Recrui’ng, Retaining and Raising Mul’cultural Women – the ... · PDF...
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
APresenta'onbyDr.SaundaryaRajesh,Founder-President,AVTARGroup
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
VisionofAVTARviaFLEXICareersIndia
Creating an ecosystem that helps
organizations pursue D&I
Research&Analy'cs
Recruitment
WorkshopsEvents
Rolemodels
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
WhoamI?
Womanentrepreneur,
workingforwomen’scareers
• Workbasedonresearch,mainlyaroundwomenwhohavetakencareerbreaks
• TheAVTARIWINnetworkof40,000women• TheAVTARGrouprepositoryofover3lakhwomen
• Over8000havebeencounselledandguidedbackintotheworkplace
• LargestnumberofDiversityhiringmandates• Wonthe#100WomenAchiever2015awardfromPresidentofIndiaforworkinthespaceofWomen’sworkforceparTcipaTon
• RecentlyrecognizedbytheUNasoneamongtheTop25WomenTransformingIndia
• 15yearoldorganizaTon–AVTARGroup–currentlypartneringwiththeWorkingMotherorganizaToninbringingbestpracTcestoIndiaaroundaYracTon,retenTonandgrowthofwomen
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
Indiaismul'cultural
• Peoplespeakthousandsoflanguages
• Subscribetomorethanninemajorreligions
• Livein91differentculturalregions
• 26.8milliondifferently-abledpeople,cons'tu'ng2.21%ofthepopula'on
• 5differentgenera'ons,menandwomen,culturallyandlinguis'callydiverse–nottomen'ontheresultantcogni'vediversity
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
TheGoddess
Themother Thesister Thewife The
daughter
Thedaughter-in-law
WomeninIndianSociety
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
WomeninancientIndiawereheldinhighesteem
Theposi'onofawomanintheVedasandtheUpanishadswasthatofamother(Maata)orgoddess(Devi).
ManyIndianprincelystateswereruledbyqueens
StateslikeKerala&WestBengalhadmatriarchalsocie'es
Theprac'ceofpolygamydeterioratedthestatusofwoman
WomeninAncientIndia:Cultural&historicalpercpec've
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
Marriage&Women:Ahistoricalpercpec've
Before20thcentury:
• Polygamy• childmarriages• nointer-castemarriages• Onlyarrangedmarriages;Thegirlbecamepartofthehusband’sfamily
20th&21stcentury:
• Monogamy• Prevalenceofinter-castemarriages• marriageableage(bridge18,bridegroom21)• ArrangedmarriagessTllmajority;Morefreedom/nuclearfamilies
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
EqualitybeforelawandEqualprotec'onofthe
lawsGovernmentshallnotdiscriminateonthegroundofsex
Renouncetheprac'cesderogatorytothedignityof
womanProvisionforensuringjustandhumanworkingcondi'onsandmaternityrelief
Equalremunera'onactthataimstoprovideforthepaymentofequalremunera'ontomenandwomenworkers
Preven'onofSexualHarassmentattheworkplace
Maternitybenefitactthatguaranteesstatutorypaidmaternityleaveof12weekstoallwomenemployees
IndianWomen:LegalProvisions
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
WomeninIndia!
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
46%
27%
15%
5%1%
WomenRepresentaToninCorporateIndia
Andthechallenge.
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
Thebarrierstoadvancement:MulTculturalWomeninUSA
Source–StudybyCatalyst2012andWorkingMother2013
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
WomeninIndia:Thebarriers
Arethesame….
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
CulturalExpectaTonsacTngasabarrier!
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
GenderrolestereotypesacTngasabarrier!
Women,352mins
Women,248mins
Men,19minsMen,161mins
India US
Genderchoregap
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
Women’spercepTonsofcareeradvancementopportuniTesacTngasabarrier! ResearchpointsoutthatIndian
womenbelievethatpulngcareeraheadoffamilyleadstosocialdisapprovalandrejecTonandatthemiddleleveloftheircareer,
thepressureforconformingtothesocietalnormscouldbemore.
Ina2009research,itwasfoundthat77%ofIndianwomen
perceivedexclusionfrominformalnetworksasamajorimpediment
totheircareerprogress
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
LackofmentorsandcareersponsorsacTngasabarrier
A2015studybyAVTARonIndianprofessionalsfoundthatwomenwerelesslikelythanmentoac'velyseekmentorsandinvestintheircareerprogress.
77%ofIndianwomenbelievethathardworkandlonghoursaremoreimportantthanconnec'onsforcareeradvancement
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
LimitaTonsinmobilityasabarrier
79%percentofurbanwomen
fromthehighesteducaTonbracketsarerestrictedfromtravellingalone
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
Barriers:TheenTrepicture
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
CorporateIndia:Whatdidtheydo?
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
CorporateIndia:Whatdidtheydo?
• BuildingLeadershipaspiraTons
• Inclusiveforums
Women’spercepTonsof
careeradvancementopportuniTes
• MentoringopportuniTes• Networkingavenues
Lackofmentorsandcareersponsors
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
CorporateIndia:Whatdidtheydo?
• Safe&securefaciliTesoftransport
• ChoiceoflocaTonsfortravelforworkrelatedassignments
• AllowingwomentochoseTmeandduraTonoftravel,basisconvenience
LimitaTonsinmobility
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
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
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
CASE2:FLEXIBLEWORKING
StrategicPurpose:Toretainwomenwhoveryogenopttodropoutfromtheworkplaceatkeylifestages
AnnouncedaniniTaTvecallediWork@homethatusestechnologytoenablewomenemployeestoworkfromhomeforanextendedperiodofTmedependingontheirneeds.EmployeeswillbeprovidedaccesstotheirrequiredoperaTngsysteminasafeandsecuremannertocreateaseamlessoffice-likeenvironment,iniTallyforaperiodofuptooneyear.
Outcome
ü TheiniTaTvewasrolledoutinMarch2016
ü Over10,000womenarelikelybeneficiaries
ü Womeninthevulnerableagegroupof25to35standtobenefitthegreatest
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
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
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
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.
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
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
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
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
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
ResearchPapers
§ VIEWPORT2016:RoadmaptoGenderBalance:CompendiumofideasbycorporateleadersinIndiatowardsimprovingwomen’sworkforceparTcipaTon
§ Viewport2015:TrackingtheCareerTrajectoriesofMenandWomeninIndiatoAssessCareerIntenTonality
§ Viewport-2014:EconomicCenterednessofWomen§ Viewport–2012:TheImpactofCareerEnablersonWomen’sWorkforceParTcipaTon
Viewport–2010:FlexibleCareersIntheIndianWorkplace§ OutlookBusiness–AVTARCareerCreatorsnaTon-widesurvey2010onWork-lifeBalance:
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
SEGUESessions• SEGUESessions,askillbuildingandcareercreaTon
eventforCareerComebackWomen• Partneredwithmorethan30companiesincreaTng
comeback opportuniTes for women through theSEGUESessions
• ProvidedopportuniTesformorethan3000womentolearnfromexpertsandseniorwomenleaders
• OvertheyearswehaveheldthesesessionsacrossIndia,givingopportunitytothousandsofwomentoreclaimtheircareers.
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
SECONDCAREERPROGRAMSFLEXICareersIndiahasassistedindesigningseveralsecondcareerprogramsfor
CorporateIndia.
‘Recharge’
‘RealReturns’
‘Career2.0’
‘CareerbyChoice’
‘Reenergize’
‘BackintheGame’BIG
‘CareerbyChoice’
‘Springboard’
‘NewDirecDons’
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Recrui'ng,RetainingandRaisingMul'culturalWomen–theIndiastory
Thankyou!