WORKING WOMEN TO LEAD INDIAN ECONOMY

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INDIA RANKS 120TH AMONG 131 NATIONS IN WOMEN WORKFORCE,SAYS WORLD BANK REPORT:HINDUSTAN TIMES

INDIA NEEDS MORE JOBS FOR WOMEN TO BOOST GROWTH:WORLD BANK

LABOUR FORCE PARTICIPATION RATE(%)-MALE:81%;FEMALE:19%

PROBLEMS OF WOMEN EMPLOYEES IN INDIAN BANKING SECTOR:

(1)BURDEN OF THE DUAL ROLE

(2)SEXUAL HARASSMENT IN  THE WORKPLACE

(3)THE REFUSAL OF MEN TO ACCEPT WOMEN AS COLLEAGUES OR SENIORS 

(4)THE LACK OF SOLIDARITY AMONG WOMEN.

A lot of women play both primary breadwinner and primary care taker role which create a tension most men do not experience when juggling work and personal responsibilities.

STRATEGIES TO OVERCOME FROM THE PROBLEMS

(1)The first step in addressing the unconscious biases and assumptions is to get people recognize and understand these in their own thoughts and behaviour

(2)The second, and perhaps the most important step in eliminating biases is ensuring that these assumptions about what it takes to be an effective leader do not influence hiring decisions, promotions, the allocation of career opportunities and performance evaluations. 

(3)Employers who want to help women advance to the top must do more to make allowances for life outside of work. They must make sure that even ambitious and talented employees do not feel that they will have to work hours incompatible with a family life. Women in banking who require flexible working conditions need to feel emotionally empowered to take full advantage of them. 

The Women's Wing of the AICOBOO has been taking up these issues systematically. One outcome of their work has been the charter of demands they submitted to their union confederation. These included:

(1) Infrastructural facilities such as creches and day care centres.

(2) Provision of hostels for working women, accommodation for divorced, separated and widowed women with children.

(3) Provision for a woman with a child less than three years

old to work for fewer hours and receive proportionate pay.

 (4) Special leave with a lien on service, for up to say five years, to meet certain contingencies specific to women, extending this facility to men also whenever required.

(5) Family pension and voluntary retirement for men and women after twenty years of service.

(6) Provision for flexi-hours and part-time employment in suitable cases.

PROBLEMS OF WOMEN EMPLOYEES IN INDIAN ENGINEERING SECTOR:

(1)Selection criteria for India's top engineering colleges, namely high discrete cut-off on tests scores, leave capable females engineers systematically disadvantaged in the admissions process.

Solution:

 (1)To open more opportunities for young aspiring females who wish to join technology courses in India, we recommend that IIT's and other premier institutions expand their selection criteria to include other parameters besides test scores alone. More steps like a larger test selection pool followed by interviews, as India's own IIM's use in the selection process, may enable candidates to show other skills besides the rote learning that is required in preparation for the JEE

*The Indian Youth Population Is the Largest in the World

*Fewer Than Half of Indians in their 20s Have Completed Secondary Education

*Women Are Closing the Higher Education Gap

*More Women Work in Rural India Than in Cities 

*The Gender Pay Wage Gap is Shrinking in India

*India's Labor Force Is Growing

*The Pipeline for Women Starts Small and Continues to Shrink

Participation of women in workforce in India fell 10 percent in the last decade, says study

Indian women are rapidly leaving the workforce- As women in much of the world are joining the labour pool, Indian women are leaving it.

Steps Management Can Take to Provide Women with Conducive Work Environment:

(1)  Forming grievance cell or complaints committee

(2)  Appropriate work condition

(3)  Proper security

AUTHORITY WE ADDRESS SHOULD TAKE ACTION ON OUR SUGGESTIONS THAT FOLLOWS AND ENSURE WOMEN ARE NOT LEAVING WORKFORCE

1.Burden of the dual role(Problem women faces)

2.Sexual harassment in the workplace(Problem women faces)

3.Infrastructural facilities such as creches and day care centres.

4.Provision of hostels for working women, accommodation for divorced, separated and widowed women with children.

5.Provision for a woman with a child less than three years

old to work for fewer hours and receive proportionate pay.

6.Special leave with a lien on service, for up to say five years, to meet certain contingencies specific to women, extending this facility to men also whenever required.

7.Family pension and voluntary retirement for men and women after twenty years of service.

8.Provision for flexi-hours and part-time employment in suitable cases. 

9.To open more opportunities for young aspiring females who wish to join technology courses in India, we recommend that IIT's and other premier institutions expand their selection criteria to include other parameters besides test scores alone. More steps like a larger test selection pool followed by interviews, as India's own IIM's use in the selection process, may enable candidates to show other skills besides the rote learning that is required in preparation for the JEE

 

 

 



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