The Nuevo León Logistics Cluster has officially inaugurated its Women Leaders in Logistics Committee, a strategic initiative aimed at dismantling systemic barriers for female professionals within the supply chain and international trade sectors. By addressing a critical talent gap—where four out of ten companies currently report difficulties in integrating women into executive roles—the committee seeks to transform the region’s operational landscape through mentorship, technical training, and collaborative professional development.
Bridging the Leadership Gap Through Mentorship and Strategy
Led by Lizbeth Troncoso, the committee is moving beyond symbolic gestures, focusing instead on a pragmatic work plan designed to bolster the careers of women in various logistical segments, including distribution centers, warehouse operations, and complex trade routes. The initiative operates on a dual-track strategy: providing high-level coaching and support for experienced professionals aiming for the C-suite, while simultaneously driving structural projects that contribute to the regional logistics ecosystem.
“We want this to be more than just a nice event,” said Troncoso. “We are looking at it from two angles: supporting those of us already on this path who might have years of experience but haven’t reached a leadership position, and contributing tangible projects for Nuevo León.”
The committee plans to kick off a series of strategic meetings in the coming weeks, designed to foster deeper integration between cluster members and interested organizations. This push for representation comes at a time when Nuevo León’s logistics sector is looking to maximize its 1.2 million strong female workforce, who currently hold approximately 30% of management and coordination roles across the state.
Tech Integration and Operational Expertise
As the logistics industry rapidly evolves, the integration of new technologies remains a primary pillar for the committee. During the launch, Mariela Gatell, Sales Director at Samsara Mexico, delivered a keynote address that underscored the intersection of digital proficiency and executive success. Her framework for success emphasized three core principles for women in the sector: mastering the nuances of the business, making one’s work visible through data and performance, and actively creating professional opportunities for the next generation.
This tech-forward approach is vital, as the industry increasingly relies on sophisticated analytics and automated distribution software to manage global trade flows. Leaders within the cluster, such as Vice President Eduardo Cantú, emphasized that women already possess the “in-the-trenches” operational experience necessary for high-level decision-making. “You know what it means to direct an operation, negotiate with a client, resolve a contingency, and make decisions when time is pressing,” Cantú noted, highlighting the inherent resilience and management capabilities that define modern logistics leadership.
Cultivating Future Talent and Industry Diversity
A key component of the committee’s long-term vision is the cultivation of a robust pipeline of talent. During the “Women Leaders in Logistics” panel, experts—including Grace Lingow (AMCHAM Northeast Chapter), Melissa Tamez (CANACAR Monterrey), and automotive logistics specialist Gloria Salazar—argued that the industry must shift its focus toward encouraging engineering and technical vocations for young girls.
The panelists stressed that while professional discipline is the primary tool to overcome existing cultural biases, early exposure to STEM fields is essential for long-term parity. As the Cluster expands its footprint, it also signaled its commitment to growth by welcoming Seko Logistics as a new associate member.
General Director of the Cluster, Ramón Muñozcano, reaffirmed that the success of these initiatives will be measured by how well today’s established female leaders pave the way for younger professionals. By fostering an environment that rewards complex problem-solving in international trade and championing technical education, the committee is setting a new standard for how industrial clusters can modernize their leadership hierarchies to better reflect the diverse reality of their workforce.
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