Embracing Workforce Diversity in Logistics

Boosting Workforce Resilience in Logistics

The successful integration of over 30,000 refugees into DHL Group’s workforce since 2015 marks a pivotal development not only for human itarian efforts but also for the logistics and air cargo sectors. This approach represents a proactive labor strategy aimed at fostering economic inclusion and building workforce resilience in a marketplace facing increasing constraints.

The Strategic Importance of Labor Market Integration

For air transport policymakers, the implications of such labor integration projects are profound. Programs similar to DHL’s can serve as crucial levers to combat looming demographic challenges, improve operational capability, and promote sustainable trade practices across intricate supply chains. In other words, embracing a diverse workforce is not just socially responsible; it’s a savvy business move amidst growing labor shortages.

Labor Inclusion Efforts

DHL’s Chief Human Resources Officer, Thomas Ogilvie, underscored that, “The swift inclusion of refugees into the mainstream labor market is essential not only for their social integration but also vital for the German economy.” Integrating these individuals not only relieves social system pressures but also mitigates some effects of demographic shifts, especially considering that Eurostat forecasts a potential reduction of up to 6 million in the working-age population in Germany by 2035.

Pressures on the Air Cargo Industry

The air cargo sector, which heavily relies on ground handlers, warehouse personnel, and sorting staff, has already started experiencing the repercussions of labor shortages, especially at major hubs like Frankfurt, Leipzig, and Cologne. By integrating refugees into its workforce, DHL has created a replicable model that aligns social responsibility with sector-specific workforce demands.

Operational Deployment Insights

DHL disclosed that a substantial portion of its refugee workforce is from Syria, Afghanistan, and Ukraine. These employees began in entry-level roles such as parcel sorting, last-mile delivery, and basic warehousing. Since then, many have progressed to supervisory, technical, or skilled vocational positions, with around 350 individuals successfully completing apprenticeships.

With global air cargo volumes projected to grow by 5.7% in 2024, the operational demands on handling capacities are intensifying. The ability to tap into a diverse labor pool addresses these demands, particularly in fast-paced sectors like pharmaceutical distribution and e-commerce.

Training and Language Development

Language competency is critical for operational efficiency. DHL has implemented a proprietary language application that prioritizes practical vocabulary and mimics customer interactions geared toward specific operations. This tool is essential in highly regulated environments—think working with dangerous goods or customs protocols.

As highlighted by a logistics training consultant, “Operational proficiency—swift and accurate communication under pressure—is pivotal. DHL’s language tools directly address this challenge.” Additionally, mentoring and job application programs have seen over 18,000 employees voluntarily supporting refugee integration as translators and mentors.

Collaborative Frameworks and Engagement

DHL’s collaboration with Germany’s Federal Employment Agency and the UN High Commissioner for Refugees (UNHCR) solidifies the infrastructural policies necessary to expand such workforce integration programs. Actively participating in the UN’s #WithRefugees Campaign, the company exemplifies how businesses can take meaningful social responsibility while producing tangible job opportunities.

Recognizing Success in Refugee Employment

A report by the Refugee Integration Insights Institute ranked DHL second globally among companies excelling in refugee employment outcomes. The study flagged key success factors such as decentralized onboarding processes and robust communication within different global divisions, with frameworks now being adapted across countries like France, the Netherlands, and Singapore.

Strategic Value of Refugee Integration

DHL’s expansive aviation logistics infrastructure—which includes significant hubs in Cincinnati, Leipzig, and Singapore—relies on scalable and efficient labor operations. This makes refugee integration more than a noble endeavor; it’s a necessary strategy for business continuity.

The initiative also positively impacts the company’s Environmental, Social, and Governance (ESG) scorecard. With evolving regulatory frameworks such as the EU’s Corporate Sustainability Reporting Directive (CSRD), DHL’s workforce program aligns favorably with investors’ and policymakers’ expectations.

Adapting to Changing Markets

The redeployment of trained personnel is crucial in the wake of global recovery phases following crises like COVID-19. A flexible workforce can help manage fluctuations in logistics demands—critical during peak operations in the logistics and shipping sectors.

Policy Adjustments and Future Implications

DHL’s program serves as a pilot for other logistics operators, particularly in regions managing transit operations near conflict zones. The systematic integration of refugees can build resilience while also presenting fresh talent opportunities.

These models underline the need for coherent policy frameworks that marry public-sector facilitation—like work permits and housing—with scalable private-sector initiatives concerning training and employment.

Potential Policy Implementation Actions

Fast-tracked accreditation for refugees with logistics backgrounds.
Funding avenues for language and safety training.
Cross-border agreements on employment rights.

These measures serve not only humanitarian goals but also enhance market alignment with business needs.

ロジスティクスにおける労働力の多様性の受け入れ：難民のケース