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For India to raise the country’s GDP to $700 billion by 2025 and boost growth rate to 9 per cent doubling women in workforce is an imperative per ILO (September 2023). This is possible, if we provide a blueprint for career re-entry of women. It is a topic of discussion, however still under-explored. Companies are increasingly recognising the strategic imperative of gender diversity, not only for social equity but also for enhanced productivity and profitability. We need to recognise the integrated approach which not only enables the ecosystem, but also promotes equality, equity and empowerment. Sectors like healthcare, education, BFSI and technology are actively implementing programmes to reintegrate women into the workforce post-career breaks. This, for many, is not an initiative but a cause which requires focussed objectives and an implementation plan.
Objectives & implementation to address the multifaceted barriers & challenges they may encounter:
Level-playing field for all as women reintegrate into workforce; capability enhancement on an annual basis introduce programmes which are impactful and help bridge gaps; address micro inequities in the system and educate leaders on an on-going basis; provide for flexibility at work so that responsibility can be balanced and help make the transition, including child care; support networks always help and provide for more coaching opportunities; reverse mentoring helps appreciate the empathic approach towards interventions; recognition a lot more frequent to provide visibility and build confidence; relook at the leaves add menopausal leaves in addition to menstrual leaves with shifting demographics and leadership development programmes like Kyndryl’s ‘Building Influence’ initiative aim to enhance the leadership skills of talented women at entry levels, providing practical learning opportunities & connections with senior leaders.
Role of CHROs
Like mothers who provide support and guidance to their families, Chief Human Resource Officers (CHROs) have a critical role in creating a supportive and inclusive environment that facilitates the successful reintegration of women into the workforce; By drawing on insights from across the industry and customising solutions for their organisations, CHROs can ensure that their policies are effective and impactful in promoting gender diversity and inclusion; Additionally, establishing an executive presence is crucial for CHROs to advocate for the importance of gender diversity and the value of women in leadership positions.
Each company is unique and what works for one may not work for the other, which is customising this is essential in order to empower women at workplace.
