Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

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Gender Inclusivity in the IT-BPO sector, India Presented by: Rufina Fernandes CEO, NASSCOM Foundation 27 th May 2010

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Presented by Fernandes, 27 May 2010

Transcript of Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

Page 1: 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

Page 2: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

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

Page 3: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

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

Page 4: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

Trends & Challenges

Page 5: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

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.

Page 6: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

Women in Various Job Functions

Page 7: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

Career Level Growth

Page 8: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

Journey of a Woman’s Career

Page 9: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

Reasons for Voluntary Attrition

Page 10: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

Efforts & Solutions

Page 11: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

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%

Page 12: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

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

Page 13: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

Developing Women Leaders

Page 14: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

Journey of Transformation:Some Recommendations…

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Wo

men

Page 16: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

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.

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Org

anizatio

ns

Page 18: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

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

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Go

vernm

ent

Page 20: Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

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.

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• 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.)

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So

ciety

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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.