development, whether or not that individual has any transport and logistics experience or if they have other dynamic transferrable skills they can bring to a role,” added Shliapnikoff.
“We set our people up with the best chance of success through our mentorship programs and leadership pathways.”
These pathways include the Linfox Leader program, designed to build the leadership capability of employees and apply these learnings back into the organisation. The program equips leaders to shape an inclusive, safe and diverse workplace, with the 2024 Linfox Leader program seeing a 27% female participation rate.
Also offered is the Linfox Driver Academy, an experience-based progression pathways for employees interested in a career as a heavy-vehicle driver. This year, female participation in the Driver Academy has increased to 17%, with several female graduates offering valuable insight into attracting more women through these pathways.
BevChain responds to the personal needs of working parents through flexible part time rosters, a generous parental leave policy and continuous support, engagement and feedback.
The introduction of a Gender Equality Chapter in BevChain has assisted to solidify these diversity and inclusion measures by standardising practices that support female workers as well as creating awareness and support for individuals with caring responsibilities. The result is an inclusive, safe and diverse workplace where people can bring their whole selves to work.
Shliapnikoff said: Our Gender Equality Chapter insights and regular female focus groups show us what we are doing well and what we could be doing better.”
“By continuing to spend time understanding and responding to the unique needs of our diverse workforce, we will attract more, grow more, and strengthen our business capability,” he added.
BevChain is a Platinum Partner of the Drinks Association