Recrui’ng, Retaining and Raising Mul’cultural Women – the ... · PDF...

Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory

APresenta'onbyDr.SaundaryaRajesh,Founder-President,AVTARGroup


VisionofAVTARviaFLEXICareersIndia

Creating an ecosystem that helps

organizations pursue D&I

Research&Analy'cs

Recruitment

WorkshopsEvents

Rolemodels


WhoamI?

Womanentrepreneur,

workingforwomen’scareers

• Workbasedonresearch,mainlyaroundwomenwhohavetakencareerbreaks

•  TheAVTARIWINnetworkof40,000women•  TheAVTARGrouprepositoryofover3lakhwomen

•  Over8000havebeencounselledandguidedbackintotheworkplace

•  LargestnumberofDiversityhiringmandates• Wonthe#100WomenAchiever2015awardfromPresidentofIndiaforworkinthespaceofWomen’sworkforceparTcipaTon

•  RecentlyrecognizedbytheUNasoneamongtheTop25WomenTransformingIndia

•  15yearoldorganizaTon–AVTARGroup–currentlypartneringwiththeWorkingMotherorganizaToninbringingbestpracTcestoIndiaaroundaYracTon,retenTonandgrowthofwomen

•  [email protected]


Indiaismul'cultural

• Peoplespeakthousandsoflanguages

• Subscribetomorethanninemajorreligions

• Livein91differentculturalregions

• 26.8milliondifferently-abledpeople,cons'tu'ng2.21%ofthepopula'on

• 5differentgenera'ons,menandwomen,culturallyandlinguis'callydiverse–nottomen'ontheresultantcogni'vediversity


TheGoddess

Themother Thesister Thewife The

daughter

Thedaughter-in-law

WomeninIndianSociety


WomeninancientIndiawereheldinhighesteem

Theposi'onofawomanintheVedasandtheUpanishadswasthatofamother(Maata)orgoddess(Devi).

ManyIndianprincelystateswereruledbyqueens

StateslikeKerala&WestBengalhadmatriarchalsocie'es

Theprac'ceofpolygamydeterioratedthestatusofwoman

WomeninAncientIndia:Cultural&historicalpercpec've


Marriage&Women:Ahistoricalpercpec've

Before20thcentury:

•  Polygamy•  childmarriages•  nointer-castemarriages• Onlyarrangedmarriages;Thegirlbecamepartofthehusband’sfamily

20th&21stcentury:

• Monogamy•  Prevalenceofinter-castemarriages• marriageableage(bridge18,bridegroom21)•  ArrangedmarriagessTllmajority;Morefreedom/nuclearfamilies


EqualitybeforelawandEqualprotec'onofthe

lawsGovernmentshallnotdiscriminateonthegroundofsex

Renouncetheprac'cesderogatorytothedignityof

womanProvisionforensuringjustandhumanworkingcondi'onsandmaternityrelief

Equalremunera'onactthataimstoprovideforthepaymentofequalremunera'ontomenandwomenworkers

Preven'onofSexualHarassmentattheworkplace

Maternitybenefitactthatguaranteesstatutorypaidmaternityleaveof12weekstoallwomenemployees

IndianWomen:LegalProvisions


WomeninIndia!


46%

27%

15%

5%1%

WomenRepresentaToninCorporateIndia

Andthechallenge.


Thebarrierstoadvancement:MulTculturalWomeninUSA

Source–StudybyCatalyst2012andWorkingMother2013


WomeninIndia:Thebarriers

Arethesame….


CulturalExpectaTonsacTngasabarrier!


GenderrolestereotypesacTngasabarrier!

Women,352mins

Women,248mins

Men,19minsMen,161mins

India US

Genderchoregap


Women’spercepTonsofcareeradvancementopportuniTesacTngasabarrier! ResearchpointsoutthatIndian

womenbelievethatpulngcareeraheadoffamilyleadstosocialdisapprovalandrejecTonandatthemiddleleveloftheircareer,

thepressureforconformingtothesocietalnormscouldbemore.

Ina2009research,itwasfoundthat77%ofIndianwomen

perceivedexclusionfrominformalnetworksasamajorimpediment

totheircareerprogress


LackofmentorsandcareersponsorsacTngasabarrier

A2015studybyAVTARonIndianprofessionalsfoundthatwomenwerelesslikelythanmentoac'velyseekmentorsandinvestintheircareerprogress.

77%ofIndianwomenbelievethathardworkandlonghoursaremoreimportantthanconnec'onsforcareeradvancement


LimitaTonsinmobilityasabarrier

79%percentofurbanwomen

fromthehighesteducaTonbracketsarerestrictedfromtravellingalone


Barriers:TheenTrepicture


CorporateIndia:Whatdidtheydo?



• BuildingLeadershipaspiraTons

•  Inclusiveforums

Women’spercepTonsof

careeradvancementopportuniTes

• MentoringopportuniTes• Networkingavenues

Lackofmentorsandcareersponsors



• Safe&securefaciliTesoftransport

• ChoiceoflocaTonsfortravelforworkrelatedassignments

• AllowingwomentochoseTmeandduraTonoftravel,basisconvenience

LimitaTonsinmobility


CASE1:RECRUITMENT

StrategicPurpose:Tofocuseffortsonacrac'ngmorefemaleemployeesatalllevelsoftheorganisa'on.

Shopfloor:Hired25%femalediplomatrainees.IdenTfied tasks requiring specific women friendlyskill-setslikehigherdexterityorasoqerapproach.ManagementTrainees:Interviewed at least one female candidate in theinterview pipeline. Revised recruiTng efforts toincludefiveall-femaleengineerscollegesinaddiTontotheexisTnglistofcolleges.

LateralHires:Introduced an Inclusion Talent Programme, atargeteddevelopmentplanforfemalemanagerstodevelopthemforseniormanagementposiTonsin3to5years.

ü Differen'atedemployerbrandIn 2012, CNBC India featured ABB’s efforts onhiring more women in the manufacturingindustryü Recruited more women – including topreviouslymale-dominatedrolesABBhas almost doubled the representaTonofwomeninlessthan2yearsfrom5%in2010to9% in 2013. In 2012, 35% of fresh engineershiredwerewomen.ü AccessedbroadertalentpoolsOverall female representaTon increased from5% in2010to9% in2013.Asa resultof theseefforts the enTre employee base is becomingmorediverse in termsof industrymix,gender,experiencesetc.ü AchievedbusinessefficiencySome products contain very thin silverfilamentsthatbreakeasily.Womenhandlethefilamentswithminimumbreakage leading toa15-18%reducToninwastage.

Outcome


CASE2:FLEXIBLEWORKING

StrategicPurpose:Toretainwomenwhoveryogenopttodropoutfromtheworkplaceatkeylifestages

AnnouncedaniniTaTvecallediWork@homethatusestechnologytoenablewomenemployeestoworkfromhomeforanextendedperiodofTmedependingontheirneeds.EmployeeswillbeprovidedaccesstotheirrequiredoperaTngsysteminasafeandsecuremannertocreateaseamlessoffice-likeenvironment,iniTallyforaperiodofuptooneyear.

Outcome

ü  TheiniTaTvewasrolledoutinMarch2016

ü  Over10,000womenarelikelybeneficiaries

ü Womeninthevulnerableagegroupof25to35standtobenefitthegreatest


CASE3:MENTORING

StrategicPurposeTonurturehigh-poten'alfemaletalentintothebusinessleadersoftomorrowTohavemorethan30%femalerepresenta'oninthebank'stopthreeleadershiplevelsby2020

TheprogrammeTtled'Determined-FemaleLeadersTalentProgramme'designedtomeetthecustomisedneedsofwomenusingacombinaTonof:• learningopportuniTes• mentoring• networking• specificallycreateddevelopmenttools.

Outcome

ü TheiniTaTvewaspilotedintheFinance team of RBS India in2015, where more than 20women parTcipated and finallyreviewedtheacTviTes.ü Feedback was extremelypos iTve w i th the cohor treporTng increased confidence,knowledge, moTvaTon andcareersaTsfacTon


CASE4:AdvancementofWomen

StrategicPurpose:Todoublethepropor'onofwomeninmiddlemanagementandaboveto50%infouryears.Toensurebalancedrepresenta'onofmenandwomenindecision-makingroles.

• Thecompany'swomenexecuTveboard(WEB)isfocusedonidenTfyingandraisingwomenleadersfromwithinexisTngassociates.• TheWEBworkstowardsnurturingtheirgrowthateverystepoftheirrespecTvecareers.• IndustryleadersmentorthewomenidenTfied• Designedanin-houseLDPforwomen,becausethereareareassuchasnetworking,businessleadership,etc.,wherewomenneedspecificinputs,aspartofits‘Vision2020’iniTaTve

Outcome

ü moved mid-level women managers'retenTonfrom88.5%to94%ü reducedvoluntaryaYriTonofwomen from17%to10%ü increased percentage of women returningfrommaternityleavefrom85%to100%,ü increased percentage of women at entrylevelfrom33%to50%ü developed women leaders and increasedthenumberofwomenfuncTonheadsfrom5to16.


CASE5:MATERNITYBENEFITTataGroup

•  Paidmaternityleaveofsevenmonths

•  18monthsofhalfpay-halfworkingdaypost-maternitysupportwithflexibilitytochooseworkhours

•  SecureperformanceraTngsduringthematernityleaveandflexibleworkduraTon

•  Onceawomanemployeecompletesfiveyearsatwork,shecouldavailofaone-yearleaveathalfpayifsheisacare-giverathome

FLIPKART

•  SixmonthspaidleaveplusfourmonthsofflexibleworkingopTonwithpaytomothers

•  Anextendedmaternityleaveofupto1yearofcareerbreakwithoutpay,aqerwhichtheycanreturntoavailablejobsatthatpointofTme

•  AtransportreimbursementbenefitofRs600perdayduringthelasttwomonthsofpregnancy

•  Areservedparkingslotfor2monthsbeforeandaqerchilddelivery

•  Transportreimbursementbenefit,parenTngcounselling,maternityTe-upswithhospitals,childcaresupport

Ci'

•  Aflexiblematernitypolicy,whichallowwomenemployeestoavailtheirmaternityleaveof180daysinthreedifferentopTons

•  AfixedquarterlychildcareallowanceofRs33,000foruptofouryearsaqertheirreturnfrommaternityleave

•  Performancemanagementsystemrateswomenemployeesonlyfortheactualperiodofworkandinlinewithpriortwoyears'performancerecords


AboutFLEXICareersIndiaWework extensively in the area of Diversity& Inclusion advocacy assisTng discerningorganizaTonsinbuildingadiverseworkforceandaninclusiveworkculture.Ourmissionistoincreasetheworkforcepar'cipa'onofwomeninIndia.

Diversity&InclusionAdvisory

•  D&IStrategyandImplementaTon•  DiversityAssessmentandAudit

WorkshopsandTrainingPrograms

•  BuildingDiverse&InclusiveWorkEnvironment•  DevelopingWomenTalent

DiversityRecruitment

•  ConTngencyRecruitment•  SeniorLeadershipHiring• WomenReturnees

D&IEvents

•  SEGUESessions,CareercreaToneventforwomenreturnees


ResearchPapers

§  VIEWPORT2016:RoadmaptoGenderBalance:CompendiumofideasbycorporateleadersinIndiatowardsimprovingwomen’sworkforceparTcipaTon

§  Viewport2015:TrackingtheCareerTrajectoriesofMenandWomeninIndiatoAssessCareerIntenTonality

§  Viewport-2014:EconomicCenterednessofWomen§  Viewport–2012:TheImpactofCareerEnablersonWomen’sWorkforceParTcipaTon

Viewport–2010:FlexibleCareersIntheIndianWorkplace§  OutlookBusiness–AVTARCareerCreatorsnaTon-widesurvey2010onWork-lifeBalance:


SEGUESessions•  SEGUESessions,askillbuildingandcareercreaTon

eventforCareerComebackWomen•  Partneredwithmorethan30companiesincreaTng

comeback opportuniTes for women through theSEGUESessions

•  ProvidedopportuniTesformorethan3000womentolearnfromexpertsandseniorwomenleaders

•  OvertheyearswehaveheldthesesessionsacrossIndia,givingopportunitytothousandsofwomentoreclaimtheircareers.


SECONDCAREERPROGRAMSFLEXICareersIndiahasassistedindesigningseveralsecondcareerprogramsfor

CorporateIndia.

‘Recharge’

‘RealReturns’

‘Career2.0’

‘CareerbyChoice’

‘Reenergize’

‘BackintheGame’BIG

‘CareerbyChoice’

‘Springboard’

‘NewDirecDons’


Thankyou!

Recrui’ng, Retaining and Raising Mul’cultural Women – the ... · PDF...

Documents

Transcript of Recrui’ng, Retaining and Raising Mul’cultural Women – the ... · PDF...