1. Bande Kodigehalli Deep Dive Analysis
Employment
December 2015
Executive summary
Throughout the month of December, a deep dive team engaged in a focussed
study into employment needs within the village of Bande Kodigehalli (hereafter
BK Halli). This process involved extensive interviews with people from BK Halli,
engagement with NGOs and academics, as well as for profit organisations
operating alongside NGOs and government agencies. Each of these entities
operated within the low skilled labour market, many also focussed on rural
development. From this data, we ascertained a need for employment within the
village. Primarily, the capacity of the people within the village to gain
employment differs depending on their geographical location. It became
apparent that the level of poverty within the houses on the side of BK, closest to
Bagalore, is the most pervasive. Primarily, these families are characterised by the
man’s employment as a seasonal farmer/labourer, and high female
unemployment. Both factors limit economic and social development; both the
skill set and level of affluence tended to increase as we moved through the
village, with many living in the area closer to 40K’s house in BK, enjoying a
comfortable life.
How might we?
How might we create an employment solution that is affordable for jobseekers
from BK and would enable unskilled, or low skilled villagers to increase their
employability?
From both our interviews, and our secondary research, we concluded that
low and unskilled workers are the most in need of employment

2. assistance. For the most part, these people are younger women, whose
husbands are farmers. Generally, they have at least one young child, and
are therefore confined to their homes in order to care for them. However,
we also identified an employment need among the educated youth. It
became apparent that there are few services available in either schools or
universities, which enable young people to enhance their employability
skills. For example, many young people are not well versed in interview
techniques or resume writing, limiting their job prospects. Hence, we
identified this ‘how might we?’ above all others, as it ensures basic skill
development remains at the forefront of any solutions proposed.
The ideate team should focus on matching the skills identified in the
village, with the skills desired by employers. Thus, it is imperative that
solutions focus on how to enhance or diversify the skills identified in the
village, to correlate with the skills required by employers. This will ensure
socio-economic development by enhancing BK villagers’ employability
skills.
Method
Summary: Throughout the month of December, the deep dive team conducted
122 interviews in the village of BK Halli. Primarily, we interviewed village
women and youth; however, a few interviews were also held with village men,
most of whom were employed. For the most part, interviews were conducted
between 10am and 3.30pm, as we were confined to interviewing during the
periods we had access to interns; this may explain why the majority of
interviews were conducted with housewives and unemployed women.
Through this engagement, we identified the key demographic in need of
employment services as village women. Many of these women are destitute, as
they lack both sufficient schooling and/or employable skills. For the most part,
these women were located on the outskirts of BK, on the side closest to Bagalore.

3. First stage: we began by analyzing the hand over document provided by the
needs analysis team from July. We also attempted to analyze the data gleamed
from their surveys, in an attempt to ascertain which social groupings were most
in need of employment.
Second stage: We spent a day in BK building rapport with villagers, as well as
familiarizing ourselves with the village. Questions at this stage were often vague,
and were structured to allow us to better understand the culture of the village,
rather than specific barriers to employment. For example, we often asked: ‘do
you think there is an employment need within the village?’
Third stage: We engaged in a short session of individual, bullet point research,
in which each team member researched various NGOs that may be able to
provide insight into barriers to employment in rural areas around Bangalore.
Fourth stage: After familiarizing ourselves with the village and its people, we
attempted to build on the questions posed by the needs analysis team. For
example, rather than simply asking: ‘are you employed?’ we also sought to find
out where they were employed, and what skills their job required. If they were
not employed, we attempted to discover their skill set, and where barriers to
employment existed.
Fifth stage: Though we planned to run our interviews through a strict
framework, we soon realized interviews needed to be tailored to each individual
interviewee. This enabled us to gleam more detailed responses from
interviewees, as each interviewees circumstances differed. Despite many of the
responses having similarities, a flexible interview structure allowed us to adapt
to the responses of the individuals, thereby providing further insight into the
employment situation in BK.
Sixth stage: The interviews provided by the needs analysis team did not provide
us with the location of the interviews, or images of interviewees; this prevented
us from following up any interviewees of interest. Hence, we began taking

4. photos of interviewees, and attempted to provide the coordinates of their
houses. However, many interviews were held away from peoples’ houses, and/or
the internet was too unreliable for us to take down map coordinates. For the
most part, however, many interviewees identified as being the most needy, i.e.
those living on the Bagalore side of BK, have had their coordinates noted down.
Primarily, these interviews were taken between the 3rd and 5th of December.
Seventh stage: All interviews were compiled into a single document. The data
from these interviews were then translated into statistical evidence through
excel; people were defined as employed, unemployed, and housewife.
Eighth stage: Coupled with our primary research, we also engaged with a
number of NGOs working in the area of rural employment, through online
research and interviews. These resources often backed up our own research, and
provided new insight into our project. For example, Dr. Kiran Jeevan, the Head of
the Department of Social Work at St. Joseph’s College in Bangalore, suggested we
teach women banking skills, in addition to employable skills. This would help
them save, thereby mitigating the ill effects of possible hardship in the future,
due to circumstances beyond their control.
Difficulties:
Our primary difficulty throughout the project remains the disconnect between
the raw data, and conclusions drawn in the hand over document, by the July
needs analysis team. Many of the responses were simply marked N/A, others,
particularly the question ‘are you employed?’ was insufficient to ascertain a need
for employment, as it was not coupled with the question, ‘are you looking for
work?’ Moreover, interviewees were not all of working age, and so could not be
considered unemployed simply because they were not working.
The handover document was limited to a slide deck, in which fragments of only a
few interviews were provided, and a brief executive summary, 2 pages long. The

5. slides, containing the initial interviews, and the executive summary, did not
provide evidence as to how the July team had reached their conclusions.
Communication with the Team Leader of the previous team helped us clarify that
there was much of what was done by the July group that wasn’t included in the
Handover Documents because of the restrictions imposed on them. Despite this
information, we were not provided with further data so were required to carry
out interviews in the hope of finding the need for employment the July team had
identified. Thankfully, we were able to find these people.
Due to the difficulties we faced during the deep dive phase, we were constantly
changing our approach when interviewing and seeking out NGOs. This was the
result of the limitations we found in the model provided to us by 40K, and our
increasing understanding of life in the village. Hence, though our methods may
seem sporadic, it should be noted that this is the result of our increasing
understanding of the project. Thus, it may be of use to read through the
interviews chronologically, in order to better understand our transition
throughout the project.
Findings
Unemployment rate:
From the interview data, we have found 46% of the village to be employed; most
of which, however, are male. A further 27% of people are unemployed, that is,
people who are not working but would like to; the majority of the unemployed
are women. A final 27% of the village are housewives who are not looking for
work. These women are, for the most part, either content with their position, or
are constrained by cultural barriers, such as husbands not supporting their
wives to work; though there are also other factors preventing those not working
to seek employment. Though only in the minority, these reasons are further
elaborated in the interview transcripts.

6. Foremost, the primary reason behind BK’s high levels of unemployment are
cultural restrictions. Within the 27% of unemployed not seeking work, some
stressed that they were content with their role as a housewife, whilst others
simply noted they were not working because their husbands would not support
any decision to work. In addition, many women also noted in home pressures as
an impairment to employment. Coupled with the demands of household jobs
such as cooking, cleaning and shopping for fresh groceries, many women also
had young children, below school age. Again, some women suggested they were
content with their position as a housewife, while others suggested they would
seek employment after their children reached school. Though it is difficult to
navigate cultural and patriarchal restrictions on employment, there are gaps that
could be filled. Where it was suggested that the primary barrier to employment
and/or learning employable skills were in home pressures including young
children, it might be possible to provide services in which training and/or jobs
could be undertaken closer to home. This would allow women to work and
complete household tasks.
Second, coupled with a lack of skills, the majority of unemployed women also
lack an understanding of the skills required to gain employment. For the most
part, interviewees identified the primary employable skills as English language
competency, and computer literacy. However, many interviewees are unaware of
any services they might be able to access in order to increase employability;
moreover, it seemed as though they were unable to pinpoint which jobs these
skills might enable them to get. Coupled with this, many young people stressed
they were not well versed in job interview techniques, as they had not been
provided with these opportunities throughout school or university. Hence, often
this also led to a lack of understanding about what was required of job seekers.
Third, job availability comes primarily through verbal communication between
friends and family; strong community spirit meant many skilled and educated
individuals had found it easy to find employment. However, in an interview with
17-year-old Kumari, she suggested she would not look for work until she had
made contact with someone who could put in a good word for her. Though she
was not studying, working or married, Kumari had completed a 3 month

7. computer training course at the JKK Skills Centre; Kumari had heard of job
vacancies at a number of banks, but had not attempted to fill them due to her
lack of contacts. It should be noted, however, Kumari’s sentiment was not
indicative of the majority of interviews taken. Yet it does suggest the importance
of personal contacts, over other types of job services, such as recruitment
agencies, within the Indian job market. On the other hand, many students use the
internet to search for job vacancies; this information was gathered in a
discussion with our intern, Lakshmi, and so has not been recorded. Lakshmi is in
her final year of a BBM degree at Bangalore University. The majority of villagers,
particularly those we have identified as possessing the greatest need, do not
however, have access to reliable internet services. Therefore, they continue to
rely on friends and family to assist them in their job search.
Finally, though in the minority, some interviewees suggested they were confined
to employment within the village due to the inability to afford transport. Thus,
their opportunities, and solutions to employment gaps, must be restricted to the
area surrounding BK.
Skills:
The village of BK Halli is characterized by a stark wealth divide, which runs
geographically through the village. The wealth divide is closely mirrored by a
disparity between skill sets. The impoverished region seems to know only hard
labour, while many people living in more affluent areas have a university
education.
On the near side, closest to Bagalore, the majority of people interviewed were
unemployed, or employed in low skilled work, such as hard labour or farming.
These people lived, primarily, in small straw huts with tarps as roofs. For
example, Gawaramma, interviewed on 3 December 2015, was an unemployed
housewife. Gawaramma stressed that she would like to work, yet lacked the
skills to find employment, having only completed 8th standard; she did, however,
suggest she would like to learn new skills, and would be willing to travel to learn

8. them. Secondly, 22 year Danakalshimi, who had studied in university until
second standard, was forced to cease studying due to her marriage; she now has
one small baby. Danakalshimi similarly wanted to work, and suggested she
knew tailoring skills, but would also be willing to travel to develop, or learn new
skills. Finally, many women also expressed a desire to work in Agrabati. We
spoke to one woman, 52, whose name was given to us in Kannada (we were
unable to find the transcript to have it translated, and so do not have her name;
hence, we will refer to her as ‘Agrabati Lady’). Agrabati Lady suggested she was
too old to work outside the home, but was currently selling brooms made of hay
for 20 rupees each. Agrabati Lady wanted to make Agrabati (incense); a
company could provide material for Agrabati allowing her to make 500 units per
day, and earn 200 rupees per day. Agrabati lady was the first to suggest this, yet
for the remainder of the afternoon, it seemed every woman wanted to make
Agrabati. We surmised this was likely due to the misconception that we would
provide women with jobs making Agrabati. Moreover, many of the women noted
they had previously been employed by companies to make Agrabati, the
companies, whose names they could not recall, seemed to have stopped making
Agrabati. In addition, a 40K team has previously attempted to make and sell
Agrabati, to little success. Hence, though many women expressed the desire to
make the product, it seems there is little to no demand for Agrabati. Thus, it may
not be a feasible business venture for 40K to take on, but should nonetheless be
noted as a skill possessed by many of the impoverished women.
Conversely, many women worked sporadically, but suggested they knew only
‘hard work,’ and wished to continue with this work. For example, Rathnamma,
32, stated that she would love to work, but only in hard work or crop cutting;
Rathnamma showed little interest in learning new skills, stating though she did
not know of any skills services, she would not try them even if she did. Despite
Rathnamma’s contentment with hard labour, she stressed the importance of
education, with her 17-year-old daughter enrolled in PU, and 15-year-old
daughter in high school; Rathnamma’s children want to attend university.
However, though her children know little English and computer skills, they have
been reticent to attend the Jeevana Koushalya Kendra, to improve their

9. employability skills. Rathnamma’s experience was indicative of many
interviewees; though parents often lacked much formal education, generally,
they stressed the importance of education for their children in order for them to
secure employment.
As we moved through the village, both the level of skills and affluence, increased.
These people, though not living in luxury, enjoyed somewhat more stable
lodgings than the interviewees in the poorest parts of the community. Their
houses were typically made of cement, and had steel roofs. Moreover, both the
skill and education level of interviewees were more extensive. For example,
Munjapa, 38, worked at the airport. In order to earn this job, Manjupa was
required to undertake 3 days of training. She found the job through friends. The
skills Manjupa suggested were necessary for this job were education (though she
did not specify to which level she had completed), and language (Manjupa spoke
English, Hindi and Kannada). In spite of Manjupa’s strong skill set, she suggested
that high levels of youth unemployment were the result of laziness, rather than a
lack of jobs. Secondly, Gangaraja, who also worked at the airport, has risen to the
position of Airport Supervisor and Team Leader by the age of 25. Gangaraja, who
got the job through the airport, moved to BK to be closer to his job; no interview
or training was required. Gangaraja has a BBM degree, and was therefore
assisted in finding a job through campus selection; this process sees companies
go to top colleges to recruit the best students for employment. Moreover, though
he has computer training skills that he learnt at college and private school,
Gangaraja does not have to use these skills at work. Hence, many individuals
from BK have found employment at the airport. For the most part, it seems it is
relatively easy to find employment, as most individuals ask friends and family to
help them find jobs there. The skill level required, however, is often beyond that
of the people within the poorest regions of BK.
The area of the village in which we identified as possessing the greatest need, is
also the area in which people possess the fewest skills. For the most part, these
people are younger women, whose husbands are farmers. Generally, they have at
least one young child, and are therefore confined to their homes in order to care

10. for them. However, they have stressed a desire to learn new skills. Some have
suggested they were willing to travel to learn these skills, a select few have also
suggested they would be willing to pay for services. However, during the
interview stage, the term ‘skills’ was often clarified with the example of
‘tailoring’; we are yet to ascertain whether there would be either sufficient job
opportunities should 40K choose to go down this path in BK, it is also unclear
whether these women would like to learn any other skills. Thus, though tailoring
has been identified as both the primary skill women currently possess, or would
like to learn, it should be noted that solutions to the employment gap within BK
should not be confined to this practice.
Meetings with experts
In addition to our own research, we wanted to consult with experts and NGO’s
who are working with the problem.
Hardware Park:
The handover document mentioned the opening of a new IT park just outside of
BK. Although the park is not currently functioning, it is set to be built in three
sections:
 Information Technology
 Aerospace and Engineering
 Hardware Park
As of the 4th of December, Royal Dutch Shell is the only company that has built
any meaningful infrastructure. From a brief interview with a Shell employee, we
believe the Bangalore site will come to serve as Shell’s Asia and Middle Eastern
Hub.
What does this mean?

11. Though the vast majority of Shell’s employees will be sourced from elite schools
and universities, the construction of this plant, alongside the rest of the Park, will
provide a plethora of low skilled jobs, such as basic admin, labour, cleaning,
cooking and transport. Thus, the construction of the park over the next 10-15
years will likely facilitate economic development within the area, including BK.
More importantly, we found that Shell has set up a life-skills training centre on
the road into Bagalore from BK.
Jeevana Koushalya Kendra (Shell Life Skills Centre):
We met with Denis Brian, the Centre’s Implementer to learn more. Though it is
funded by Shell, it is operated by People Pro. The Centre aims to target
education, capacity enhancement, environment, road safety and health. English
and computer skills training are provided for free, to anyone who wants it. In
addition, a library and independent study centre are provided.
The JKK seeks community involvement by first approaching the Punchar. Denis
informed us that though community involvement was generally present, some
Punchar’s were reticent to have community members access their services.
Denis suggested that though community engagement was slow in the beginning,
once they began operating in a few villages, community engagement was much
easier to achieve.
What does this mean?
There is already a service within 3km of BK Halli that provides free access to skill
development services, backed by Shell. This should be a consideration when
thinking of how to help the villagers gain meaningful employment.
Kiran Jeevan:

12. We obtained Kiran’s details via Sriranjini from 40K. Kiran is an academic at St
Josephs College, and is the head of the Social Work department. During our
meeting we discussed the work that he had previously done particularly around
rural villages, skills and women. A key issue that Kiran raised during this time
was on the importance of teaching banking/savings skills to women who are
working.
Unnati:
Unnati is a skills centre that offers English, life and vocational skills to
underprivileged youth. They attract young people to their service by
guaranteeing them a job after 50 days of training, and have hostel
accommodation and food provided for the whole time. During our meeting with
Unnati we learnt about the jobs that people are provided with, which depends on
their level of education and can range from security to guest care and admin
assistants. They do not just focus on getting the youth a job, but overall hope to
see a transformation within them in order to really change their lives. They have
sessions on values, and emphasise the importance of coexisting in their
environment.
GIZ:
We obtained the details for GIZ via GL Rory, who had been sent these details
from Sriranjini. Along with the department of labour, GIZ is implementing a
project on Single Window Service Centres for facilitating better access to social
security schemes of Central and Karnataka State Government for informal sector
workers. BK Halli forms part of the Bangalore North taluk. GIZ’s primary focus is
on people within the unorganised labour market. Therefore, the majority of
interviews they had done, were with people working in construction, labour, or
Agrabati. These findings are consistent with our interviews. Essentially, GIZ
takes census data from the Indian government, regarding the level of
employability of each citizen within each locality. From this, they are able to

13. direct workers from the unorganised labour sector, towards the social welfare
benefits to which they are entitled.
Airport Recruitment Centre:
Since our interview findings showed many villagers worked in the airport, we
attempted to meet with the recruitment department to investigate how they
were recruiting employees and what skills they were looking for. Unfortunately,
we were denied entry to the airport to meet directly with them, and we could not
get through to anybody on the contact numbers provided.
Punchar’s office:
The July needs team contacted the Punchar within BK to find out more about his
thoughts on the village. According to their notes he was not well receiving of
their team and did not highlight many issues within the village. We attempted to
meet with the Punchar twice and also called him twice to no avail. However,
another December 2015 team located in BK advised us of their meeting with
him, which went relatively successful, so it may just mean he was busy during
the times we contacted him.
Solution sets
Positive:
 How might we create an economically viable employment solution that is
affordable for jobseekers from BK?
 How might we expand upon the skills students learn during school, to
increase their employability?
 How might we create an employment solution using common property
within the community? Including but not limited to, the government and
private school, temple, and tailoring studio.

14. Negative:
 How might we create an employment solution for women who cannot
leave the house due to cultural and/or in home pressures?
 How might we create an employment solution for people with limited
English skills?
 How might we create an employment solution for people with little to no
employable skills?
 How might we make people aware of jobs and job training, without access
to the internet?
Unexpected resources:
Intrinsic
 How might we use existing infrastructure, including but not limited the
government and private school, and temple, to develop employment
services?
 How might we use the number of skilled tailors in BK, to improve
employability skills?
 There are two computers in the government school, how might we use
these to improve employability skills?
Extrinsic
 The Shell Skills Centre is facilitated by PeoplePro, who seem more willing
than Shell to share their information and resources, could we establish a
partnership with them?
 The government has emphasised skill development as fundamental in the
socio-economic development of the country, could we propose solutions
that build on the government’s policy reforms?

15.  India is one of the world’s fastest growing economies, many MNCs are
investing in rural areas, particularly close to BK, could we assist in
helping villagers find employment in these companies?
Recommendations
We think this project should address:
 The skill development of people with little to no employable skills. During
the ideate stage, it is imperative that the skills villagers possess or want to
possess, are matched with skills desired by employers in the surrounding
area.
 Though only touched on briefly during this document, our group engaged
in extensive discussions regarding financial management. We strongly
recommend that any solution posed to mitigating barriers to
employment, should be coupled with the teaching of financial
management. This skill is imperative in alleviating future pressures,
should these people come into financial hardship in the future. It should
be stressed that savings will ensure parents can continue sending their
children to school, a key skill recognised by villagers for securing stable
employment.
 The primary barrier to skill development is in home pressures,
particularly caring for young children. Any solution must take into
account that job seekers, particularly women, are unable to travel for
employment and/or skill development.
o Two solutions that you might want to explore further are:
 Child minding services: whereby mothers would pay a
small amount to have their child cared for, whilst they
receive training.
 Village based training: women may be able to access
training services if it is provided closer to home.

16. General recommendations:
 Seek out Ramya, the intern from BK, to ask her questions about the
project
o She will be back at college during your month, but would likely be
happy to help out
 Ensure you read through the handover document carefully, try and gauge
the geographic layout of the village so that you are looking for people in
the right places, rather than the wealthier parts of BK. We made this
mistake, and lost a week interviewing the wrong people.
 Try and propose long-term solutions. This will require a more innovative
approach than providing people with employment, but has the possibility
of improving the lives of a greater number of people.
 If you are trying to get in contact with external companies such as NGOs,
for profit organisations or government agencies call rather than email.
For the most part, our emails went unanswered, it was much easier to set
up meetings by phone.
 Engage with other 40K teams living and working in and around BK, or on
similar projects elsewhere. In doing so, you will be able to gain further
insight into differing aspects of the project, allowing you to propose
solutions far more efficiently.
 Understand that there will be a number of roadblocks you will face
throughout the project. These come from a number of different areas. We
would suggest holding team meetings to work through issues, and
propose possible solutions to these challenges. A collaborative approach
will always be the most effective method.
 During our interviews, a number of people stated that they were
‘unemployed,’ when they were merely ‘underemployed.’ Ensure you
clarify this, as the skill level between these groups is vastly different;
hence, solutions proposed may not reach the right target group.
 A number of NGOs proved very helpful during the interview stage,
particularly Unati. We would recommend making contact with these
organisations, they may prove useful in ideating innovative business
solutions.

17. Contact details
1. Young Buzz (NGO)
Bangalore Office Address – Young Buzz India Ltd, S-612, south block, 6th
floor, Manipal Center, Dickenson Road, Bangalore- 560042
Website: www.youngbuzz.com
Phone: 080 41134534
Email: yb@youngbuzz.com
 We attempted to make contact with Young Buzz through both
email and phone contact, but were unsuccessful. We tried to visit
their office in Bangalore, but they were not there, and none of the
surrounding businesses had heard of them.
2. Lend a Hand (NGO)
Adress: 9 Jeevan Vihar Society Off Senapati Bapat Road Near Pride
Panorama, Pune 411016 India
Website: www.lend-a-hand-india-org
Email: LAHI@lend-a-hand-inda.org
Phone: +91 95522 41905
 We emailed Lend a Hand, but did not get any response.
3. Dr. Arulmani
Address: C/o The Promise Foundation, 346/2 1st A Main, Koramangala
8th Block, Bangalore 560 095, India
Email: garulmani@t-p-f.org
Phone: +91 805711129
 We tried emailing Dr. Arulmani, but did not get a response. His
phone number did not work.
4. Rehab India Foundation

18. Address: N-44, Ground Floor, Hital Homes, 2nd Stage, Abul Fazal Enclave
Road, Part 1 Abul Fazal Enclave, Block N, Jamia Nagar, Jasola, New Delhi,
Delhi 110025
Website: www.rehabindiafoundation.org
Email: contact@rehabindiafoundation.org
Phone: 011 2994 6637
Hotline: +91 1129945003
 We tried emailing the Rehab India Foundation, but received no
response.
5. Youth for India
Facebook: https://www.facebook.com/sbiyouthforindia/
Email: contactus@youthforindia.org
Phone: N/A
 We emailed Youth for India, who called us and supplied us with
two email addresses. The two email addresses provided are to
people who have worked in the area of career counselling.
o Gautam Jayasurya: goutamjay@gmail.com
o Siddhant Panda: siddhanta.navin@gmail.com
 We sent emails to both Gautam and Siddhant, but
received no response.
6. Unnati Centre
Mr. Narayanan AS
Email: narayanan.as@unnatiblr
Phone: +91 9541 229025
 We phoned the Unnati centre and set up a meeting for the
following day. Team members had an interview, and were shown
around the centre.
7. PeoplePro Trainers & Consultants, Pvt Ltd
Vasavi Plaza, Opposite Jal Vayu Vihar Kammanahali Main Road, Kalyan
Nagar, Bangalore – 43. INDIA

19. Denis Brian – Implementer
Mobile: +91 9901117385
Email: denis@peopleprointl.com
 Rakshith, the English language teacher at the government school in
BK Halli helped us set up this meeting. Though Denis was very
happy to tell us about the program and training offered at the
centre at our initial meeting, when we tried to set up another
meeting, Denis told us he was not allowed to speak to us, and put
us in contact with Shell representatives.
8. Shell Skills Service Center
Rakshith
Phone: +91 08 365147
 The English language teacher at the government school in BK Halli,
Rakshith helped us set up the initial meeting with PeoplePro.
Agatha Rao
Permitt & SP Cordinator at Shell Technology India
 We called Agatha who agreed to meet within the hour. Though our
meeting was a lesson in Shell PR, Agatha noted she would be
happy to speak to us in future if we had more questions.
Mathew
We are not entirely sure of his role, but from what we are aware, Mathew
oversees the JKK centre.
Phone: +91 98 45264639
 We called Mathew to set up a meeting. Mathew said he would call
us back, to let us know when he could meet. We did not hear back
from him, and did not follow up.
9. BK Halli Panchaith
Nagaraju Pdo
Phone: 88 84 642787

20.  We visited the office of the Punchaith on a number of occasions.
We did not speak to him, only to accountants, who were unhelpful
and did not stop work to answer our questions. Eventually they
provided us with Nagarju’s number. We tried calling him multiple
times, but he did not pick up, and did not return our calls.
10.St. Joseph’s College
D. Kiran Jeevan – Head/ Assistant Professor – Department of social
network
36 Lalbagh Road, Bangalore – 560027
Email: kiranjeevan@sjc.ac.in
kirandj@gmail.com
Phone: +91 9739057989
College:+91 80 22211429
Fax: +91 80 22245831
 We emailed Kiran to set up a meeting. He was very happy to help
out, and stressed that if we had any more questions, he would be
more than happy to answer them. We did feel, however, that his
work was not too closely aligned with ours.