Supply Wisdom is dedicated to ensuring equality and diversity within its organization, enabling these goals through its programs, policies, and practices.
58%
of Supply Wisdom employees are women
50%
of Supply Wisdom's executive team are women
Their Story
Supply Wisdom is a risk intelligence platform that provides real-time risk intelligence across seven domains.
“What we're really looking to do is bring third party risk management to a more automated, real-time solution, instead of the historic, kind of archaic, questionnaire-focused point-in-time assessments,” Jenna Wells, Chief Customer & Product Officer of Supply Wisdom, said in an interview with TPRA.
Supply Wisdom’s tool aims to be a one-stop solution for managing vendor and location populations, with alerts, comprehensive risk reports, interactive dashboards, and more.
But that isn’t all they do. Supply Wisdom is dedicated to ensuring equality and diversity within its organization, enabling these goals through its programs, policies, and practices. TPRA interviewed Supply Wisdom staff to get a better idea of how they uplift and support women, and to gain details of actionable practices other organizations can take to ensure the same.
How does your company support women's professional networks and mentorship opportunities, both within the organization and in the wider industry?
In a field traditionally dominated by men, Supply Wisdom stands out with 58% of employees, as well as 50% of their executive team, being women.
“When you have women representatives in high levels of the company and areas of leadership across the company, that's the most important foundation that you can have to ensure that women are being promoted and heard across the organization,” Hannah Ford, Head of Product, said. “And being seen in the industry as leaders, is by having them in that position.”
What programs does Supply Wisdom have in place to support the career development and advancement of women within the organization?
Supply Wisdom has instituted a Skill Development Program, managed by their talent team, during which employees are encouraged to work with their managers to identify areas they would like to skill-up, and then the company financially supports those areas to see that goal realized.
“It really helps a lot of the women who are younger in their careers, who want to skill up in areas, maybe traditionally, they wouldn't have had the opportunity to, or didn't have the financial means to,” Wells shared.
Can you provide examples of how your organization has celebrated and recognized the achievements of women employees?
Supply Wisdom has a quarterly nomination program which is designed to encourage and reward significant individual/team contributions. They consistently receive nominations for women who are considered “Champions” within the company, and announce awards during their quarterly, all-staff Recognition Townhall meetings.
“I think that's a really great way as well where the leadership can work together to nominate some employees who might not have that same exposure that we do,” Wells said.
“We really push hard to make sure that, the people that we are recognizing are not the ones that do the most politicking around the water cooler, but are the ones that actually get the work done and are the highest performers,” Tom Thimot, CEO of Supply Wisdom, said.
What measures are in place to ensure a supportive and inclusive work environment for women, including policies on work-life balance, parental leave, and flexible working arrangements?
Flexible Time Off Policy
Supply Wisdom utilizes a “flex time off” policy that gives employees the flexibility to take time off when needed, without being restricted by a set number of vacation or personal days. Below is an overview of their policy:
Unlimited Time Off: Employees are not given a fixed number of vacation or sick days. Instead, they can request time off as needed for vacations, personal matters, or illness, subject to management approval.
Manager Approval: While time off is "unlimited," employees need to coordinate with their managers to ensure their absence won't negatively affect work or team performance. This helps balance flexibility with business needs.
Work Output Focus: The emphasis is on performance and meeting goals rather than tracking the exact number of days worked. Employees are trusted to manage their own schedules responsibly, focusing on productivity rather than time spent in the office.
No Accrual or Payout: Since time off is flexible and unlimited, there’s no accrual of days or payout for unused days at the end of employment. In traditional PTO policies, employees might accumulate vacation days, which would be paid out if they leave the company, but this is not the case with flex time.
Encouragement to Take Time Off: Supply Wisdom encourages employees to take a minimum number of days off per year to promote a healthy work-life balance. They track days off and send regular reminders to employees who aren't taking time off.
Fair Use Expectations: They set guidelines to prevent abuse of the policy, ensuring employees don’t take excessive time off that could disrupt work or set an unfair precedent for others.
“I feel like it really enables especially women, who many times are the caregivers in their homes,” Wells noted. “They're taking care of children, they're taking care of parents; there's so many other responsibilities, and having that flexibility that is encompassing this organization, I think is really helpful.”
Sowmya Krishnaswamy, Chief Technology Officer of Supply Wisdom, noted that caregiving is often a women-oriented responsibility in Indian culture.
“Because of these policies, it helps me a lot to focus on my family and other things, and as well as my career,” Krishnaswamy said.
Parental Leave Policy
In addition, Supply Wisdom’s parental leave policy is designed with families in mind, offering 12 weeks of fully paid time off for both mothers and fathers. This benefit applies to the birth, adoption, or foster care of a child, reflecting their commitment to supporting employees during these pivotal moments in life.
This policy stands out for several reasons:
Gender-Inclusive: By offering equal time off to both parents, regardless of gender, they ensure that all employees have the opportunity to bond with their child and support their family without financial strain.
Work-Life Balance: Supply Wisdom recognizes that balancing professional responsibilities and family life is key to employee well-being. With 12 weeks of paid leave, parents can take the necessary time to adjust to new family dynamics while maintaining job security and income stability.
Adoption & Foster Care Support: Unlike some policies that only focus on childbirth, Supply Wisdom’s leave extends to parents welcoming a child through adoption or foster care, emphasizing their belief that every family deserves equal support.
No Disability or Supplemental Pay Required: Supply Wisdom’s policy provides full pay for the entire leave period, eliminating the need for employees to navigate disability pay or supplemental income programs. This simplicity allows parents to focus fully on their new family responsibilities without the stress of managing financial details.
Short-Term Disability Benefits for Expectant Mothers: Expectant mothers who deliver their child can also apply for short-term disability benefits, in addition to the 12 weeks of paid parental leave. This ensures that they receive the necessary medical support during recovery while still being eligible for the full parental leave afterward.
Employee Retention & Loyalty: By prioritizing parental leave, Supply Wisdom fosters a culture that values and supports work-life balance, which helps retain top talent and build long-term loyalty.
Supply Wisdom’s comprehensive approach ensures that employees can focus on what matters most—family—while maintaining confidence in their role and career progression within the company.
How does your organization engage men as allies in promoting gender equality and supporting women in the workplace? How does your organization address and prevent gender bias in hiring, promotions, and performance evaluations?
Supply Wisdom has a zero-tolerance policy when it comes to bias and discrimination, ensuring that, in their hiring practices and performance reviews, they measure people only on job performance and results. In the event a leader demonstrates an inability to be an ally and measure objectively, Supply Wisdom upper management will reevaluate that person's place within the company.
“You walk the talk, right?” Thimot stated. “If the CEO is an ally and they know that people are only getting measured on one thing and that's aptitude and their delivery on results, people get the message. The ‘good old boy’ network does not exist here.”
“Just the nature of the structure of our company is really doing the most, in my opinion, to ensure that women across the organization are elevated and have their voices heard,” Ford shared.
TPRA is proud to highlight an organization that not only excels in TPRM but is also committed to gender equality and diversity. We believe that empowering women in the workplace leads to stronger, more resilient businesses. In that regard, Supply Wisdom is leading by example, creating opportunities for women to thrive and setting new standards for the industry.
CAREER OPPORTUNITIES