In the midst of ever-present discourse on diversity in the corporate sector, the information that is readily available and accessible is also extremely fragmented and unidimensional. Not only do most conversations today revolve around corporate offices, they also tend to overlook the concept of equity when talking about DE&I.
The evolved focus on inclusion is a definitive step in the right direction, which only makes it more important for those in positions of power to widen the conversation. From shopfloors to manufacturing plants, from tier-2 & 3 cities to smaller towns, our businesses depend on the people who don't make it to magazine covers. And it's our responsibility to empower them.
Numbers Tell a Tale
Historically, manufacturing and labour-intensive sectors have had an extremely skewed gender ratio due to pre-conceived notions and flawed hiring practices. But it's never too late to begin the shift towards more conscious, bias-free recruitment across levels, functions and roles. When I recently visited the Silvassa Manufacturing Unit of Sterlite Power, my interactions with the women on the shopfloor only reinforced my vision to break equity barriers no matter the industry or nature of work.
With a current ratio of 17%, we are hoping to reach 25% in the next year, with accelerated policy implementation and a focus on true equity where we build environments that are conducive to work across demographics. When it comes to a holistic national picture, the country-wide numbers vary on the fact, with research by GE and Avtar claiming that women comprised a mere 12% of the manufacturing sector workforce as of 2021, and the Annual Periodic Labour Force Survey Report stating that the number stood at 11.2% for 2022. Considering that the Female Labour Force Participation Rate is at around 37% in 2023, even with this ambiguity, the ratio is clearly skewed. Rising above this skew takes a true understanding of the root causes, followed by solutioning, awareness and most importantly – genuine on-ground implementation of inclusive policies.
Starting Right
While numbers serve to paint a picture, the story can't be all numbers – for then we will continue to live by mandates and fill positions merely to comply with labour norms. This is where Human Resources comes onto the fore, as policymakers and potential paradigm shifters. Beginning with recruitment, early-stage focus on DE&I is crucial to bridging the divide in our collective workforce. At Sterlite Power, we have launched extensive gender-diverse hiring through referrals, advertisements, apprenticeship programs and contractors. The belief is that no avenue should remain untouched. Onboarding an agency to help us with diverse hiring has not only upped our numbers but has also educated us beyond what we could imagine. Such organization-wide initiatives are what ultimately sensitise senior leadership better, and thereby cause a wonderful cascade of the inclusive ethos we are building.
When it comes to growth, people across genders are brought into the company, trained to develop and shatter the glass ceiling. Associates are upskilled and made aware through robust rotation programs across functions like Security, Quality, Support, Production and Maintenance. This is also where on-the-job training becomes critical. There are three ways this happens. One, it is the best way for people to grow into their roles and aspire to aim higher. Two, it inspires confidence in new joiners and reassures them that the organization prioritises their individual success. And three, it builds faith within leaders, from managers to the C-Suite, that what is good for the people is good for the business.
Nuances With Big Impact
Policymaking is filled with nuance. The devil is in the details, they say, and here, details make all the difference. What, really does it mean to build an equitable working environment? From our creche services to safety & security, organization-wide initiatives are inclusive only if they impact everyone across locations and levels. For women working in plants, it's important to put in place simple mechanisms like a pick-up and drop service, 24X7 CCTV surveillance in all areas, and even the deployment of female nurses and security guards who are present in shifts to maximise diversity and ensure a sense of security for women working across other functions on the shopfloor.
Additionally, at Sterlite Power, all washrooms are equipped with sanitary pad vending machines and incinerators for disposal. This, combined with a standard uniform for operational safety, forms an integral part of making the workplace comfortable for people irrespective of their gender.
Apart from all of this, it's also imperative for plant managers and HR teams to understand the importance of training. Gender sensitization workshops are absolutely non-negotiable from the boardroom to the shopfloor, for they enable people to work better with each other and ensure that respect remains the cornerstone of all employee interactions. While safety training is an inevitable mandatory undertaking before anyone enters the plants, we have also made POSH inductions a compulsory step for everyone.
Experiential Insights Are Key
Together, these endeavours cement the trust of a diverse workforce and enhance the employee experience in ways both tangible and intangible. The consequently high retention rate also helps with succession planning and building a robust pipeline of future leaders. After all, the focus of equity isn't just on overall organizational success but also on individual empowerment and development.
Talking to the women at the Silvassa Manufacturing Unit opened my eyes to this more than ever before. We discussed their dreams, aspirations and personal goals, how their jobs were fueling them, and how we could do better as an organization that wishes the best for employees to the very last mile. From drossing in rolling mills to stranding, buffering and forklifting, women are present and thriving across various non-conventional roles. With our optical ground wire (OPGW) quality function comprising 90% women, the aim is to go from strength to strength as we pursue our vision of a 25% gender ratio in 2024.
Innovation Embedded in the Organisational DNA
With a diverse set of individuals working from the ground-up to realise an organisation's vision, innovation becomes the norm. Different opinions, varied perspectives and unique methods of problem-solving can infuse the workplace with creativity and agility, while also bolstering confidence and collaboration. This becomes a huge strongpoint for investors and partners to place their trust in an organization's abilities. And in a space as competitive as power transmission & solutions, the ripple effect of DE&I practises can set one business apart from the rest.
What will always remain critical to building an equitable workplace is learning & development. Whether it's classroom training, internal mobility or soft skills interventions, L&D forms the crux of growing a diverse workforce. It helps complete the circle that starts in the recruitment stage, and shows that the organization invests in its people. Most importantly, it also assures the vast talent pool outside that they will be welcomed with equitable opportunities. It's important, thus, to exhibit a commitment to upliftment.
No more remaining confined to junior roles. No more stagnation.
For there is no glass ceiling where there is inclusive growth.
I will leave you today, with a story that succinctly illustrates all that we believe. After all, change cannot happen without truly knowing the experiences of our people.
"This is my first exposure to an industrial set-up. I am a metallurgist by education, and I am currently working as Assistant Manager – Rolling Mill. I'm very glad to have received training across various functions and especially thankful for the kind of exposure I get working in the Rolling Mill Section. Not only has it boosted my confidence, but I'm also equipped to guide others, enhance their learning, and also ensure that all processes are followed for the best quality output."
Ankita Chowdhary, Sterlite Power
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