This February, we’re celebrating Black History Month by amplifying the voices of Black women leaders in supply chain. As part of this effort, we spoke with AWESOME Leader, Roquita Coleman-Williams, President & Managing Partner at Polished Consulting, to discuss her career journey, the progress of leadership representation in the industry, and the power of mentorship.
In this insightful interview, Roquita shares how she navigated challenges, the strides she’s seen in leadership, and her call to action for companies and individuals to create lasting change. Her perspective reinforces the importance of visibility, sponsorship, and building pathways for the next generation of Black women leaders.
Roquita Coleman-William, President & Managing Partner at Polished Consulting, is a seasoned executive with 30 years of experience leading high-performance teams and driving transformative growth for major global supply chain and logistics organizations, including UPS, CN Rail, UPS Capital, and Coyote Logistics. As Vice President of Intermodal at Coyote Logistics, she played a pivotal role in the company’s transition to RXO, overseeing business transformation initiatives, operational optimization, and strategic growth.
In addition to her corporate achievements, Roquita is deeply committed to advancing women in leadership. She has served as an executive sponsor for Women in Leadership and the Black Employees Network, where she has championed programs to develop diverse talent pipelines. She also lends her expertise as a board advisor for the University of Arkansas Walton College Women Impacting Supply Chain Excellence (WISE) initiative, supporting the advancement of women leaders in the logistics sector.
Roquita’s career is a testament to her ability to transform challenges into opportunities, foster organizational excellence, and inspire the next generation of leaders in the supply chain industry.
AWESOME
How did you navigate the supply chain industry to get to where you are now? What were some challenges? How did you overcome them?
Roquita Coleman-Williams
Navigating the supply chain industry required resilience, adaptability, and a focus on delivering measurable results. Like Marion Gross, Chief SupAs a supply Chain Officer at McDonald’s North America, I learned that success in this field depends on operational expertise and the ability to lead diverse, high-performance teams. Early in my career, I faced challenges such as underrepresentation and unconscious bias, but I treated those moments as opportunities to prove the value of diverse perspectives.
One pivotal moment was leading the business transformation as VP of Intermodal at Coyote Logistics (now RXO), where my ability to integrate strategy and operations showcased how inclusion and innovation go hand in hand. Challenges became stepping stones when I consistently aligned my work with outcomes that moved businesses forward.
AWESOME
In your opinion, what strides have been made in terms of DEI since the last Black History Month? Are there any specific achievements or moments that stand out to you?
Coleman-Williams
Leaders like Karen Jordan, Chief Supply Chain Officer at PepsiCo Beverages North America, are proof that the industry is making progress. Jordan’s leadership journey as one of PepsiCo’s first African-American female plant managers highlights how visibility and representation inspire the next generation of leaders.
While the progress is incremental, moments like the increased appointment of Black executives to C-suite roles and the expansion of leadership development programs for women show that the foundation for lasting change is being built.
AWESOME
How important do you think mentorship is for Black women leaders, and have you had mentors who played a crucial role in your career?
Coleman-Williams
Mentorship is not just important—it’s essential.
Shelley Simpson, President of JB Hunt,an exceptional example of an ally and role model for the role all leaders have in inclusive leadership once said, “You don’t just need to succeed—you need to make sure the door stays open for others behind you.” That advice shaped my approach to leadership. Whether as an executive sponsor for Women in Leadership or on the board of Women Impacting Supply Chain Excellence (WISE)at University of Arkansas, I’ve made it a priority to ensure that mentorship creates pipelines for others.
Organizations like The Lantern Network, co-founded by Erwin and Tracy Raphael, have made significant contributions by providing mentorship and professional development to young Black Americans, fostering a more inclusive and competitive society. TLN exemplify the transformative power of mentorship. By connecting young Black professionals with experienced mentors, they help individuals navigate their career paths with confidence and clarity.
AWESOME
What advice would you give to aspiring Black women leaders in terms of seeking mentorship and building a supportive professional network?
Coleman-Williams
Seek mentors who challenge you to grow, not just in your skills but in your vision. Don’t wait for mentorship to find you—reach out, be intentional, and be clear about what you need.
At the same time, build a diverse professional network that can provide support, opportunities, and fresh perspectives. Remember, mentorship and networking aren’t just about what you gain—it’s about how you contribute to the ecosystem of leadership.
AWESOME
Are there any specific initiatives or programs you believe have a significant impact on promoting diversity and inclusion in the workplace?
Coleman-Williams
Programs like Women Impacting Supply Chain Excellence (WISE), where I serve as a board advisor, are making a measurable difference in advancing women in traditionally male-dominated industries.
I’ve seen firsthand how executive sponsorship initiatives, leadership development programs, and Employee Resource Groups (ERGs) provide platforms for growth and community. These efforts, when paired with systemic accountability, help turn DEI goals into sustained outcomes.
AWESOME
How do you think the supply chain industry could better dedicate itself to Black leaders and employees?
Coleman-Williams
The supply chain industry has an opportunity to follow the example set by leaders like Karen Jordan and Marion Gross, who have not only excelled but also made it their mission to create pathways for others. Companies must prioritize leadership pipelines by investing in mentorship, creating visibility for Black talent, and actively addressing gaps in representation.
Additionally, organizations should assess how they invest in communities where supply chain operations are critical. When employees see their companies investing in equity, it fosters greater engagement and creates a culture of belonging.
AWESOME
What call to action would you like to extend to organizations and individuals to further support and uplift Black women in leadership roles?
Coleman-Williams
To organizations: Build systems of accountability. Look at your leadership pipeline and create targeted initiatives that ensure Black women have access to opportunities for growth and advancement. Leaders like Marion Gross have shown that fostering diverse, high-performance teams doesn’t just benefit individuals—it drives innovation and business outcomes.
To individuals: Be deliberate in your advocacy. Sponsor Black women for leadership opportunities, amplify their voices, and actively work to dismantle barriers. Whether you’re in the C-suite or a frontline role, you have the power to influence change. Together, we can create a future where Black women in leadership are the rule, not the exception.