Best practices for hyperlocal delivery companies to improve gender equity

Hyperlocal delivery companies can pilot 14 interventions in a phased manner, to improve gender diversity in delivery partner (DP) roles

Context

Hiring women in DP roles has following benefits for hyperlocal delivery companies:

Hyperlocal delivery companies are unable to increase women DPs because of company and ecosystem-level challenges:

Companies find it more expensive to target and convince women
Onboarding process is not comprehensive (e.g., lacks clear explanation of earning structure)
Companies lack effective mechanisms to resolve issues of women
Some women find the job physically demanding

Hyperlocal delivery companies can follow a 3-phased approach to make their operations more gender equitable:

Build the organization’s capability to target and convince women: Set up inclusive hiring policies, onboarding support, and gender-equitable sourcing channels to enable hiring of women delivery agents
Develop peer and support networks for women: Strengthen trainings and access to essential services to improve retention and ease of work for women delivery agents
Invest to scale: Expand outreach through partnerships and embed structural enablers like mobility and safety infrastructure to support large-scale hiring

Key takeaways

Hiring women in DP roles has following benefits for hyperlocal delivery companies:
Hyperlocal delivery companies are unable to increase women DPs because of company and ecosystem-level challenges:
Hyperlocal delivery companies can follow a 3-phased approach to make their operations more gender equitable: