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Women Empowerment in India : A Corporate prespective
- 1. Empowerment of Women in India An Overview Sombuddha Kundu Management Trainee HR PT Telcom
- 2. Need for Empowerment? Empowerment means moving from a position of enforced powerlessness to one of power
- 4. Life expectancy at birth – natality inequality
- 5. Women literacy, women in politics – unequal facilities
- 6. Employment and property rights – ownership inequality
- 9. Strategies Education of women Microcredit / Self help groups Capacity building and skill up-gradation
- 10. Milestones achieved Mid day meal Schemes Hindu succession Amendment Act 2005 MahilaSamakhya BalikaSamriddhiYojana, MahilaSamridhiYojana, Sam Vikas Yojna
- 11. Company Perspective Wage Equity Gender bias in promotion and recruitment Working Mothers Sexual harassment
- 13. Feminine values
Editor's Notes
- India census 2001 sex ratio – india 933, rural 946, urban 900 Sex specific abortions Schooling, higher education and politics Employment Barriers - About 66% of the female population in rural area is unutilized. Property Rights - In agriculture & animal care the women contribute 90% of the total work force.Women constitute almost half of the population, perform nearly 2/3rd of its work hours, receive 1/10th of the world’s income & own less than 1/100th of the world property Dowry, physical assault, rape
- 3 bn people live on less than 2$ a day70% among them women and children
- Use of pay equity tools – transparent pay scales, clear job descriptions, gender ratios in each work classCelebrate leaders and winners among womenShare lessons learned and best practices.Stereotyping – Benevolent side-tracking - Removing mothers from assignments that require overtime, relocation, or travel is that it forces them into dead-end roles by denying them the experiences they need to advance. Solution – we let the mother decide.Policy on Sexual Harassment in line with the directives of the Supreme Court.Complaint Redressal CommitteeAlso works around the year for sensitization and awareness generationSexual Harassment Awareness Training during induction program of each employeeFirst Week Of June Declared Sexual Harassment Awareness Week
- The third set of companies goes the whole hog. They not only accommodate women employees, but recognize that women bring with them a difference in approach and attitude to the workplace. Hence, they also place them appropriately, so that their skills and interactive style of leadership brings gains to the organization.GoalsGender Ratios of women even across departments like HR, Technical, Support Three-tier framework for managing diversity in TMTs,The paper builds on the theory of diversity and ‘‘difference’’,instead of ‘‘sameness’’, to demonstrate the relationship between feminine values, team memberdiversity, and team effectiveness. The paper develops a three-tier approach to making better use ofgender diversity in TMTs: unravel masculine hegemony in the workplace; create awareness ofdistinct values offered by women as team members and team leaders; and progress team diversityfrom the customary token representation to gender inclusive team structures and routines.1. Understanding the predominant masculine stereotypes in societies andorganisations and to highlight difficulties in attaining gender equality2. define feminine values as those culturally defined values, historically associated with women, which include concernfor others, nurturance, and collaboration. We argue that by recognising and valuing feminine qualities, cultural feminism can help reform the existing (male-dominated) structures3.