‘Policy, infra changes key to bringing gender parity’

Retaining women and bringing gender diversity at the workplace are challenges for many Indian companies, which are making changes at the infrastructural and policy level to attract and retain them.

The gender-equality gap in employment of women costs Asia $47 billion annually. About 45 per cent of women remain outside the workplace compared with 19 per cent men, according to an International Labour Organisation-Asian Development Bank report.

Industry leaders shared inputs on attracting and retaining women in workforce with BusinessLine ahead of the first edition of ‘Power of Parity’ awards and conference on ‘Bringing Parity at the Workplace’ to be held on May 3 and 4, 2017, here. The event, in which BusinessLine is the media partner, is organised by the Indian Women Network (IWN), a CII initiative.

According to Anu Madgavkar, Partner, McKinsey Global Institute, India’s GDP contribution from women stands at 17 per cent, as opposed to the global average of 37 per cent. Madgavkar said the companies that manage diversity do better as diversity allows collaboration within the team and enhances productivity and also gives access to a larger talent pool.

Anu Sriram, co-founder, Integra Software Solutions, and Chairwoman, IWN Southern Region, said though IT companies have more women participation, it does not reflect in the mid/senior levels. For instance, in Integra, of the 1,500 employees, over 50 per cent are women; but most of them are concentrated at entry level.

Sriram said while many quit due to marriage and childbirth, organisational ecosystem, which is male-dominated and measures performance based on stereotypes like long work hours need to change. “Apart from that, in Integra, we have mentoring programmes where we train high-potential women to take up senior positions. These are some additional efforts a company needs to put in.”

Geetha Panda, Chairwoman, IWN Karnataka, and Director and Global Capability Lead - Infrastructure Services, DXC Technology: said though flexible working hours and ensuring safety at workplace are mandatory, it is inaction against discrimination that stops many women from rejoining the workforce. Having a robust redress mechanism will go a long way in ensuring gender diversity, she added.

Navas Meeran, Chairman, Eastern Condiments, said: “Women are the most loyal contributors for any company. To utilise the talented workforce, every company should work to create a platform where women can balance work and life.”

If organisational change is the need of the hour for IT-related services, the manufacturing sector, which traditionally employs more men, needs to make infrastructure modifications in addition.

Irshad Ahmed Mecca, Managing Director, Farida Shoes, said: “We have over 95 per cent women in our workforce; it was a conscious decision we made at the organisational level.” The company’s automated production system makes it easier for women to handle machinery, and flexible work hours suit the women workforce. “Though we encourage women to learn more to take up senior positions, most refuse. We are addressing that by counselling their spouses and families,” he added.

Praveen Ram, Assistant General Manager - HR, Bharat Biotech, agrees that making infrastructure changes is imperative for gender parity in the workplace, and companies should make it their core agenda.

Corporates like Ashok Leyland too are changing their infrastructure, like setting up separate medical facilities, resting and changing room for women, and also in terms of machineries. At the policy level, the company has taken a call to employ 20-30 per cent women at the hiring stage. SV Balachander, President - Human Resources, Communication and CSR, Ashok Leyland, said: “This change comes at a time when we are seeing more women interested in heavy engineering, unlike few years ago. This is reflecting in the number of women working at the shop floor and on field.”

There is also a need to address region-wise challenges, feels V Nagalakshmi, Chairwoman, IWN Andhra Pradesh, and Managing Director, IMIS Pharmaceuticals. “Though retaining female workforce is an issue across India, there are challenges specific to Andhra Pradesh. Unlike other Southern States, women here lack exposure and opportunities to improve skill as there is not much corporate influence in the State. We are engaging students through mentors from the industry, and exposing them to career opportunities .”

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