Women have forayed into almost all domains of work. From being a house maker to being a CEO, they have come a long distance .But because this phenomenon is something against the conventions of past, we need to analyze its current aspects to see how this transition has been and did it bring a desirable results. As per ISCO-08, there are ten major groups of job. The presence of women vs. men in these groups is as below: * Minimal presence in -
* MAJOR GROUP 1 – MANAGERS * MAJOR GROUP 8- PLANT AND MACHINE OPERATORS AND ASSEMBLERS * MAJOR GROUP 0 -ARMED FORCES OCCUPATIONS
* Comparable presence in- * MAJOR GROUP 2 –PROFESSIONALS * MAJOR GROUP 3 - TECHNICIANS AND ASSOCIATE PROFESSIONALS * MAJOR GROUP 4 - CLERICAL SUPPORT WORKERS * MAJOR GROUP 5 -SERVICE AND SALES WORKERS * MAJOR GROUP 6 -SKILLED AGRICULTURAL, FORESTRY AND FISHERY WORKERS * MAJOR GROUP 7 - CRAFT AND RELATED TRADES WORKERS * MAJOR GROUP 9 - ELEMENTARY OCCUPATIONS Technology today has minimized the impact of gender in most work roles. Where it cannot, it optimizes on the strengths of each gender. Still we see many problems for women which challenges the myth of equality of women to men at workplaces. Some of these are as follows: * Societal pressure on a woman to have limited aspirations regarding her job- A women is supposed to have more commitments towards her family than her job. Many a times a male employee is preferred over because of absence of such obligations. * Unequal pay-
An average Indian women labor earn 62% of men’s salary for equal work.
* Employee security – Being harassed while travelling to and fro from workplace, something which isn’t a matter to worry for male counterpart.
* Sexual harassment at the work place * Insufficient maternity leave –
Companies like Infosys have women friendly policies. But most other force women to quit or cut short the break.
* Lack of support from family – Spouse and in-laws refusing to support in child raising and household work.
* Lack of support from immediate seniors-Due to insensitivity of male boss towards commitments and pre assumption about her capabilities on the basis of her gender.
* Absence of basic amenities for women like washrooms, etc.
* Conflict due to difference in nature of men and women-
Men are brash. Women are highly sensitive. Thus there may be friction between the opposite sexes when working together on account of failure of each party to understand the other side.
The above reasons hold true for all category of women workers. But as they climb higher on the career ladder, these problems aggravate which reduces the number of women managers and executives at higher order.
As per a survey about state of Indian women in higher management positions:
* Women are just 3% of legislative, management, and senior official positions. * Women in management in India face many challenges. Studies have found: * Women have to work harder to prove themselves.
* Men do not respect women bosses (and prefer to have them as subordinates as opposed to superiors) * Women are excluded from informal networks. * According to Gender Diversity Benchmark, 2011, India has the lowest national female labor force and the worst leaking pipeline for junior to middle level position women. 28.71% of those at the junior level of the workplace.
* Of 1,112 directorships on the Bombay Stock Exchange 100, just 59 (5.3%) are held by women. * Out of 323 total executive directorship positions (generally considered to be prerequisites to holding the CEO position) on the Bombay Stock Exchange 100, just eight (2.5%) are held by women. * 54% of companies on the Bombay Stock Exchange 100 have no women board directors. Despite occupying small percentages of leadership positions, 97.2% of women (compared to 95.6% of men) aspire to jobs with increased responsibility.
Thus some steps need to be taken to make the women force more at ease such as: * Increasing the flexibility to work from any place without compromising on her scope of progress. * Changing the mind set of people by gender sensitization so that both man and women can appreciate each other’s difference and accordingly work for improvement. * Looking at the change in scenario, open mindedness has to be there. A woman too should have equal freedom, equal opportunities and above all equal right to earn. However, precautions such as safe transport, safe environment, security staff, etc. should be taken care of.
To conclude, it is not about special treatment for women; rather, the traditional workplace has been designed keeping in mind a male worker who can focus exclusively on work while his wife takes care of the home. The world is changing to a very different place where gender roles are no longer as rigid. Women therefore want a gender intelligent workplace that takes these new realities into account.
References: * Wikipedia * Research Initiative: Women in India's IT Industry http://cis-india.org/internet-governance/blog/women-in-indias-it-industry
* Gender Equality & Trade Policy http://www.un.org/womenwatch/feature/trade/Effects-of-Trade-on-Gender-Equality-in-Labour-Markets-and-Small-scale-Enterprises.html
* Source: ILO (2009), Global employment trends for women, 2009, p.10, and ILO (2010), Women in labour markets: Measuring progress and identifying challenges, p. 38.
* Gender Differences Within the Workplace