THE MIRAGE OF MAKING PROGRESS

It s a man s world crooned James Brown in his edgy voice, But it wouldn't be nothing, without a woman or a girl he added. Statistics say Indian corporate world is yet to realize this. Symbolically referred to as the motherland, a country where women personify culture, gender equality in work places is still a myth. Women have to prove themselves for the same job that men have to merely show potential for. India, appallingly, is the country with the lowest percentage of women employees (23%). Women portray different characters- mother, wife, and sibling. The glass ceiling effect in corporations may also stem from a psychological patronising feeling, where women are protected and cared for rather than given responsibility. Such a patriarchal system has been subconsciously cultivated globally. When seen in a macro perspective, women account for half of the potential talent base throughout the world and therefore, over time, a nation s competitiveness and growth depends significantly on whether and how it educates and utilizes its female talent. Factors contributing to discrimination at work place: There are three biggest barriers that have been identified: 1. General norms and cultural practices in the country 2. Masculine or patriarchal corporate culture 3. Lack of role models

The Irony: Women are perceived to possess multi tasking abilities. However, it is precisely this awareness that makes companies refrain from promoting a woman employee. Company: Promotions mean more responsibility. Thus, employers are wary as they personally favour a candidate who they believe can completely focus on the job without any external potential personal liability. Women, in a marketer s perspective have positioned themselves as the ones who are burdened with more personal issues than professional. Such stereotypical views can cause supervisors to engage in the illegal practice of assessing employability based on gender. Women are also seen as a threat to men s own personal chances of growth and advancement in work places.

Societal view: Women s obligations as per the gender roles assigned by the society result in an unfair prejudice against them. Employers may promote women but also need to have provisions of flexibility to conform to such societal norms. Thus, they prefer to recruit males. There is an assumption that women are not capable of handling stressful situations and tend to be emotionally influenced while taking decisions as high ranking personnel in the corporate sector. Nature of work: The nature of work is sometimes believed to be inherently more suitable for men, like driving schools, automotive, mining, etc. This could demotivate women from applying to such positions despite keen interest. Facts supporting prejudice: Women may be less likely to take jobs that require travel or relocation. The availability of the number of women employees with desired qualifications is also fewer. Thus, companies fail to specially seek out and recruit women. CONSEQUENCES: y Sex stereotyping results in women's achievements tending to be devalued or attributed to luck rather than ability or skill. y Loss in productivity as victims of gender discrimination lose motivation to work harder as there is a constant pressure to prove themselves despite being equally qualified. y y y y y y Office jokes about gender, referring to inferior work quality could lead to loss of morale. Victims engage in bad word of mouth publicity about the company. Psychological problems stemming from perceived lack of self worth and inferiority complex. Less job satisfaction and job commitment. No organizational commitment and organization based self esteem. Discrimination is a sign of unhealthy business ethics. It may result in poor retention and the company may lose potential employees due to its negative image.

STRATEGIC CHANGE: The world is moving towards knowledge oriented growth. The most important determinant of a country s competitiveness is its human talent the skills, education and productivity of its workforce. Diversity often leads to new ideas and innovation as it brings fresh concepts and provides new perspectives. With competition intensifying, compromise due to prejudice could take an organization on the regressive path. Companies should ideally be in a state where real profit is a function of efficiency and not perception.

The onus of ensuring equality in employment and pay lies primarily on the top management as their practices are emulated and usually shape the culture of an organization. Management should take measures to eliminate any hint of glass ceiling notion. Some of the strategies and policy changes that could support this are y Adopt a no- tolerance approach. Champion the cause through the creation of an organization which monitors women s job sentiment in work places. Give rankings to companies. This indirectly makes it mandatory for companies to employ women in the top positions as publicity starts affecting conscience. Make companies take pride in having women at the top. Make it a movement. y y Train employees and make them aware of what constitutes gender discrimination. Set up anonymous grievance cells to address any psychological problems related to such discrimination. y y Encourage written complaints and undertake strict action. Norway makes 40% women in the board of directors compulsory. The need for such mandatory policies could be obviated by developing a culture of equality and security in the organization. y Check attrition rates and take feedback from employees. Analyse if gender discrimination constitutes one of the factors for dissatisfaction and take corrective action. y Support women empowerment cells and organize talks by famous influential women to boost confidence and motivate women employees. y y y y Integrate non- tolerance concept into the HR policies and prioritize it. Develop family friendly organizations and ensure flexibility of work timings. Employers should solve financial issues of hiring women to prevent gender based hiring. Conduct role plays and workshops to spread awareness creatively. Enact real situations with fictitious characters. y Remove work specific prejudices. Eg: Castrol Company is making itself an accommodating organization to increase female/male employee ratio and remove any apparent deterrents in hiring women. y Governments play an important role in creating the right environment for improving women s participation through maternity leave policies and child care provisions.

CONCLUSION: The economic incentive for closing the gender gap in health, education, economic opportunity and political power is clear. Thus, an ecosystem is to be created where talent flourishes.

We are what we think. All that we are arises with our thoughts. With our thoughts, we make the world. Buddha. If organizations realise the immediate need for change in the thought process, progress only awaits to transpire.