Every other day, there is a story of either some top lady achiever, or on some organization’s endeavor to work towards gender diversity and inclusiveness,in various media. Some of these reports are really inspiring and bring an instantaneous emotion in those women, who have been on a journey along the professional career path for a long time, smoothing the roughs, but have not quite reached the destination!
Without going into the well-known topics like glass ceiling etc. in this context, here, I would like to add some of my observations, on the positive works that are being carried out, seriously, at least by some, if not many, globally, to include more and more women in the workforce. Also, the industries or sectors where women participation is considerably high, like finance and healthcare, these thoughts might not be applicable there.
Recently, representative of one company, which is taking a lead role on gender diversity, told me that they wanted more ladies at senior level, as presence of women in boardroom, brings better return. This is all very well, and tallies with some statistics by analysts, which no doubt this smart HR person had collected from some source. But how convincing these statistics are?
The most reliable statistical source on positive effect of women board members, is catalyst, and it has shown in its research that companies with women on board has brought better returns. Catalyst also reports that women held only 19.9% of board positions in S&P 500 companies (catalyst.org/system/files/2015_catalyst_census_final). Out of these, many would be in non-executive position, with fewer in executive position, actually participating in decision making or functioning.
But, there have been questions raised over this statistical result, from various quarters, in an egg-chicken riddle kind of way. The companies with better return had hired women board members, or women board members increased the return for the companies?
Assuming the conclusion to be accurate in favor of women board members, there must be some positive and exclusive traits, that women top executives are bringing on decision making, in board, which are able to transform to a better return, eventually. Also, there have been efforts in many countries (including India), to increase women representation in board across companies, either by legislation or by some kind of quota (as in Norway). Hence, it is evident that government, lawmakers or thinkers in different agencies and countries, are convinced of the fact that gender diversity, especially at board level, brings positive results for the business!
In such case, there should be a structured scientific effort across the companies, in the form of total inclusion, to promote advancement of women in career, right from entry level to mid level, so that more and more women reach the senior and top level in future, and number of female executive board members increase. Like most of the large corporations globally, in India also, gender diversity is being promoted by many. But, would it bring equality and a sustained growth for women workforce?
If we consider technological industries, industries like energy industry where women participation at all levels average minimum, almost everywhere, globally, there is some concern. As per a catalyst data, intention to leave job by SET (Science Engineering Technology) women in India within a year is 20%.
But, on other hand, more and more women in India, are going for higher education. As per last census, women engineers and technical degree holders grew by 186% and currently must have grown to a much higher number. So, although sufficiently qualified women workforce is available, companies are recruiting them also, but are not able to retain them due to some reasons, in spite of most of the big corporations being committed on applying gender diversity, since quite a long!
It is now clear from various data and surveys that in most recent future, the talent and skill crunch especially in technological industries, is going to affect industries in a huge way. Different kind of skill sets would also be required as regular jobs are going to be taken over by automation and AI etc. In such a scenario, potential other half of the population i.e. women of talent, skill and knowledge, cannot be kept idle, untapped. Also, women would bring diverse perspectives, especially in innovation and creativity, which is most likely going to decide the competitive edge in the future business portal.
Are companies, showcasing their gender diversity efforts, sincerely doing enough to retain or nurture and grow their women employee’s career? If we concentrate on the usual initiatives taken by organizations, as a part of promoting gender diversity, to ease work life balance for women, we see facilities like crèche, flexible hours, maternity leaves and child care leave etc. Many companies are providing all or some of these for their women employees.
But, in many places, these initiatives are perceived by men colleagues, as special treatment towards women. In place of creating a harmonious workplace, such feeling is actually widening the gap. It is acting as a deterrent in inclusiveness of women in the main workforce, and many women in question would feel the undercurrent and would be unable to be potentially productive in the work. In spite of advocating for inclusion, since years now, today most of the corporations seem like a customized playground for men, which is adjusting/modifying a corner to accommodate some women as well!
If gender diversity is more of a brand building for successful organizations, it is neither going to do much good for the women in industries, nor for the company who is showcasing it. After all, a business is to a large extent about making profits, and men women both have to perform and earn their position, be it at some junior level or at board level. Hence, it is important for organizations, who are promoting gender diversity, to really understand the merits of including women and work on it in a systemic way, with a clear target objective, so that measures of inclusion does not continue to appear as a special vehicle for uplift of women employees only, but become a part of strategy in building an equally skilled human-power asset for themselves.
If there is a crèche facility in the office, let this be for every young parent. Let there be equal paternity leave, matching maternity leave and the young mother for her physical condition be given leave in the name of medical leave. Same should apply for child care leave also.
This would not only reduce the feeling of vulnerability in women in the workplace but would help to incorporate equal sense of responsibilities for men and women in society, in their family role as well. With digitization and advance communication, work from home or flexible hours can ensure equal productivity for all, except for maybe some areas like plant sites or shop floors. But, even then, it can be explored for both men and women to provide such facilities in need. Instead of an internal complaints committee for women, let there be an internal complaints committee for men and women both, with equal men and women member participation! Men can not be left out in the process of inclusion. Here, “men” does not imply a few on the top, making the rule, but each one employee, who till now, have perceived women as intruder in their domain!
Also, the traits that women are bringing in functioning of the businesses, which are proving to be fruitful, should be analyzed and imbibed in organization culture, management practices, wherever applicable, so that eventually everyone, irrespective of gender, learns and applies them. In present situation, age old management theories do not include any gender specific theories, and often it is seen that most management trained women at the top actually emulate their men counterparts, as both are groomed on same principles, on same theories. But, the women who reach top, along with representing the company management, need to retain the sensitivity and sensibilities that comes to her inherent, as a woman, so that she represents her sex too. It will make others understand, and accept women employees as they are, not expect them to become copy of their men counterpart!This needs to be part of objectives of inclusiveness, to employ such women at top level, who possesses best of both sides!
Companies need to seriously introspect, if making special amendments, only for women, is really helping their career, or actually blocking the path of inclusion, making a vicious loop for gender diversity agenda. It would be prudent to decide on deliverable objectives and structure a set of actions to attain complete inclusion, considering all social and organizational aspects. The final aim should be to build a workplace where men and women are treated equally and grow equally on their individual capabilities, contributing towards growth of organization!