Availed of maternity leave? expect exemption from bell curve appraisal

1. Availed of maternity leave?
Expect exemption from bell
curve appraisal
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2. Contd..
It's not easy for women employees who go on maternity or childcare
leave to return to work. It's even more difficult for them, post that
leave, if their performance appraisal is done on a bell curve rating.A
bell curve essentially pits performances of employees against that of
their peers and stack-ranks them. In a typical scenario, any woman
employee who has taken a short break on grounds of maternity would
in all probability be ranked lower than her peers irrespective of her
performance during the months prior to her maternity leave.
Companies are now beginning to realize that this is unfair to women
employees and have decided to exempt such cases from the bell curve.
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3. Contd..
Most companies have policies and benefits focused
towards women employees but limited to flexible
work timings, sabbatical leave, part-time work and
maternity leaves. Dr Reddy's Laboratories (DRL) has
gone a step further and exempted women on
maternity childcare from the bell curve.
“As being on maternity leave means a manager is
unable to assess a woman's contribution, the
employee does not have to go through the bell curve
process,“ said Chandrasekhar Sripada, president &
global head of HR, DRL.
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4. Contd..
Cummins, too, uses the bell curve to appraise employee performances, but
only as a reference. “Employees are not forcefitted within this
framework.Women who are on maternity leave get rated for their
performance for the period they have worked and get included in the
calibration discussion, thus ensuring a fair assessment,“ said Vikas Thapa, VP
HR, Cummins Group in India.
At Mondelez India Foods, if the woman employee has been on
maternitychildcare leave, but she has worked for three months or more in
the calendar year, she is assessed for her performance for that period. This
ensures that there is a fair opportunity for employees to be assessed for
their contribution during the year. However, a spokesperson at Mondelez
India Foods said its performance principles are gender-agnostic.
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5. Contd..
At a time when the application of the bell curve for performance appraisal
itself is under debate, Puneet Rathi, advisory & knowledge head, SHRM
India, said, “While considering the application of bell curve, organizations
must take into cognizance whether the performance of any employee is
impacted because of some special circumstances (whether male or female) -
in case of women, it could be maternity .“
Rathi said companies should look at the performance in the last two-three
years and also give women on maternity leave some time to perform after
pregnancy or childbirth. “It will be better to look at it on a case-to-case basis
as many women in corporate perform exceedingly well till the last day of
pregnancy ,“ said Rathi, while adding that organizations must look at it
empathetically .
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6. Contd..
Such practices have the potential of boosting participation. According
to Rituparna Chakraborty , president, Indian Staffing Federation, “The
women population is getting new opportunities and place in the
corporate world, especially in the lower to middle jobs. About 41% of
women are getting back with flexible working options compared to 16-
22% in smaller cities. Women with more flexi opportunities in Tier 1
and 2 will comprise over 52% of jobs as more and more companies are
gearing up to accommodate them into their talent pool.“
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