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

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

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

    • Gender Inclusivity in the IT-BPO sector, India Presented by: Rufina Fernandes CEO, NASSCOM Foundation 27 th May 2010
    • 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
    • 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
    • Trends & Challenges
    • 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.
    • Women in Various Job Functions
    • Career Level Growth
    • Journey of a Woman’s Career
    • Reasons for Voluntary Attrition
    • Efforts & Solutions
    • Impact of Inclusivity
    • 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%
    • 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
    • Developing Women Leaders
    • Journey of Transformation: Some Recommendations…
    • Women
    • 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.
    • Organizations
    • 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
    • Government
    • 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.
      • 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.)
    • Society
    • 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.
    • Thank You! [email_address]