Cos pull women out of `pink ghettoes'

1. Cos pull women out of `pink
ghettoes'

2. Contd…
Bringing women managers out of `pink ghettoes' and proactively deploying them in
important frontline jobs is emerging as a growing trend as global organizations
strive to improve their gender diversity numbers at senior levels. Pink ghetto is a
term used for functions that typically attract a large number of women into the
workforce, such as HR, legal and communications.
These restrict the chances of getting hot jobs with P&L (profit and loss)
responsibility .Christiane Bisanzio, AXA Group's chief diversity officer, said creating
opportunities for women managers beyond the pink ghettoes with P&L
responsibilities is the next big trend. At AXA, women comprise 25% of the top levels
globally . “We will see women having more frontline jobs because the people
dimension of corporations has become more relevant. By people dimension, I
mean understanding the clientcustomer and this means that not only men but also
women need to be in the position of power,“ she said.

3. Contd…
Bisanzio said it's not just pure financial acumen that is required to design and
sell a product, but common sense. “So the entry-level hurdle race for some
of these jobs needs to lowered and that will allow many women to come in
and bring a very diverse view at the company.“ At AXA, the Japan office
started doing this first and it's a huge success model. India is expected to
follow Japan's example as also other parts of the world where AXA operates.
Research shows that wo men need to be in line management positions with
P&L responsibilities if they are to advance into leadership roles.This could,
however, be a major challenge. At some point in their career, women move
into staff functions from line roles often to get a work-life
balance.Companies like Sodexo are coaching such women to move back into
line positions.

4. Contd…
“We have good representation of women overall and at senior ranks. However, in the case
of the top 200 leaders, we have a majority of women in staff positions. On the executive
commit tee, we have women who are operations leaders with significant P&L responsibility
and this is due to the CEO's sponsorship. So it can be done,“ said Rohini Anand, senior VP
corporate responsibility and global chief diversity officer, Sodexo.
On why it's a business case too, Bisanzio said, “Emotion is the future of any company ,
which is what women bring. Hopefully, the next CEO of AXA would be a woman. That's my
goal.“
Another way is effective sponsorship and leadership programmes. Shachi Irde, executive
director, Catalyst India Women Research Center, said, “ A Catalyst report observed that
while 88% of surveyed organizations offered some form of leadership training, only three
India-headquartered organizations offered women-targeted leadership training
programmes.This is an extremely low number when compared to 74% of India subsidiaries
that offer such programmes. Companies should start evaluating whether leadership
development programmes reach women.“

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