Gender diversity helps companies attract and retain talented women. This is especially relevant as more women join the labor force around the world. A gender-diverse workforce provides easier access to resources, such as various sources of credit, multiple sources of information, and wider industry knowledge.

1. ITC SOLUTIONS
RETENTION STRATEGY FOR WOMEN TALENT

2. ⥤ Need of Women Talent at Workplace
⥤ Importance of Female Talent at Workplace
⥤ Representation of women in the Workplace
⥤ Barriers for Women in Career Advancement
⥤ Why Organization lose Great Female Talent ?
⥤ Current Trend in Organization in India
⥤ Retention Strategies Proposal for Company Women
Talent
⥤ Questions
TOPICS

3. NEED OF WOMEN TALENT AT WORKPLACE
⥤ In today’s fast-paced and competitive landscape, talent is extremely scarce. Companies that have the ability to harness the best talents from
diverse backgrounds, including women, will hold the key to fueling the long-term success of their businesses.
⥤ Indian organizations trail behind their global counterparts when it comes to retaining talent, said a survey on human capital effectiveness
according to an Economic Times report.
⥤ According to the survey, 35 per cent of the workforce in India has tenure of less than two years while for the APAC region it was 30 per cent,
followed by 15 per cent for the Western region.
⥤ In an increasing changing world, it is important to keep revisiting our drivers for success. It is a known fact that retaining half of the women
employee population is a necessity rather than a feel good need.
⥤ To fully harness the power of all talent, Companies are focusing on recruitment, development, and retention of female talent to gain a
competitive advantage. While India has no labour shortage, talent is in demand and in very short supply.
“When women are insufficiently represented in the workplace, we lose out on 50 percent of the talent pool.”

4. IMPORTANCE OF FEMALE TALENT AT WORKPLACE
⥤ Gender-diverse teams perform better than single-gender teams for several reasons:
 Men and women have different viewpoints, ideas, and market insights, which enables better problem solving, ultimately leading to
superior performance at the business unit level.
 A gender-diverse workforce provides easier access to resources, such as various sources of credit, multiple sources of information,
and wider industry knowledge.
 A gender-diverse workforce allows the company to serve an increasingly diverse customer base.
 Gender diversity helps companies attract and retain talented women. This is especially relevant as more women join the labor
force around the world. Companies cannot afford to ignore 50% of the potential workforce and expect to be competitive in the
global economy.
 For these reasons and others, it makes sense for businesses to make gender
diversity a priority.

5. The Pipeline for Women Starts Small and Continues to Shrink
India: Representation By Gender at All Levels
REPRESENTATION OF WOMEN IN THE WORKPLACE
Source: Aarti Shyamsunder, Alixandra Pollack, Dnika Travis, "India Inc: From Intention to Impact" (2015).

6. BARRIERS FOR WOMEN IN CAREER ADVANCEMENT
Male-
Dominated
Workplaces
Lack of
Corporate
Support
Insufficient
Support for
Work-Life
Balance
Sexual
Harassment
Few Female
Role Models
Male-Dominated Workplaces: Women have to
work extra hard to establish their credibility and get
their voices heard.
Lack of Corporate Support: Most companies do
not have gender-specific policies to encourage
female staff into leadership positions. .
Insufficient Support for Work-Life Balance:
Young married women shouldering family
expectations of childbearing and childcare find it
difficult to balance work and private life. Support
is also lacking from their own families.
Sexual Harassment: Employers responsible for
providing a safe work environment for women.
The law mandates procedures to be put in place
for complaints handling. However these
guidelines are rarely implemented.
Few Female Role Models: With a lack of female
candidates in the senior management pipeline,
there is a lack of female role models to inspire
and motivate other women.

7. WHY ORGANIZATION LOSE GREAT FEMALE TALENT ?
1. They don’t understand who she is - You need a very clear understanding of her profile , not just
her capability at work.
⥤ If she’s in your talent pool, she’s worked hard to get there. She’s talented, driven, a self-starter
and highly motivated. If she plans to become a parent then this is when she is having her
children. Having children adds a level of complexity to her life. Up until now she has been able to
focus 100% on growing her stellar career, but now she has competing demands.
2. They don’t understand her challenges - Regardless of whether it
is right or wrong or fair or not, she is likely to take on the lion’s
share of responsibilities at home.
⥤ She’ll manage the work/life juggle brilliantly for a period of
time because she has worked hard to get here. However, she
has so many balls in the air that the juggle is becoming
increasingly hard to sustain.
⥤ She will start to question her ability to have it all She feels
stressed, overwhelmed and guilty about not being 100%
focused on her job or on her family responsibilities. She
worries that she can’t have success both at work and at home.
She is losing confidence. The first you will hear about her
‘struggle with the juggle’ is when she hands in her resignation.
3 Reasons Organizations Lose Their Female Talent
3. They don’t address her challenges - There is more to female talent retention than offering flexibility,
talent programs or even pay equity.
⥤ You need to demonstrate to your female talent, and to the talent in the market, that you understand
the challenges she faces. You need to look beyond traditional policies and programs to provide her
with greater control over her time both at work and outside work. You need to provide her with
solutions to help her better manage the ‘juggle’.

8. CURRENT TREND IN ORGANIZATION IN INDIA
TATA SONS :
⥤ India Inc has got a new benchmark in policies for women. Tata Sons is rolling
out a set of woman-centric policies that include
 Paid maternity leave of seven months,
 For early childhood care , women employee can work from home with
reduced hours for 18 months post-maternity leave,
 Flexibility to choose work hours,
 Secure performance ratings during the maternity leave and flexible
work duration.
 Once you complete five years at work,
 You could avail of a one-year leave at half pay if you are a care-giver at
home.

9. CURRENT TREND IN ORGANIZATION IN INDIA
FlipKart:
⥤ Flipkart is all set to become India’s favourite workplace, especially for women.
⥤ Time benefits
 All new mother get six months paid leave (can start three months before
expected date of delivery).
 Post return to work, women employees can avail four months of flexible
working hours with full pay along with continuity on the same job.
 Avail an extended leave up to 12 months (career break without pay) and
return to available jobs at that point.
⥤ Medical benefits
 Maternity claim of Rs 65,000 for normal delivery and Rs 80,000 for C-
Section.
 Maternity packages from hospital tie-ups.
⥤ Work benefits
 Creche support through tie-ups with day-care
centers – on a co-share basis (50-50).
 Maternity care program – advice from wellness
coach on parenting, work-life balance, family
health, etc.
 Mother’s Room for personal care.
⥤ Other benefits
 Baby shower.
 Gift Basket loaded with goodies.

10. CURRENT TREND IN ORGANIZATION IN INDIA
Hitachi Consulting Software Services India (HCSSI) :
⥤ In line with firms like Accenture, Deutsche Bank and Tata Group,
Hitachi Consulting Software Services India (HCSSI) will now offer six
months of paid maternity leave to its employees.
⥤ Besides the leave extension (from 3 months previously), the company
will also include the new born baby into its medical insurance policy
right from birth, HCSSI said in a statement.
⥤ The company has also put together a host of post maternity policies
including
 Flexible work hours with exclusive shift allowances
 Work-from-home options to support women employees.
⥤ HCSSI has about 1,700 employees in India, of which about 500 are
women.
Microsoft India:
⥤ Microsoft India has doubled the maternity leave period for its
employees to six months
⥤ Will offer them flexible work arrangements up to two years.
⥤ Further, all male employees at Microsoft are eligible for two weeks
of paternity leave.
⥤ Additionally, to care for adopted children,
 Mothers are eligible for eight calendar weeks of paid leave
and
 Fathers are eligible for two weeks of paid leave.

11. CURRENT TREND IN ORGANIZATION IN INDIA
Tamil Nadu gives 9 months maternity leave for government
staff:
⥤ CHENNAI: Government employees in Tamil Nadu can now avail nine months
(36 weeks) of maternity leave, putting the state in the same league as western
democracies. In fact, the duration of maternity leave in Tamil Nadu is now well
ahead of the same in the United States (12 weeks), Switzerland (14 weeks),
Italy (20 weeks) France and the Netherlands (16 weeks).
⥤ Only Germany (56 weeks), Canada and Denmark (52 weeks) and Norway (36-
46 weeks) rank higher than the state in terms of maternity benefits.
⥤ The announcement comes in the backdrop of the Centre’s move to amend the
Maternity Benefits Act, 1961, to increase the leave from 12 weeks to 36 weeks,
which also applies to private firms.
⥤ Vodafone, Accenture, Citibank, Mondelez, Flipkart, Intel,
Telenor and Adobe have all extended maternity benefits for
their women employees.
⥤ While Intel increased it to 150 days (five months).
⥤ Telenor took it up to 180 days (six months).
⥤ Adobe offers the maximum period of 6.5 months of
maternity leaves.
⥤ Indian Government may again extend the Maternity leave to
8 months as there was a debate going on.

12. RETENTION STRATEGIES PROPOSAL FOR COMPANY WOMEN TALENT
⥤ Various Option practiced by different companies in India to support Female Employees at workplace and the same has been listed
below.
 Extending Maternity Benefit
 Work From Home Option
 Flexible / Compressed Work Schedule Option
 Crèche Facility or Day Care Center
 Sabbatical Benefit
 Maternity Insurance
 Better Working Conditions
⥤ From above mentioned various options , 4 benefits has been chosen for proposal which will be mutually benefited for both
employees & employers and proposal are provided after studying the current benefits practices of various companies and
government norms. From these four options we need to find the feasible options of implementing the same.
Aim : To Maintain &
Increase Female
Workforce Percentage
to 25 %

13. RETENTION STRATEGIES PROPOSAL FOR COMPANY WOMEN TALENT
⥤ Extending Maternity Benefit :
 Present Situation In India :
 Tamilnadu Government Increased Maternity Leave to 9 Months & Also Central Government is Planning to increase
maternity period from 26 Weeks to 32 Weeks.
 Many private companies providing extendable maternity leave for another 4 months after completing of their 6 months
of maternity leave. Also in case of critical pregnancy they are extending to additional months as per the requirement.
 Proposal for Company :
 We can also provide 9 Months Maternity Leave for our Female Employees , As it may be compulsory as per act in near
future.
 For adaptation & surrogacy , same 9 Months of Maternity Leave will be provided if the child is an infant.
 All Female employees will be eligible after completion of 80 days of service in the current company.
 After Nine Months we will not extend Maternity Leave , Instead we can provide work from home option or flexible work
timings option , terms and condition for that policies will be provided in those policy documents.
 All terms & condition for this maternity benefit will be incorporated in our leave policy which will also be presented
during induction & hiring process.

14. RETENTION STRATEGIES PROPOSAL FOR COMPANY WOMEN TALENT
⥤ Work From Home Policy :
 Present Situation In India:
 As per Maternity Act Amendment Bill 2016 , Companies can also support female employees with work from home
option and it was under discussion to provide 2 Years of Work From Home Option.
 Private companies provide work from home option minimum for an year. ICICI Bank announced 1 year of work from
home and it can be extended based on the requirement. Government Bank SBI also increased work from home option for
an year and it can be extendable.
 Proposal for Company :
 We can extend 1 Year of Work from Home option post maternity leave without affecting business needs and In case of
Physical presence is required then employee needs to support accordingly.
 Reporting Manager should monitor for the required performance level and periodical review is mandatory. All activity
should be mutually benefited to employee & employer.
 During Pregnancy , Initial period we can offer Work from Home based on the Doctor advice & Need Basis by providing
the doctor certificate. Work from home for 2 Days or This work from option is of tailor made because some female may
need work from home during the initial treatment & some may need for first three months.

15. RETENTION STRATEGIES PROPOSAL FOR COMPANY WOMEN TALENT
⥤ Flexible / Compressed Work Schedule Option:
 Present Situation In India:
 India Inc is increasingly adopting flexible working hours at the office as it helps contain costs and push up employee
productivity, a survey said.
 About 59 per cent of firms in India believe that flexible working costs less than fixed office working, the report said.
 Companies like Godrej , they are providing compressed working hours option , where the female employees can take the
same who needs to manage school going kids. 10.30 Am to 4 Pm
 Proposal for Company :
 We can provide flexible working hours or reduced working hours without affecting business needs and requirements.
Minimum one Year of Service to be completed.
 Compressed Working Hours for Mothers , to manage school going kids , they are allowed to reduce the working hours from
10.30 Am to 4pm or 6 Hours a day and the expected work should be performed within the time slot provided.
 Flexible working hours : 4 Hours they need to work at office and another 4 hours to be contributed from home for all days or
an employee could work 9-to-5 at the workplace Monday, Wednesday and Friday, while 9-to-1 on Tuesday and Thursday,
working at home on those afternoons.
 All terms & conditions for all the benefits needs to be framed separately in considering of business requirement.

16. RETENTION STRATEGIES PROPOSAL FOR COMPANY WOMEN TALENT
⥤ Creche Facility :
 Present Situation In India:
 The Ministry of Labour is expected to introduce a new provision in the Maternity Benefit Act, 1961, The crèche facility
would be universally applicable to all establishments, whether public or private, such as call centres, media houses, IT
firms and shops.
 The law will make it mandatory for companies employing 30 or more women, or 50 or more employees, to provide for a
crèche either at the workplace or within 500 meters of its location.
 Proposal for Company :
 We can provide Creche facility within the prescribed distance (500 meters ) as per the act.
 Primarily to take care of children between 6 months to 3 years.
 Constraint for Us : We will not be able to provide space for chreche facility in our office premises.
 We are in a position to take support from the One India Bulls Park team , to find the feasibility option of framing a day
care facility.
 After finding the feasible option , then we need to frame the policy accordingly.

17. QUESTIONS :-