Page 54 - Impact of WfH study report _SCOPE-ILO_Neat

been reiterated that WfH is relevant and
sustainable. However, it is imperative When a woman employee is on transfer
that the company lays down clear and away from home, WfH for atleast
policies on WfH, with a well-established one week in a month will enable the
matrix to measure performance and employee to find work and home
productivity. Also, unequivocally it was
maintained by all who participated in the balance. It has been observed that
study that the choice of opting for WfH women employees at times refuse the
must be available for both men and promotion on transfer due to family
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women employees in PSEs. circumstances. This will enhance the
motivation of the employee as well as to
Advocating a structured WfH policy was advance in her career, which will
a recurrent theme. Absence of a written ultimately benefit the organisation.
unambiguous policy meant giving rise to
apprehensions. Herein, two aspects Respondent, NTPC Limited
were highlighted. First, without a policy,
it is difficult to shove aside a general Source: SCOPE-ILO Survey 2020
perception that those opting for work
from home seek comfort, are less productive, or are shirkers. Second, as a corollary
to this perception, often the boundaries defining work hours get blurred; and people
opting for WFH end up working longer hours, thereby leading to greater stress,
exhaustion; also, lack of motivation and ultimately, less productivity.

While an effective work from home will
depend on the policy of the organization; The norms for working from home
it also seeks responsible behaviour of its needs to be developed so that the thin
employees. In a work from home line dividing one’s work life balance
arrangement, trust, commitment and does not get blurred and one is in a
efficiency are key to its success. In
addition, women recognize, as do the position to devote quality time to
senior management in PSEs, that all jobs discharge both the responsibilities of
may not be possible through WfH. work and home.

It needs to be added that except for two Respondent, Power Grid Corporation of
respondents (one in Survey and one India Limited
under KII), no one in particular felt that Source: SCOPE-ILO Survey 2020
organisations embracing the work from
home model, could give a boost to the workforce participation of women in PSEs. The
two respondents who brought out the issue felt that the WfH by giving flexibility in
managing home and work, can have an impact on women workforce; it may aid those
who forego their promotions over family responsibilities or who quit their jobs to be
caregivers.

43 This facilitated in developing guidelines for “gender sensitive” work from home policy in
PSEs and not a “women-centric”!or!“gender!specific” policy.
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