Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes
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Transcript of Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes
Gender Inclusivity in the IT-BPO sector, India
Presented by:Rufina Fernandes
CEO, NASSCOM Foundation 27th May 2010
Snapshot of Indian IT-BPO 2007-08• Total IT-BPO industry to reach USD 71.7 billion accounting for
5.8% of India’s GDP• Software and Services export revenues estimated to grow over
16-17% to reach USD 47 billion• Direct employment expected to reach nearly 2.23 million, while
indirect job creation estimated at ~8 million• India’s fundamental advantages—abundant talent & cost—are
sustainable over the long term. With a young demographic profile & over 3.5 million graduates and postgraduates that are added annually to the talent base, no other country offers a similar mix and scale of human resources
• Seven Indian cities account for 95 per cent of export revenues, focus on developing 43 new locations to emerge as IT-BPO hubs
• Higher growth in European/Asian market
IT-BPO Industry Overview
IT ServicesBPOProd. & R&D
Misc.
Over 1200 member companies1
Spread by size & ownership
2 City wise spread bymembership
3
Profile of member companies4
Dec ‘06 Dec ‘09
Small Cos
Medium Cos
Large Cos
Institutional Cos OthersKolkataPune
Hyderabad
Chennai
Mumbai Bangalore
NCR
NASSCOM Membership Profile
+ 147 net addedduring 2007
NASSCOM Statistics
Trends & Challenges
Women in IT Workforce• Number of women
graduating from engineering colleges has increased.
• Idea of working spouse widely accepted.
• IT-BPO industry perceived to offer safe & friendly work environment.
Total workforce: 2.23 mill.
Women in Various Job Functions
Career Level Growth
Journey of a Woman’s Career
Reasons for Voluntary Attrition
Efforts & Solutions
Efforts to Build an Inclusive Workplace
Recruiting diverse
talent base26%
Gender neutral
practices and policies
32%
Gender Inclusivity Council
9%
Recognition & Rewards
24%
Grievance manage-
ment 29%
Active member
in industry forums
12%
Team Outings
9%
Counselor15%
Inclusive work
environment
41%
Career opportunity
and advancemen
t 32%
Best Practices to Increase Women in WorkplacePolicy• Anti-sexual harassment• Transportation• Flexible work hours• Flexible leave policy
Operational• Women’s forum• Women’s networking
groups• Roundtables across
groups• Health and wellness
programmes• Creche
Developing Women Leaders
Journey of Transformation:Some Recommendations…
Wo
men
Women must…In order to progress from phase two to three (early innovators and
adopters), women must:• Recognise their skills and weaknesses.• Take ownership of their choices.• Be responsible for upgrading their professional skills.• Be willing to stand up to disapproval or disagreement.• Actively learn how to work in the environment as it is.• Champion their cause and reach out to mentor/coach others women.• Speak out for their successes and act as proactive role models.• Advocate with government and organisations for changes, small and
big, to make the road smoother for other women.• Connect and collaborate with people who can help them grow.• Become more self-reliant, self-confident and assertive with
defined purpose.
Org
anizatio
ns
Organizations should…• Organisations should consider moving beyond the current
transactional phase• Setting up a mentorship programme for women• Identifying informal channels of communication and using them
effectively• Developing career paths that allow for breaks in their
development• Developing training practices that address re-skilling after breaks,
re-skilling for new roles, training and coaching in emotional intelligence and coping skills
• Providing counselling or help to both sexes in times of stress, emotional upheaval, pressure and conflict at work
• Undertaking an internal study to identify where career paths for women reach a block
Go
vernm
ent
Governments should… • Establish a system that will guarantee safe access to education
and employment for the female population.• Expand education in tier-II cities and rural areas to provide
courses in skills and vocational training in a commercially relevant and viable way.
• Make it mandatory for organisations with a certain number of employees to have in-house crèches and day care centres, while providing tax benefits
• Extend similar benefits for professional home care for working families.
• Create and establish provisions for training, funding and monitoring standards in setting up the infrastructure required for the actions listed above.
• Provide incentives in the form of tax benefits for organisations which fulfill certain criteria in empowerment of women, e.g., 50% women at senior level.
• Widen the framework for private-public partnership to build employable skills and knowledge.
• Make education mandatory up to professional training and provide incentives to families in lower economic sections to send girls to school, probably a tiered approach to incentives, depending on level of education.
• Capitalise on its unique reach to spread the message of empowerment of women (TV, advertisements…)
• Be a role model by increasing number of women at all levels.• Provide continued & adult education for women in rural areas.• Affirmative action on dowry, female infanticide & domestic
violence.
Governments should… (contd.)
So
ciety
Society and Families must…
• As a family unit, extend support and share burden of balance.
• Recognize phases when job/career may take priority.
• Recognize needs of working women in terms of safety, stress, health
• Provide emotional support networks to enable realization of capabilities and skills.