Research on women’s participation in logistics and supply chain management has expanded considerably; however, existing evidence remains fragmented across subsectors and largely focuses on representation rather than career development processes. This study examines how women’s careers evolve within logistics ecosystems and identifies the institutional mechanisms shaping career trajectories. A systematic literature review was conducted following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) 2020 and PRISMA-S guidelines. Forty-seven studies were identified through comprehensive database searches and analysed using a multi-level coding framework encompassing macro-level institutional conditions, meso-level organisational practices, and micro-level career experiences. The findings reveal that women’s career trajectories are shaped by institutionally structured pathways that operate across the entry, progression, leadership, and retention stages. Key mechanisms include occupational segregation, unequal access to developmental assignments, mobility constraints, legitimacy bias, organisational culture, and work–life demands. These factors interact cumulatively across institutional levels, creating persistent barriers to career advancement and leadership participation. While the nature and intensity of barriers vary across logistics subsectors such as trucking, maritime logistics, warehousing, procurement, and supply chain management, common patterns of disadvantage are evident throughout the ecosystem. Based on the synthesis, the study develops an Institutional Pathways Model that integrates institutional theory, gendered organisation theory, cumulative disadvantage, and career-stage analysis. The model explains how macro-level institutional conditions are translated through organisational practices, accumulate across career transitions, and generate feedback effects that may reproduce or disrupt gendered career outcomes.