Dec 30 2014 : The Economic Times (Delhi)
5 WAYS TO - Talk Gender Equality at Workplace
Research has proved that inclusion of women in business and decision making improves the bottom line. Rica Bhattacharyya looks at how organisations can incorporate gender equality to maximise the potential of business growth.1 Run Sensitisation Programmes
Gender sensitisation should form an important part of the gender equality conversation. “We need gender sensitisation workshops for leaders and managers, and male employees must go through them to instil a culture that is inclusive and free from biases,” says Jagjit Singh, human capital leader, PwC India. “Business leaders, especially men, make the best diversity champions,” adds Saundarya Rajesh, founder – president, AVTAR Career Creators & FLEXI Careers India.
2 Give Incentives
Incentivising is the best way to equip women to be equal partners in corporate performances. “Monetary incentives for measurable performance such as sales and marketing works wonders. Opportunities to travel internationally and nationally for conferences, study tours, exhibitions and fairs are a good investment in the valuable human resource,” says Vaijayanti Pandit, senior vice-president at Jaro Education and advisor at Welingkar Institute of Management (Weschool), Mumbai.
3 Create Women-only Networks
Create special interest groups for women – networks such as first-time or single mothers, elder caregivers and women in joint families, says Rajesh. Spot talent in the formative stage and groom for leadership roles, and build on women’s strengths — multi-tasking, perseverance and sincerity, adds Pandit.
4 Shun Stereotypes
Stereotyping of women is another important aspect to be addressed as part of gender equality conversations, says PwC’s Singh. “Deep in the societal psyche, women are looked down upon as providers of food and shelter and nothing more. Sensitising men and women in direct and indirect ways can build the much needed confidence in women,” adds Pandit.
5 Create Role Models
Identify fast-track women managers and get them to address early-career employees in your organisation. “Women who attain success need to spot lot more women and push them up,” said Singh. “Discussions on inspirational stories of successful women around the world can do wonders to lift the spirits of other women,” says Pandit.
Gender sensitisation should form an important part of the gender equality conversation. “We need gender sensitisation workshops for leaders and managers, and male employees must go through them to instil a culture that is inclusive and free from biases,” says Jagjit Singh, human capital leader, PwC India. “Business leaders, especially men, make the best diversity champions,” adds Saundarya Rajesh, founder – president, AVTAR Career Creators & FLEXI Careers India.
2 Give Incentives
Incentivising is the best way to equip women to be equal partners in corporate performances. “Monetary incentives for measurable performance such as sales and marketing works wonders. Opportunities to travel internationally and nationally for conferences, study tours, exhibitions and fairs are a good investment in the valuable human resource,” says Vaijayanti Pandit, senior vice-president at Jaro Education and advisor at Welingkar Institute of Management (Weschool), Mumbai.
3 Create Women-only Networks
Create special interest groups for women – networks such as first-time or single mothers, elder caregivers and women in joint families, says Rajesh. Spot talent in the formative stage and groom for leadership roles, and build on women’s strengths — multi-tasking, perseverance and sincerity, adds Pandit.
4 Shun Stereotypes
Stereotyping of women is another important aspect to be addressed as part of gender equality conversations, says PwC’s Singh. “Deep in the societal psyche, women are looked down upon as providers of food and shelter and nothing more. Sensitising men and women in direct and indirect ways can build the much needed confidence in women,” adds Pandit.
5 Create Role Models
Identify fast-track women managers and get them to address early-career employees in your organisation. “Women who attain success need to spot lot more women and push them up,” said Singh. “Discussions on inspirational stories of successful women around the world can do wonders to lift the spirits of other women,” says Pandit.
