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 <ul><li>Total IT-BPO industry to reach USD 71.7 billion accounting for  5.8% of India’s ...
IT Services BPO Prod. & R&D Misc. Over 1200 member companies 1 Spread by size &  ownership 2 City wise spread by membershi...
Trends & Challenges
Women in IT Workforce <ul><li>Number of women graduating from engineering colleges has increased. </li></ul><ul><li>Idea o...
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% Gende...
Best Practices to Increase Women in Workplace <ul><li>Policy </li></ul><ul><li>Anti-sexual harassment </li></ul><ul><li>Tr...
Developing  Women  Leaders
Journey of Transformation: Some Recommendations…
Women
Women must… <ul><li>In order to progress from phase two to three (early innovators and adopters), women must: </li></ul><u...
Organizations
Organizations should… <ul><li>Organisations should consider moving beyond the current transactional phase </li></ul><ul><l...
Government
Governments should…  <ul><li>Establish a system that will guarantee safe access to education and employment for the female...
<ul><li>Provide incentives in the form of tax benefits for organisations which fulfill certain criteria in empowerment of ...
Society
Society and Families must… <ul><li>As a family unit, extend support and share burden of balance. </li></ul><ul><li>Recogni...
Thank You! [email_address]
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Gender Inclusivity in the IT-BPO sector in India, Presented by Fernandes

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

  1. 1. Gender Inclusivity in the IT-BPO sector, India Presented by: Rufina Fernandes CEO, NASSCOM Foundation 27 th May 2010
  2. 2. Snapshot of Indian IT-BPO 2007-08 <ul><li>Total IT-BPO industry to reach USD 71.7 billion accounting for 5.8% of India’s GDP </li></ul><ul><li>Software and Services export revenues estimated to grow over 16-17% to reach USD 47 billion </li></ul><ul><li>Direct employment expected to reach nearly 2.23 million , while indirect job creation estimated at ~8 million </li></ul><ul><li>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 </li></ul><ul><li>Seven Indian cities account for 95 per cent of export revenues, focus on developing 43 new locations to emerge as IT-BPO hubs </li></ul><ul><li>Higher growth in European /Asian market </li></ul>IT-BPO Industry Overview
  3. 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. 4. Trends & Challenges
  5. 5. Women in IT Workforce <ul><li>Number of women graduating from engineering colleges has increased. </li></ul><ul><li>Idea of working spouse widely accepted. </li></ul><ul><li>IT-BPO industry perceived to offer safe & friendly work environment. </li></ul>Total workforce: 2.23 mill.
  6. 6. Women in Various Job Functions
  7. 7. Career Level Growth
  8. 8. Journey of a Woman’s Career
  9. 9. Reasons for Voluntary Attrition
  10. 10. Efforts & Solutions
  11. 11. Impact of Inclusivity
  12. 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. 13. Best Practices to Increase Women in Workplace <ul><li>Policy </li></ul><ul><li>Anti-sexual harassment </li></ul><ul><li>Transportation </li></ul><ul><li>Flexible work hours </li></ul><ul><li>Flexible leave policy </li></ul><ul><li>Operational </li></ul><ul><li>Women’s forum </li></ul><ul><li>Women’s networking groups </li></ul><ul><li>Roundtables across groups </li></ul><ul><li>Health and wellness programmes </li></ul><ul><li>Creche </li></ul>
  14. 14. Developing Women Leaders
  15. 15. Journey of Transformation: Some Recommendations…
  16. 16. Women
  17. 17. Women must… <ul><li>In order to progress from phase two to three (early innovators and adopters), women must: </li></ul><ul><li>Recognise their skills and weaknesses. </li></ul><ul><li>Take ownership of their choices. </li></ul><ul><li>Be responsible for upgrading their professional skills. </li></ul><ul><li>Be willing to stand up to disapproval or disagreement. </li></ul><ul><li>Actively learn how to work in the environment as it is. </li></ul><ul><li>Champion their cause and reach out to mentor/coach others women. </li></ul><ul><li>Speak out for their successes and act as proactive role models. </li></ul><ul><li>Advocate with government and organisations for changes, small and big, to make the road smoother for other women. </li></ul><ul><li>Connect and collaborate with people who can help them grow. </li></ul><ul><li>Become more self-reliant, self-confident and assertive with </li></ul><ul><li>defined purpose. </li></ul>
  18. 18. Organizations
  19. 19. Organizations should… <ul><li>Organisations should consider moving beyond the current transactional phase </li></ul><ul><li>Setting up a mentorship programme for women </li></ul><ul><li>Identifying informal channels of communication and using them effectively </li></ul><ul><li>Developing career paths that allow for breaks in their development </li></ul><ul><li>Developing training practices that address re-skilling after breaks, re-skilling for new roles, training and coaching in emotional intelligence and coping skills </li></ul><ul><li>Providing counselling or help to both sexes in times of stress, emotional upheaval, pressure and conflict at work </li></ul><ul><li>Undertaking an internal study to identify where career paths for women reach a block </li></ul>
  20. 20. Government
  21. 21. Governments should… <ul><li>Establish a system that will guarantee safe access to education and employment for the female population. </li></ul><ul><li>Expand education in tier-II cities and rural areas to provide courses in skills and vocational training in a commercially relevant and viable way. </li></ul><ul><li>Make it mandatory for organisations with a certain number of employees to have in-house crèches and day care centres, while providing tax benefits </li></ul><ul><li>Extend similar benefits for professional home care for working families. </li></ul><ul><li>Create and establish provisions for training, funding and monitoring standards in setting up the infrastructure required for the actions listed above. </li></ul>
  22. 22. <ul><li>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. </li></ul><ul><li>Widen the framework for private-public partnership to build employable skills and knowledge. </li></ul><ul><li>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. </li></ul><ul><li>Capitalise on its unique reach to spread the message of empowerment of women (TV, advertisements…) </li></ul><ul><li>Be a role model by increasing number of women at all levels. </li></ul><ul><li>Provide continued & adult education for women in rural areas. </li></ul><ul><li>Affirmative action on dowry, female infanticide & domestic violence. </li></ul>Governments should… (contd.)
  23. 23. Society
  24. 24. Society and Families must… <ul><li>As a family unit, extend support and share burden of balance. </li></ul><ul><li>Recognize phases when job/career may take priority. </li></ul><ul><li>Recognize needs of working women in terms of safety, stress, health </li></ul><ul><li>Provide emotional support networks to enable realization of capabilities and skills. </li></ul>
  25. 25. Thank You! [email_address]

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