Women’s professional pool grows during epidemics – Times of India

Women working in the labor-intensive, unorganized sector faced job losses and wage cuts during the epidemic, while some corporate, IT industry and banking sectors, have encouraging information to share.

Increase in number


IBM Asia Pacific’s Diversity and Inclusion Leader highlights the massive increase in women’s employment in oriental road technology. It has gone up to about 50%, Rastogi says. “In addition to hiring new female graduates, we also welcome women who took a break for personal reasons and were interested in returning,” she said.


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Kishore Paduri, Country Head, Human Resources, DBS Bank India, said, “We have a number of initiatives and programs under 3C – awareness raising, customized development and continuous engagement, which we are constantly monitoring. Our overall diversity ratio is over 30%. In the last five years, our new rental diversity has grown by 10% and the lack of diversity has more than halved, ”added Paduri.


Recruit more women

“Many women have to give up their professional lives in their late 20s and early 30’s to give more time to family needs. With the epidemic, workers across the sector were working from home, regardless of their age, gender and location. It has also created a playground for women, ”said Rastogi.

Another positive trend noticed here is that more candidates from second class and third city are applying. “The epidemic has worked for both organizations and women candidates. Geographical location is no longer a barrier to professional risk, while companies have a wide pool of talent to choose from, ”Rastogi said.


Pudari said, “Traditionally, the banking and consulting sectors have traditionally had better diversity ratios than other industries. Today, companies are exploring a variety of hiring strategies such as job-return programs for those planning to join after a career break. There is also motivation to reinforce diversity in the role of senior leadership. Several women are leading prominent banking institutions. ”

The epidemic has inspired resilience, which has motivated the number of women returning to work because it allows them to better manage their priorities, he added. “At DBS, we’ve introduced a 60:40 work model. As part of this ‘Future of Work’ initiative, a large portion of our workforce can work remotely up to 0% of their time,” Paduri said.

National Thermal Power Corporation Limited (NTPC) has recruited its first all-female engineering executive trainee (EET) batch to reaffirm its position on diversity. Engineering graduates were selected on the basis of their performance in GATE 2021 in Electrical, Mechanical, Electronics and Instrumentation branches.


Provide incentives

Rastogi added that IBM provides a one-year training program for all employees. “It further reduces any inequality between male and female employees, as they all start their professional journey on the same page,” she says.

Incentives include allowing young parents to take their child on official trips, Rastogi said. “We pay for the child’s ticket, stay and a caretaker. We also have a ‘Charisma’ program, which enables parents to work from home and engage their children in productive activities. The ‘Coach on Call’ motivation allows mothers of children to discuss the situation with experts on any issues. ‘Listening Circle’ is a forum that women mainly use to discuss their daily problems with each other.


“We offer up to 100% homework for home options for parents of a newborn or adopted child for up to six months, and even for primary carers who support a family member who is seriously ill or injured or in need of end-of-life care,” Paduri said. We also offer features like ’24 Response App ‘, an emergency help app, “he added.

To support female staff, NTPC adheres to policies such as payroll, maternity leave, vacation leave and NTPC special child care leave such as child adoption / surrogacy.

Challenging sector


Real estate has become a male-dominated field, which is slowly changing its appearance. Sunet Singh, vice-president (marketing) of Gulshan Group of Noida, said awareness about specialized courses in real estate still attracts men, which is the biggest problem in increasing female staff.

“On the ground level, real estate works with the working class and the channel partner community. Since these two groups are predominantly male, there is little chance of change. At the executive and senior level, we are facing problems in the form of lack of available skilled female candidates, ”she said. Singh added that hiring in institutions that offer specialized courses in real estate is witnessing a weaker male-female ratio, which exacerbates the problems.

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