“Advancing women in the logistics sector is one of five key reforms needed to revitalise the industry, write Chengedzai Mafini, Professor of Supply Chain Management and Executive Dean of the Faculty of Management Sciences at Vaal University of Technology, and Lebogang Letsoalo, supply chain expert and Transnet board member.”
02 July 2026 | By: Chengedzai Mafini and Lebogang Letsoalo | Picture: Supplied
4 minutes read time.
The South African government and industry’s current efforts, directed towards rail-sector reforms, port concessions, expansion and maintenance of the road network, and the promotion of private-sector participation, demonstrate a renewed commitment to turning around the country’s logistics systems.
While these efforts are commendable, one structural weakness remains unaddressed. Women continue to be under-represented in and excluded from meaningful involvement in South Africa’s transport and logistics sector. This exclusion should be addressed if South Africa is to show the expected gravitas in addressing its logistics challenges and unlocking economic growth.
The gender gap we can no longer ignore
Women represent about 28 per cent of the workforce in South Africa’s transport and logistics sector. In road freight, women account for just over four per cent of commercial truck drivers, in an industry that faces long-lasting skills shortages.
The numbers are even lower for executive roles, with reports from professional bodies CILTSA and SAPICS indicating that women hold fewer than one in four senior leadership positions. These figures suggest that women’s participation in the transport and logistics sector falls significantly short of parity, reflecting long-standing gender gaps. The reality is that a lack of drive or skill does not necessarily hold women back from achieving their goals. Instead, numerous existential barriers consistently filter them out of the sector, resulting in the current disparities.
Why the exclusion of women persists
First, logistics is a capital-intensive sector. It is characterised by steep entry barriers, including substantial working capital requirements for trucking, warehousing, specialised equipment, insurance and fuel, all of which are necessary to maintain seamless operations. In an economy characterised by unequal asset ownership, women entrepreneurs often start with fewer assets to pledge as collateral and face more demanding, restrictive financing conditions.
Second, regulation remains a major constraint. Licensing, permits, safety standards and specialised certifications are essential, but costly and complex. For instance, the requirements for various mandatory licences and permits (for example, CIPC registration, SARS tax clearance and compensation for occupational injuries or disease, operator’s licences, roadworthy certificates and cross-border permits) can be a compliance nightmare for logistics start-ups. Without targeted support, these compliance requirements can emerge as unintended barriers rather than protective measures.
Additionally, the sector’s skills pathways are skewed. In most cases, women are disproportionately funnelled into administrative and support positions, while roles that carry higher remuneration and authority remain male-dominated.
Workplace culture remains a significant factor influencing women’s participation in the logistics sector. Safety concerns, inadequate facilities, harassment risks and closed professional networks continue to deter women’s involvement and progression. Policy commitments become ineffective wherever daily working conditions quietly discriminate against women.
What must change?
For logistics reforms to translate into economic growth, five key shifts are required.
First, it is essential to incorporate gender into current and future transport and logistics policies. Such policies should include clear targets and transparent reporting. The current situation, where it is treated as an optional social add-on, is untenable.
Second, South Africa requires a specialised funding instrument for women in the transport and logistics sector. This facility can be utilised to reduce financing risk and help women-owned businesses grow beyond the survival stage.
Third, training must be closely aligned with job roles, incorporating mentorship and practical, hands-on operational experience, rather than ending with certifications alone.
Fourth, basic workplace conditions in logistics firms should be improved. This includes a strict zero-tolerance stance on harassment and the provision of safe, hygienic facilities and secure rest areas. Inclusion begins with respect and dignity for all groups.
Finally, the higher education sector, through colleges and universities, should take an active role as pipeline partners. This is achievable by supporting gender-specific student forums, eliciting the expertise of successful women professionals and businesspeople to serve as role models in lecture rooms, and linking female students in engineering, logistics and supply chain to meaningful industry placements.