Supporting Women in Supply Chain, Logistics and Transportation: CILT Türkiye in Action
Across the global supply chain, logistics and transportation sector, progress on gender inclusion is being made, but structural barriers remain. Addressing skills shortages, improving workforce resilience and creating genuinely inclusive career pathways requires more than intention. It demands long term commitment, collaboration and practical action.
CILT Türkiye continues to demonstrate how this can be achieved through a combination of education, research, industry partnership and advocacy, translating global standards into meaningful local impact.
This builds on earlier work highlighted in our August 2025 feature on CILT Türkiye’s sustainability and innovation initiatives. While that article focused on environmental leadership, university engagement and institutional partnerships, the developments outlined here show how inclusion and workforce transformation are now central pillars of the branch’s evolving strategy.
Leadership recognised on the global stage
In the February 2026 issue of Business World Global, CILT Türkiye’s work was spotlighted through a feature interview with Semra Özcan, Board Member of CILT Türkiye. The article explored the branch’s strategic priorities, including education and certification, sustainability and workforce transformation, with a particular focus on women’s participation in the sector.
Semra’s contribution reflects a broader institutional approach. CILT Türkiye positions inclusion not as a standalone initiative, but as a core part of its professional mission, recognising that the future strength of the sector depends on attracting, developing and retaining diverse talent.
Addressing workforce gaps through inclusion
One of the most pressing challenges facing the logistics and transportation sector in Türkiye is the shortage of qualified drivers and skilled professionals. Women remain significantly underrepresented, particularly in operational and leadership roles.
Through WiLAT Türkiye and targeted programmes, CILT Türkiye has focused on tackling these challenges at both entry and progression levels. Research, mentoring, education and industry engagement are combined to support women entering the sector, advancing their careers and remaining within the profession long term.
Central to this effort is the 5,000 Women Drivers in 5 Years mobilisation, a strategic initiative designed to increase female participation in professional driving roles while supporting sustainable workforce development.
Collaboration with industry: Mercedes-Benz Türk
A recent example of this approach in action is the Unique Women project, delivered in collaboration with Mercedes-Benz Türk.
Implemented under the umbrella of the 5,000 Women Drivers in 5 Years mobilisation, the project places corporate responsibility and sustainability at the centre of workforce development. It combines CILT Türkiye’s sectoral knowledge, international representation and human resources focused approach with Mercedes-Benz Türk’s inclusive and forward looking industry leadership.
The partnership goes beyond increasing employment numbers. It aims to deliver a sustainable and qualified transformation of human capital within logistics and transportation, supporting women from training through to employment and ongoing professional development. Advanced driving education, placement follow up and structured support form part of a long term model rather than a one off intervention.
The collaboration also demonstrates the value of aligned vision. By bringing together institutions with shared goals and complementary strengths, the project stands as an example of how meaningful change can be achieved through cooperation rather than isolated action.
Together, these initiatives mark a shift from awareness to implementation, embedding structured pathways for women within operational and leadership roles across the sector.
Education, sustainability and long term impact
Alongside workforce initiatives, CILT Türkiye continues to strengthen the foundations that support inclusion. From 2026, the branch will launch diploma and certification programmes in Türkiye, drawing on CILT’s global experience to raise professional standards and support career mobility.
Sustainability and ESG are treated as integral components of this work. Carbon footprint measurement, reporting and regulatory alignment are addressed alongside education and skills development, ensuring that inclusion, competitiveness and compliance progress together.
As highlighted in Business World Global, 2026 represents a threshold year for the sector, shaped by geopolitical uncertainty, changing trade routes and increasing regulatory demands. In this context, investment in people and inclusive leadership becomes not only a social priority, but a strategic one.
A model for sector wide progress
CILT Türkiye’s work illustrates how professional bodies can act as convenors, connectors and catalysts for change. By aligning education, industry partnership and inclusive values, the branch is contributing to a more resilient, skilled and representative sector.
As CILT Türkiye’s work continues to evolve, the branch’s earlier sustainability and partnership foundations provide the framework for these inclusive initiatives to scale. The recognition of Semra Özcan and CILT Türkiye’s initiatives in Business World Global reflects this sustained effort. More importantly, it highlights how local action, guided by global standards, can create lasting value for individuals, organisations and the wider economy.