Find answers, ask experts and talk with the procurement community


Do you want to deliver savings faster, reduce risks and transform functional performance?

Industry leading events

Inspirational leading procurement thinkers and innovators, providing unique opportunities to network and share best practice.

Upcoming events

6th Annual East Coast Forum

Executive Briefings: 12 September, 2017

Forum: 13–14 September, 2017

The Seaport Hotel, Boston

Join procurement innovators from across the Americas to debate hot topics and develop innovative strategies and practical solutions, enabling you to transform every facet of your procurement function.

Plus, executive briefings offering optional tailored content for Senior Financial Services & Marketing Procurement professionals.

12th Annual Europe Forum

Executive Briefing: 4 October, 2017

Forum: 5-6 October, 2017

Beurs van Berlage, Amsterdam

Join the annual procurement community gathering for EU procurement professionals centred on business alignment and category leadership.


My Profile

Slow, but steady improvement in female representation in procurement.

Talent and LeadershipBlog

We are currently in the midst of the analysis into the latest of our salary surveys. It seems as though opportunities for women are improving.


One of the key findings of our 2012 Salary Survey was the widespread gender inequity found in procurement. Last year, we uncovered that women in purchasing earned 70% of their male equivalents.


In addition to this, we detected strong evidence of a glass ceiling, with only 10% of the CPOs in our sample being female.


This year the outlook for women has improved.


We detect that women earn 77% of their male counterparts – a seven percentage point improvement on 2013. In addition, we see marginally more women emerge as CPOs.


Although these are positive moves by the function, they are slow shifts. If current rates continue, we will have to wait until 2026 before there is equal representation of the genders at the highest level.


The question is whether women would be willing to wait before they have an equal chance to progress in the function?


Given that the next generation of top women leaders only have a quarter chance of breaking into the highest level, there are concerns that the lack of executive opportunities may stifle ambition and energy at the director-level. If organisations do not demonstrate that they are responding to this trend, then they may lose female talent to more pro-active competitors.

Jon Webb
Posted by Jon Webb