WOMEN'SCAREERPARTICIPATIONIN INDIASHENOMICS.COMA MINDFUL LEADERSHIPPLATFORM FOR WOMEN

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WHY WOMENQUIT CAREER

Career Path of Indian Women

CHAPTER 1

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IF WOMEN PARTICIPATED IN THE FORMALSECTOR AT EQUAL RATES AS MEN, THEREWOULD BE AN ADDITIONAL217 MILLIONWOMEN WORKING IN INDIA.

WORLD BANK DATA

48% CHOSE TO LEAVE THEIRJOBS MID CAREERCHILD REARING, INEQUITABLE DIVISION OF HOUSEHOLDRESPONSIBILITIES, SOCIAL MORES, GENDER BIAS IN THE WORKPLACE, AND SAFETY CONCERNS ARE AMONG THE MOSTPREVALENT REASONS WOMEN LEAVE THEIR JOBS.

48% WOMEN QUIT MID-CAREER

5% ONLY REACH THE TOP LAYER

92% WOMEN MANAGE ALL THEHOUSEHOLD TASKS

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GENDER GAPIN INDIA

Women’s participation in India’sworkforce shockingly low

CHAPTER 2

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ASIA’S THIRD LARGEST ECONOMY RANKED 139OUT OF 145 COUNTRIES ON THE ECONOMICPARTICIPATION AND OPPORTUNITY INDEX IN ANEW REPORT ON GENDER BY THE WORLDECONOMIC FORUM (WEF

WOMEN IN INDIA ON AVERAGE SPEND 351.9MINUTES EVERY DAY DOING HOUSEWORK,MEN SPEND JUST 51.8 MINUTES ON SUCHDUTIES: A DIFFERENCE OF 300.1 MINUTES.

INDIA’S FEMALE TO MALE RATIO IN THEIR ESTIMATED EARNEDINCOME IS 0.25—I.E. A FEMALE WORKER EARNS ONE-FOURTHOF HER MALE COUNTERPART.

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FEMALE LABOUR PARTICIPATION RATE ISVERY LOW WHEN COMPARED TO OTHERDEVELOPING COUNTRIES

These “missing women” could boost the country’sGDP by as much as 27%.

DOUBLEBURDEN

SYNDROME

A culture where both men andwomen feel that the family and

household duties are primarily thewomen’s responsibility

CHAPTER 3

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WORKING MOTHERS ARE TRAPPED IN ACYCLE OF GUILT WHERE THEY FEEL BADMOTHERS FOR GOING TO WORK AND BADWORKERS WHEN THEY PUT THEIRCHILDREN FIRST

WOMEN SPEND FAR MORE TIMEAGONIZING ABOUT THEIR JOBS ATHOME AND MORE TIME WORRYINGABOUT THEIR FAMILIES AT WORK

REASONS WHY WOMEN QUIT

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Lack of flexible work hoursDemanding work model that requiresmobility and availability all timesUnable to get proper work-life balanceLack of planning – Many women do not plantheir careerAbsence of women role modelTendency that women have lower ambitionsthan menGuilt – Women tend to feel guilt than menabout not doing either (work-life) wellenough

WAYS TO RETAIN WOMENEMPLOYEES

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Providing equal opportunityCultivating Women leadershipby offering mentoring andleadership programsCreate policies that supportwomenProject based employmentFamily-Friendly benefits

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