Gender stereotypes Role of the Organization and Role of the Employee

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Gender stereotypes - Role of the Organization and
Role of the Employee
NASSCOM IT Women Leadership Summit 2008 Pramod
Bhasin 19 November, 2008
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Pioneer Around the Globe
UK
Netherlands
China
Hungary
Romania
Spain
Japan
US
Philippines
Mexico
India
Delivery Center
Regional Corporate Office
2007 Revenues 823MM

• Experience implementing breadth of services
  around the globe Hard to replicate
• Local leadership Key to success and driving
  consistent operations
• Constantly seeking new talent South/Central
  America, South Africa

Asia Pacific 6
Europe 8
India 76
Americas 10
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Why the Need For Gender Diversity Both in
Developed andDeveloping Economies
World population growth rate 1950-2050

• Workforce Demographics are changing
• Expected shortfall by 10 in US of 10 Mm
• 25 workforce in Europe is Ageing
• Coupled with declining population rates

Source US Census Bureau

• In Developing Countries, Talent Supply is Big but
  not Ready
• Resources are becoming global, mobile and
  increasing virtual
• Diminishing employee loyalty
• The War for Talent is truly global

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Women Leaders Bring Different Leadership Styles

• Women Leaders Score higher on
• Participative Decision Making
• Mentoring and Coaching
• Defining Expectations and Offering Rewards
• Inspiring
• Role Modeling

Source July 2008 McKinsey survey
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Research shows Companies investing in Women
leadership also show better Financial performance

• Fortune 500 Companies with higher age of women
  at board level have 35 higher return on equity
• Catalyst study shows Board than more than 3 women
  have 83 higher return to share-holder value
• Mckinsey Research demonstrates higher operating
  margins for global organizations having more
  women in leadership
• National Sample Survey Organization of India
  states that significant increase in women can
  result in 12 increase per capita income
• NSSO predicts additional GDP of USD 35 Billion
  in 5 years through increase in women employment
• Gender Diversity leads to Greater Loyalty and
  Longevity

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So What are the Issues that Plague Organizations?

• Is the supply inadequate or is there no demand ?
• Does the Glass ceiling really exist ?
• Is there a level playing field ?
• Who is the custodian anyway CEO, HR or
  Diversity Officer ?
• Companies are still testing the waters..
• Traditional search for Gender Stereotypes.Is
  it Cultural, Emotional,
• Societal ?

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How can Organizations support Diversity ?

• Hiring to focus on finding the best people
• Being vigilant and disciplined about making sure
  that the candidate is diverse
• Engaging the best people in the recruiting
  process
• Hiring team goals to include diversity
• Communicating the commitment to drive success of
  women.Reward successes
• Develop specific Training Programs to enable
  women employees to enhance leadership skills and
  overcome challenges at workplace

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Requires Systemic Focus, Policy Framework and
Culture

• Hiring Being a true Equal Opportunity
  Employer
• Targets linked to goals for Hiring, Promotions
  and Retention
• Measure adoption across Recruiters, Vendors,
  Internal Referrals
• Talent Management
• Meritocracy based Performance Management
• Stretch assignments, Global exposure, Training
  Development
• Identification and discussion around Talent
  progression
• People Practices and Organizational Policies
• To provide Flexible Work Environment including
  Re-entry Program
• Informal Networks to foster professional
  developments
• Mentoring and Coaching
• Widen the Hiring Pool through Public/Private
  Partnerships
• Scholarships, Education _at_ Work opportunities, to
  balance supply-demand
• Diversity Sensitization and Training on
  micro-inequities

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How can women help themselves ?
Results of a Survey conducted by WILL with 26
Participating Companies Covering Manufacturing,
Services, PSUs and Consulting Firms

• Women need to assert their positions in the
  level playing field to gain leadership roles
• 63 Agree and 28 Strongly Agree
• Women need to be better negotiators
• 44 Agree, 13 Strongly Agree and 22 Disagree
• Leadership is taken and not given
• 43 Agree and 30 Strongly Agree
• Playing tough is not about being aggressive
• 51 Agree and 47 Strongly Agree

Source WILL Survey
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Simple Tips for Employees to help drive Gender
Diversity

• Tap into Informal Networks, Identify who is
  advocating for you
• Find a mentor and Adapt your style to
  Organization needs
• Learn from experience sharing
• Be assertive, think about how you position
  yourself
• Build skills to become more self confident
• Make conscious choices that enable you to be
  successful
• Explicit Planning Risk Taking accepting
  opportunities with inherent risks and
  collaborating with others
• Adopt a constructive view to the world and gain
  resilience to move ahead when something bad
  happens

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Genpact Journey Leadership Walks the Talk Not
an HR MandatePart of Operating Culture

• Initiation of GenWin (Genpact Women in
  Leadership) to drive Gender Diversity
• Flexible Work practices like Work from Home
• Extended Maternity Leave
• Opportunities for Spouse/Trailing Spouse Policy
• Sabbatical including re-entry program
• Skill Development Programs to help young
  candidates to navigate careers
• Ombudsperson policy
• Focus on Safety/Security
• Health Camps for Physical and emotional well
  being
• Metrics and Business unit scorecard around
  Hiring, Promotions, Attrition, Voice of Employee
  for diverse candidates

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McKinsey Model Women Centered Leadership
Objective To help professional women learn what
drives and sustains successful women
leaders Data Interviewed 85 women globally
leading 5 10,000 people each academic
research Model Its a interplay of physical,
intellectual, emotional and spiritual strengths
that drives positive emotions which enables women
to become self-confidant and effective leaders
Managing Energy
Meaning
Positive Framing
Engaging
Connecting
Impact gt1000 women inductedEarly results
indicate ve trend for 10 of workforce