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Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

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Presented by Fernandes, 27 May 2010

Presented by Fernandes, 27 May 2010

Published in: Business, Technology

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  • 1. Gender Inclusivity in the IT-BPO sector, India Presented by: Rufina Fernandes CEO, NASSCOM Foundation 27 th May 2010
  • 2. Snapshot of Indian IT-BPO 2007-08
    • Total IT-BPO industry to reach USD 71.7 billion accounting for 5.8% of India’s GDP
    • Software and Services export revenues estimated to grow over 16-17% to reach USD 47 billion
    • Direct employment expected to reach nearly 2.23 million , while indirect job creation estimated at ~8 million
    • India’s fundamental advantages— abundant talent & cost —are sustainable over the long term. With a young demographic profile & over 3.5 million graduates and postgraduates that are added annually to the talent base, no other country offers a similar mix and scale of human resources
    • Seven Indian cities account for 95 per cent of export revenues, focus on developing 43 new locations to emerge as IT-BPO hubs
    • Higher growth in European /Asian market
    IT-BPO Industry Overview
  • 3. IT Services BPO Prod. & R&D Misc. Over 1200 member companies 1 Spread by size & ownership 2 City wise spread by membership 3 Profile of member companies 4 Dec ‘06 Dec ‘09 Small Cos Medium Cos Large Cos Institutional Cos Others Kolkata Pune Hyderabad Chennai Mumbai Bangalore NCR NASSCOM Membership Profile + 147 net added during 2007 NASSCOM Statistics
  • 4. Trends & Challenges
  • 5. Women in IT Workforce
    • Number of women graduating from engineering colleges has increased.
    • Idea of working spouse widely accepted.
    • IT-BPO industry perceived to offer safe & friendly work environment.
    Total workforce: 2.23 mill.
  • 6. Women in Various Job Functions
  • 7. Career Level Growth
  • 8. Journey of a Woman’s Career
  • 9. Reasons for Voluntary Attrition
  • 10. Efforts & Solutions
  • 11. Impact of Inclusivity
  • 12. Efforts to Build an Inclusive Workplace Recruiting diverse talent base 26% Gender neutral practices and policies 32% Gender Inclusivity Council 9% Recognition & Rewards 24% Grievance manage-ment 29% Active member in industry forums 12% Team Outings 9% Counselor 15% Inclusive work environment 41% Career opportunity and advancement 32%
  • 13. Best Practices to Increase Women in Workplace
    • Policy
    • Anti-sexual harassment
    • Transportation
    • Flexible work hours
    • Flexible leave policy
    • Operational
    • Women’s forum
    • Women’s networking groups
    • Roundtables across groups
    • Health and wellness programmes
    • Creche
  • 14. Developing Women Leaders
  • 15. Journey of Transformation: Some Recommendations…
  • 16. Women
  • 17. Women must…
    • In order to progress from phase two to three (early innovators and adopters), women must:
    • Recognise their skills and weaknesses.
    • Take ownership of their choices.
    • Be responsible for upgrading their professional skills.
    • Be willing to stand up to disapproval or disagreement.
    • Actively learn how to work in the environment as it is.
    • Champion their cause and reach out to mentor/coach others women.
    • Speak out for their successes and act as proactive role models.
    • Advocate with government and organisations for changes, small and big, to make the road smoother for other women.
    • Connect and collaborate with people who can help them grow.
    • Become more self-reliant, self-confident and assertive with
    • defined purpose.
  • 18. Organizations
  • 19. Organizations should…
    • Organisations should consider moving beyond the current transactional phase
    • Setting up a mentorship programme for women
    • Identifying informal channels of communication and using them effectively
    • Developing career paths that allow for breaks in their development
    • Developing training practices that address re-skilling after breaks, re-skilling for new roles, training and coaching in emotional intelligence and coping skills
    • Providing counselling or help to both sexes in times of stress, emotional upheaval, pressure and conflict at work
    • Undertaking an internal study to identify where career paths for women reach a block
  • 20. Government
  • 21. Governments should…
    • Establish a system that will guarantee safe access to education and employment for the female population.
    • Expand education in tier-II cities and rural areas to provide courses in skills and vocational training in a commercially relevant and viable way.
    • Make it mandatory for organisations with a certain number of employees to have in-house crèches and day care centres, while providing tax benefits
    • Extend similar benefits for professional home care for working families.
    • Create and establish provisions for training, funding and monitoring standards in setting up the infrastructure required for the actions listed above.
  • 22.
    • Provide incentives in the form of tax benefits for organisations which fulfill certain criteria in empowerment of women, e.g., 50% women at senior level.
    • Widen the framework for private-public partnership to build employable skills and knowledge.
    • Make education mandatory up to professional training and provide incentives to families in lower economic sections to send girls to school, probably a tiered approach to incentives, depending on level of education.
    • Capitalise on its unique reach to spread the message of empowerment of women (TV, advertisements…)
    • Be a role model by increasing number of women at all levels.
    • Provide continued & adult education for women in rural areas.
    • Affirmative action on dowry, female infanticide & domestic violence.
    Governments should… (contd.)
  • 23. Society
  • 24. Society and Families must…
    • As a family unit, extend support and share burden of balance.
    • Recognize phases when job/career may take priority.
    • Recognize needs of working women in terms of safety, stress, health
    • Provide emotional support networks to enable realization of capabilities and skills.
  • 25. Thank You! [email_address]

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