Page 27 - August-2020-Issue

ARTICLE

and physical stress, lack of proper every employee of the organisa- encompassing following four
balance between family care and tion right from corporate suite to broad elements: (i) Attracting
office responsibility and com- down the line. women talent towards the orga-
mitment, differential treatment Women at times encounter dis- nization (ii) Keeping or retaining
in family, society or at the work- crimination in some form or other them (iii) Managing them and
place, etc. There are many in- in day-to-day interaction which (iv) Identifying visible and hid-
stances which illustrate how diffi- affects their motivation and mor- den women talents.
cult it has been for women across al. Organisations need to ensure Attracting right women tal-
the globe to attain their basic hu- gender equality in real sense. ent describes how to become a
man rights like equality, justice, Gender equality, in my consid- strong magnet for women talent.
gender parity, wages, exercising ered opinion, means the respect, Keeping or retaining women tal-
their franchise, car driving, lead- which a woman employee ex- ent describes how to create and
ing a military troop, etc. pects and must get from male maintain conducive working
The year 2019 was especially re- subordinates, colleagues and su- environments in which women
markable for women power. At periors. People around a woman can productively pursue the joy
29 percent, it was the highest per- must perceive her and respect her of work and enjoy job satisfac-
centage ever, of women in senior as a colleague and not as a wom- tion. Managing talent describes
management positions globally. an colleague. how to treat women talents as
Presently 87% of global business an important business element/
have at least one woman in a se- To ensure gender equality in human resource. It involves cre-
nior management role. In March right earnest, to have a congenial ating opportunities and freedom
2020, Unilever claimed to have working environment enabling to work, job rotation, multi skill-
achieved gender parity in the top them to discharge responsibili- ing - up skilling – re skilling,
leadership globally. (The Hindu ties, to nurture women leaders training & competency develop-
Business Line, Chennai, 20th making them competent to lead ment programmes in synergic
March 2020) from the front, and to make the
forthcoming decade, a decade functional areas, stretching them
of women leadership in India in for their career dreams, provid-
The Challenges true sense & spirit, thoughtful ing atmosphere of gender equal-
Merely observing International deeds need to be undertaken. ity, non discrimination in day-
Women’s Day in some way or to-day interaction; emoluments,
other, like coming up with gifts, It may start with positioning the involvement in critical meetings/
concept of gender equality and
organising evening functions decision-making, keeping tab
in community hall dedicated to respect for woman colleague in on predominance of such men
the mind of each and every em-
women employee, oath taking members who try to marginalise/
by employees, introducing wel- ployee. Men need to be adequate- belittle women members unnec-
fare schemes/measures, outlin- ly sensitized on the issue. Further, essarily in meetings, or for the
ing SOPs to adhere to gender career growth planning are to be things that make them dismal.
equality, strict adherence by undertaken in serious and sincere All these are essential for manag-
the organisation to workplace manner so that women employee ing, as these provide an amicable
harassment stipulations like can see their growth prospect. atmosphere sans animosity to
Sexual Harassment of Working These are the immediate prime discharge their responsibilities
Women (Prevention, Prohibition challenges before us as well as the thereby enabling them to move
& Redressal) Act, 2013 ( POSH corporate houses. up the ladder by punctilious
Act 2013), in principle compli- understanding of the complexi-
ance with the policy of zero toler- The Panacea ties associated in each functional
ance against any discrimination, HR policy starting from recruit- areas, be at design & engineer-
etc. are definitely essential but ment to superannuation should ing office, production planning,
not enough as gender equality be tweaked to a have a distinctly shop floor, operation & mainte-
is neither women’s issue, nor or- designed women talent manage- nance, erection site or launching
ganisation’s responsibility alone. ment system, of-course within pad, etc. Predominance of men in
The onus lies collectively on the ambit of organisation’s policy, terms of number translates into

Kaleidoscope August, 2020 27