India has improved in the rate of women graduates.
Yet, India lags in women participation in senior level management roles across different sectors.
What are the factors limiting women workforce?
Hiring - 42% of new graduates are women but only 24% of entry - level jobs are held by them.
This shows that either women are being pressurised to opt out of the workforce or they are simply not being hired.
Work culture - The work culture of women is very different from men, but the work - life environment for women has not changed sufficiently.
Under estimation - Many leaders still display clear biases and preferences for having men in critical roles.
Second generation bias – The above mentioned are some of the less obvious discrimination, which is harder to deal than the obvious ones.
Masculine traits - Job descriptions and growth paths are designed for men. This drains motivation of women to aspire for leadership roles.
How can this issue be addressed?
Hire more women - Training must be offered to managers, both men and women, to recognise their unconscious bias.
Diversify interview panel - Firms must make it mandatory to include women in interview panels.
Offer incentives - Few companies offers its employees 150% referral bonus for every successful female candidate, such steps encourage employees to refer more women candidates.
Specific gender equality Indicators can be assigned to the managers, relating to increasing gender diversity.
UNDP launched Disha—an initiative to make a million educated but underprivileged college girls employable. Similar initiatives should be undertaken.
