In the realm of workplaces, a subtle but persistent disparity still lurks in the shadows, where women face biases and are overlooked in comparison to their male counterparts. It's a reality that occurs more frequently than we'd like to admit. Throughout my professional journey as an HR leader, I've keenly observed the hurdles that women face, especially when balancing their professional ambitions with the commitments and responsibilities that life throws their way. Whether it's the demanding role of being a mother or navigating the complexities after marriage, the weight of these responsibilities can cast a shadow over their career growth. It is deeply disheartening to witness the extraordinary qualifications and capabilities of women being undervalued, leaving them striving for fair recognition in the corporate world.
Talented female professionals often find themselves steered towards softer projects, being pigeonholed into roles because it is assumed that more critical tasks require a supposed 'man's touch.' This antiquated notion perpetuates the underrepresentation of women in key positions, a stark reality where only a paltry 10 out of every 100 employees are women. Consequently, it should come as no surprise that motivation, especially among the female workforce in sales and tech-based organizations, is dwindling. The lack of inspiring role models and the perception of limited opportunities can be daunting hurdles to overcome.
According to McKinsey & Company's 'Women in the Workplace' report, the underrepresentation of women in leadership roles remains a persistent issue in today's corporate landscape. Despite making up nearly half of the entry-level workforce, women's representation steadily declines as they climb the organizational ladder. As of the latest data available, women only hold 38% of manager-level positions, and the percentage drops to 22% for senior vice president roles and 21% for C-suite executive positions.
Another recent survey highlighted the disparities faced by employed mothers compared to employed fathers. 50% of working moms expressed that being a parent made it harder for them to advance in their careers, while only 39% of dads shared this sentiment. Additionally, more working moms (54%) had to reduce their work hours at times due to parenting responsibilities, compared to 44% of dads. Balancing work and parenting led 51% of moms to feel unable to give 100% at work, in contrast to 43% of fathers. The survey also revealed that 27% of working moms were treated as if they were less committed to their jobs, while only 20% of dads experienced this bias. Furthermore, approximately 19% of working moms reported being passed over for important assignments or promotions because of their children, a situation encountered less frequently by fathers.
As part of my MS in Industrial & Organizational Psychology I also submitted a thesis on the topic of Women & the Glass ceiling and the factors which can enable them to have a foot in the door. You can read a summary and find links to the research piece here – Foot in the Door: Factors which aid Indian Women in Breaking the Glass Ceiling
These findings really drive home the need for organizations to step up and offer better support and equality for working parents, especially mothers. So, how can we tackle this challenge head-on? Here are some actionable plans that I believe can make a real difference:
Flexible Work Arrangements: Let's introduce flexible work options like remote work, flextime, or compressed work weeks. This way, working moms can better balance their parenting responsibilities without compromising their professional development.
Mentorship and Sponsorship: Establish mentorship and sponsorship programs to pair experienced leaders with aspiring women in the organization. Mentors can provide guidance and advice, while sponsors can actively advocate for their protégés' career growth and advancement.
Leadership Development Programs: Conduct leadership development workshops specifically designed for women. These workshops can cover essential skills like communication, negotiation, and leadership presence to bolster their confidence and competence.
Equal Promotion and Opportunity Policies: Let's ensure our promotion and opportunity policies are unbiased and fair. Everyone deserves a level playing field, regardless of gender, so we must create a transparent system that recognizes and rewards merit.
Diverse Hiring Practices: Actively promote diversity in recruitment efforts. We need to strive for a balanced representation of women in interview panels and incorporate diversity training to eliminate unconscious biases in the hiring process.
Encourage Employee Resource Groups (ERGs): Support and encourage the formation of Employee Resource Groups focused on women's leadership and development. These ERGs can foster a sense of community and provide a platform for networking and sharing experiences. At Godrej Capital, our Women's ERG SheRises is in its second year of running and we are inching up the ladder on our efforts to engage women in the workplace.
Transparent Career Paths: Let's be clear about career advancement paths within the organization. Transparency will help women understand the skills and experiences needed for progression and motivate them to pursue their goals.
It is high time for us to confront these challenges head-on and take a proactive approach to bridge this gender gap. Empowering women in leadership positions should be right up there as a strategic priority. We're talking about creating special leadership development programs exclusively tailored for women. These programs will be game changers in nurturing their true potential and sharpening their skills. And you know what that means? It's all about giving them the confidence and support they need to grab those opportunities that come their way, no matter the level. So, let's make sure everyone gets a fair shot at success!
At Godrej Capital, we wholeheartedly believe in empowering women and unlocking their boundless potential. Our latest initiative, Headway, exemplifies this commitment by focusing on the growth of middle management women. Through this program, we provide a nurturing environment and the necessary resources for these talented professionals to manage their parental responsibilities seamlessly. Headway kicks off with a comprehensive psychometric evaluation, helping women discover their strengths and aligning them with the right career paths, be it analytics, people-facing roles, sales, and more. To bolster their confidence and skill set, we conduct training sessions that cover vital aspects like negotiations, fostering self-assurance in every participant.
As Headway evolves, we intend to extend its benefits to all female employees at Godrej Capital. Apart from personalized development paths, we recognize the significance of mentorship and coaching. That's why we encourage our women to seek guidance from mentors or coaches, providing them with invaluable outside perspectives and expert advice on handling diverse situations. We facilitate meaningful interactions with industry leaders, particularly from the BFSI sector, enriching our employees' knowledge and networking opportunities.
Our passion lies in driving change and cultivating an inclusive environment that empowers every individual to thrive and succeed, irrespective of their gender or parental responsibilities. The persistent disparities faced by women demand our attention and action. It is time for us to unite, challenge the norm, and envision a future where women are celebrated, respected, and offered equal opportunities to unleash their true potential.
Let us not be complacent, but rather take concrete actions to bridge the gender gap in our workplaces.
You may also like to read some of my other articles on this topic - Beyond the Glass Ceiling: Why Women make Powerful Leaders
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