A challenge that organisations face in present scenario is the retention of women employees at mid and senior levels, when they are faced with domestic responsibilities.
Latest Industry trend shows that head-hunters have specifically been directed to look for women candidates for senior positions. A lot of MNC’s want to infuse gender diversity into the Indian workforce, especially at the upper echelons. As a result, women at the senior levels are being offered a premium consulting fee of 25 to 30 % of the annual salary for hiring women against the generally given 15 to 20 %. The story does not end here. In order to retain female talent, organisations have taken many extra measures, such as adoption leave (which enables employees to avail of three month’s paid leave when they adopt a child). They are also increasing offering to the employees the opportunity to work part-time or from home, under special circumstances. Other options include telecommuting (where in the employees can work for one or two days from home), special relaxation room, lactation room, and car parking for moms-to-be.
TCS is clear that it will not break the service record of women who discontinue work due to family commitments, allowing them to return at later stage. The company also allows flexibility of roles through job rotation across businesses, practice and functions. It has launched DAWN (Diversity And Women’s Network) which offers a framework for the professional growth of women associates. Cisco has WAN (Women’s Action Network) a volunteer network of women who have similar interest and concerns. PepsiCo has set up Talent council to help women come together and share experiences.
Harrisons Malayalam Ltd., an integrated agriculture operation giant, is India's largest producer of rubber, South India's largest cultivator of Tea and perhaps the largest farmer of Pineapple in the region even have more than 50% Women as their employees in the workforce. This enlightens their initiative in maintaining workforce diversity.
As gender mainstreaming is gradually taking place within all organisations, it is important that individual staff members take responsibility to contribute to this effort in any way they can. It can be even through a small gesture of providing opinion about the same.
Latest Industry trend shows that head-hunters have specifically been directed to look for women candidates for senior positions. A lot of MNC’s want to infuse gender diversity into the Indian workforce, especially at the upper echelons. As a result, women at the senior levels are being offered a premium consulting fee of 25 to 30 % of the annual salary for hiring women against the generally given 15 to 20 %. The story does not end here. In order to retain female talent, organisations have taken many extra measures, such as adoption leave (which enables employees to avail of three month’s paid leave when they adopt a child). They are also increasing offering to the employees the opportunity to work part-time or from home, under special circumstances. Other options include telecommuting (where in the employees can work for one or two days from home), special relaxation room, lactation room, and car parking for moms-to-be.
TCS is clear that it will not break the service record of women who discontinue work due to family commitments, allowing them to return at later stage. The company also allows flexibility of roles through job rotation across businesses, practice and functions. It has launched DAWN (Diversity And Women’s Network) which offers a framework for the professional growth of women associates. Cisco has WAN (Women’s Action Network) a volunteer network of women who have similar interest and concerns. PepsiCo has set up Talent council to help women come together and share experiences.
Harrisons Malayalam Ltd., an integrated agriculture operation giant, is India's largest producer of rubber, South India's largest cultivator of Tea and perhaps the largest farmer of Pineapple in the region even have more than 50% Women as their employees in the workforce. This enlightens their initiative in maintaining workforce diversity.
As gender mainstreaming is gradually taking place within all organisations, it is important that individual staff members take responsibility to contribute to this effort in any way they can. It can be even through a small gesture of providing opinion about the same.
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