A Global survey finds that 51% of women are less optimistic about their career prospects than before the pandemic. Plus nearly 57% of the 500 women surveyed in India do not feel their career is progressing as fast as they’d like. This and more, is from a survey conducted by Deloitte India. Their report says employers can support women and create more high-trust, inclusive cultures during and after the COVID-19 pandemic.
We meet with Mohinish Sinha, a Partner and Leader – Diversity and Inclusion at Deloitte India to understand more about this survey and why such a survey is important. More importantly, we try to understand what organizations can do to facilitate equal work experiences for women in this 2 part series.
Despite the survey results, he believes this is a very interesting time for women as there will be lot of options around flex.
In episode 37, we had looked at what women want from HR under SheAsksHR - now, let us hear from HR on what they have to say.
This episode is special for a very different reason as well. Listen to find out..
What the New Indian Woman podcast is about
As you may already be aware, this podcast has 2 focus areas. One, We examine the challenges faced by today's Indian woman and proposes ACTIONABLE strategies in the Indian context, on a wide variety of topics - right from identifying their passion to better productivity and parenting. Second, We meet women who chose to aspire or have a dream beyond their defined roles and facilitates sharing of what worked and what didn’t, for them. Today's episode falls in the first category.
And in the process, my aim is to help you, The New Indian woman, to realize your potential, chase your dreams and aspirations, utilize the wonderful opportunities available in today's world.
What's in this episode:
We discuss the research findings, especially on how on most parameters Indian women are worse off than their global counterparts.
Mohinish explains what every organization should implement for equal work experiences for women - the need for managers to check in with women employees frequently, the need to change the perspective that flex options are not a good career option and of course, the need to change from the age old belief that hard work means long hours. He talks about how performance systems are aligned to credit longer hours and the unconscious bias that exists about the same and how leaders play a very important rule in influencing this bias.
He talks about how the need to be available and connected 24*7 has put additional strain on men as well, but how this has a more dangerous impact for women.
We then move on to recent options around work from near home(WFNH) and the viability of the same. He explains how the pandemic has made organizations realize how remote work can also be effective and how this calls for differentiated views to jobs. He explains how WFNH has also meant options around working from native places or villages and small towns rather than having to live in confined spaces in cities.
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