Diversity

Agility employees are at the heart of the company’s success. Our people define our character, deliver our performance, and possess the specialized knowledge that differentiates us a company.

Empowering a Diverse Workforce

We consider the diversity of our workforce to be one of the company’s biggest assets. Our logistics experts originate from all around the world, and they provide world-class service to our many customers regardless of where our operations are situated or our services are rendered. Agility’s local leadership is empowered with a high degree of autonomy in decision-making, with communication channels in place to allow for best practice sharing across regions.

74%

Over 74% of our headcount currently works outside the developed world in an emerging or frontier market, or a developing country.

Gender Breakdown by Job level

Overall
Executive
Director
Management
Professional
Support

OVERALL

EXECUTIVE

DIRECTOR

MANAGEMENT

PROFESSIONAL

SUPPORT

Employee Breakdown by Region

2017

Worldwide
Middle East and Africa
Asia & the Pacific
The Americas
Europe

WORLDWIDE

.

GENDER

AGE

MIDDLE EAST AND AFRICA

51% of global workforce

GENDER

AGE

ASIA & THE PACIFIC

32% of global workforce

GENDER

AGE

THE Americas

11% of global workforce

GENDER

AGE

EUROPE

6% of global workforce

GENDER

AGE

Women's Empowerment at Agility

Agility works hard to recognize and foster female talent in the logistics industry. As a result, the levels of female participation by job level are consistently at or above average for our industry. However, we recognize that we can do more to build female talent in a traditionally male-dominated industry. We are working on monitoring our progress and identifying the right steps to take to improve our performance.

Women’s Leadership in Agility Asia Pacific

As part of the Asia Pacific (APAC) Leadership Development Program, Agility leaders took on a “stretch assignment” to identify how to increase the pipeline of female employees transitioning to executive and director level positions within the company. Working across 15 countries, the group gathered data and conducted a perception survey to understand the current state of women leadership in Agility and build the business case for women’s empowerment. In interviews, external experts provided guidance on how to implement successful women’s empowerment programs based on experience from other companies.

Leadership Development

At the global level, Agility's LDP program provides directors and senior managers with current, relevant training on strategy, leadership and change management. LDP participants work in teams on projects critical to the company's transformation, including the improvement of operations productivity, sales effectiveness and the continued development of Agility GIL's broader strategy. The program design matches stretch assignments with disciplined learning and a coaching environment.

At the regional level, the MDP enables senior managers and junior level executives with successful track records to get access to relevant learning and development to accelerate the ability of our people to meet today's and tomorrow's challenges. Participants work with teammates from different cultures and backgrounds across the region and receive Board-level mentorship.

For our leaders on the front-lines, Agility's Branch Manager Excellence program aims to improve business results by increasing organizational capacity via improved management of human capital, fostering a culture of P&L ownership, improving employee morale with stronger leadership and improved HR skills, continually upgrading talent and skills of this critical organizational level, and strengthening the internal succession pipeline.

Leadership Development

At the global level, Agility’s LDP program endows directors and senior managers with current, relevant training on strategy, leadership and change management. LDP participants work in teams on projects critical to the company’s transformation, including the improvement of operations productivity, sales effectiveness and the continued development of Agility GIL’s broader strategy. The program design matches stretch assignments with disciplined learning and a coaching environment.
For our leaders on the front-lines, Agility’s Branch Manager Excellence program aims to improve business results by: increasing organizational capacity via improved management of human capital; fostering a culture of P&L ownership; improving employee morale with stronger leadership and improved HR skills; continually upgrading talent and skills of this critical organizational level; and strengthening the internal succession pipeline.

FIC enables the documentation of facility inspections to be automated and the results of such inspections to be captured for further action. The action and status of the non-compliances can be monitored and tracked to completion. The application is able to capture the records of a facility inspection in a non WiFi/ 3G/ 4G environment and transmit the report once the device in back in network range.

“Leadership development is core to GIL’s strategy. We are building leaders at every level of our organization who share our values and commitment to create a high performing organization that delivers for our customers, employees and communities.”

Steve Dichter, Chief Operating Officer, Agility

More from Our People

Human Rights

Agility has set high standards for human rights and fair labor practices in our Human Rights Policy and Code of Ethics and Business Conduct. Those standards apply to every employee, regardless of title or geography.

Health & Safety

At Agility, we’ve set a global Target Zero to achieve a zero-incident work environment for all of facilities. When it comes to the health and wellbeing of our people, no other target makes sense.