By Eva Mattheeussen, Vp Hr, Dhl Global Forwarding Middle East & Africa.
The career barrier for women in logistics is no longer about entering the industry. Gartner’s 2024 Women in Supply Chain survey shows that women now account for around 40 percent of the global supply chain workforce. The more important question today is rather how organizations turn representation into long-term career growth, leadership opportunities, and sustained progression.
Representation shifts to real career progression and leadership opportunities
The United Arab Emirates provides a strong foundation to accelerate this shift. According to the Ministry of Human Resources and Emiratization (MoHRE), women represented 66 percent of the workforce in government entities in the UAE in 2025, with more than 30 percent in leadership positions. Their participation in the private sector is also steadily increasing. This official focus on national workforce development and women’s advancement creates an enabling environment for companies.
DHL builds future female leaders through structured development pathways
At DHL Global Forwarding, our regional headquarters for the Middle East and Africa sits in the UAE. Many of our initiatives to strengthen career pathways and leadership capabilities are first developed here, before they are adapted and rolled out across the wider Middle East and Africa. Around 35 percent of our leadership roles globally and 33 percent in the UAE are held by women. These figures reflect sustained investment in talent, supported by clear development paths and a culture that focuses on growth over time.
The recent appointment of Jessica De Robillard as CFO for the Middle East and Africa before reaching her 40s is a strong example: Jessica joined DHL in 2017 as Head of Business Controlling for DGF South Africa and has since taken on increasingly complex roles, from building robust financial structures to leading transformation environments with strong governance and a clear focus on sustainable performance. Her progression reflects what can happen when people are trusted early, exposed to real challenges, and given the space to test and grow their skills.
Especially in a more traditional industry like logistics, the UAE offers an environment that is good to challenge the status quo and to rethink how careers can be supported. We, for instance, are currently working towards receiving the certification as a parent-friendly employer, a UAE-government-led national certification that started in 2021. For us, this means creating dedicated facilities in our offices, such as breastfeeding rooms, or providing flexible working arrangements, and more.
Inclusive, family-friendly policies drive sustainable talent growth in UAE
Moreover, this ambition goes beyond specific spaces for women alone. Family-friendly workplaces are equally relevant for men and are part of a broader effort to create environments where people can build sustainable careers while supporting their well-being.
Here, the UAE provides the right conditions to drive this change: with a forward-looking approach to workforce development and a strong focus on inclusivity, this country offers a platform also for industries such as logistics to evolve. Over time, these efforts will help shape how strong talent is attracted, developed, and retained across the region.
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