SUBJECT:HUMAN RESOURCE MANAGEMENT

PRESENTATION ON: GROWTH OF WOMEN IN INDUSTRY (GLASS

CEILING CONTEXT)

PRESENTED TO:MISS NISHA BADLANI

ShivPrasad ManewadPradeep DeokarRajesh PillaiRam LotePawan NichitRajiv Dharamshi

Glass ceiling refers to situations where the advancement of a qualified person within the hierarchy of an organization is stopped at a lower level because of some form of discrimination, most commonly used sexism & racism,

Glass ceiling has also come to describe the limited advancement of the deaf, blind disabled & aged.

The glass ceiling is a concept that most frequently refers to barriers faced by women who attempt, or aspire, to attain senior positions (as well as higher salary levels) in corporations, education and nonprofit organizations.

The glass ceiling is discussed regarding women in business with a focus on advancement to senior positions.

There are no advertisements thatspecifically say “no Women hired at this establishment”, nor are there any formal orders that say “Women are not qualified”

But they do lie beneath the surface The term was originally used by Carol

Hymowitz and Timothy Schellhardt in a March 24,1986 Wall Street Journal article.

The term glass ceiling was used in article by two women at Hewlett-Packard in 1979, Katherine Lawrence and Marianne Schreiber, to describe how while on the surface there seemed to be a clear path of promotion, in actuality women seemed to hit a point which they seemed unable to progress beyond.

United states Senator Hillary Clinton used the term glass ceiling in her speech to endorse Senator Barrack Obama for President:

"And although we weren't able to shatter that highest, hardest glass ceiling this time, thanks to you, it's got about 18 million cracks in it.”

Different pay for comparable work

Sexual, ethnic, racial, religious discrimination or harassment in the workplace

Lack of family-friendly workplace policies

Difference in both the wages and earnings between males and femaleswho have equivalent job titles,training experience, education,and professions.

Women are in management positions, they are more likely to be in personnel than in marketing professions

Female doctors are much more likely to be heavily constricted in the family practice or pediatric specialties

Men are more likely to become surgeons and highly specialized medical practitioners,

Men tend to be highly concentrated in the top professions, such as supervisors, managers, executives, and production operators.

Women tend to be over-represented in the lowest-ranking and lowest paid professions in the workforce, such as secretaries, sales associates, teachers, nurses, and child care providers.

Segregation of women into less-prestigious and lower-ranked jobs also decreases a woman’s chance of being promoted, as well as the chance of having any type of power over others. Moreover, occupational segregation reduces women’s access to insurance, benefits, and pensions.

Contd…

In corporate companies women were less likely to be promoted than males.

Should have stronger performance ratings than males to get promoted.

Performance ratings were more strongly connected to promotions for women than men.

GENDER STEREOTYPES

He She

Has a family picture on

the desk. A responsible

family man!

Has a family picture on

the desk. She places

family before career.

Has a cluttered desk. He

is a hard worker.

Has a cluttered desk.

What a disorganized

person!

Is talking with co-

workers. Must be

discussing business!

Is talking with co-

workers. Must be

gossiping.

Is not at his desk. Must

be at a business

meeting.

Is not at her desk. Must

have gone shopping or in

the washroom putting on

makeup.

He She

Is getting married. He

will be settled now.

Is getting married. Her

priorities will change.

Is having lunch with the

boss. He is on the way

up!

Is having lunch with the

boss. They must be

having an affair.

Was criticized by his

boss. He will improve his

performance now.

Was criticized by the

boss. She must be

getting upset.

Is becoming a father. He

needs a raise.

Is having a baby. We

should look at a

replacement as she will

most likely leave.

Supportive and inhibitive forces, whichhas either facilitated or retarded

women’s growth

EXTERNAL ENVIRONMENT

INTERNAL ENVIRONMENT

The barriers commonly include Salary inequality for the same work,

discrimination in promotions, Sexual harassment in the workplace and Required to play multiple roles and maintain

work-life balance. Inadequate recruitment practices. Lack of opportunity to contribute to and

participate in, corporate development programs. Lack of top level ‘ownership’ of CEO principles.

Women today share the workspace with men in almost all functions and areas.

But women in top management positions are still a rare species.

Globally, according to the Fortune 500 companies, less than 4% of the women are in the upper most ranks of CEO and less than 3% of the women are top corporate role holders in India.

The men- women ratio in the Indian software industry stands at 76:24

The percentage of women employed in the Ites/Bpo space is far more-around 69 percent.

THE LIVING REALITY Women living in purdah/Burkha to

women wearing a business suit working in corporate offices taking international business decisions.

The trend changed Apart from being daughters, wives

and mothers. Change in the traditional thinking

Establish their credibility by working in mixed gender teams.

Interact with women in senior/leadership positions to derive the best lessons/practices.

Network with other women. Plan their careers by understanding

competencies, defining objectives as per their skill, etc.

Female counterparts are soft in decision-making.

More emotional Can get swayed when there are

tough decisions around tasks. Not good leadership material.

Diversity management programs should be followed in organizations.

Cross cultural training as well as Executive Training Program should be planned.

Right person should be appointed at right position irrespective of stereotype effect.

Skill Based Diversity Training should be provided to women so that they can compete within the organization.

Awareness Based Diversity programs should be provided so that workforce can understand each other and work cordially.

Managerial support should be provided as per need. Recruitment process should be given a thought.

Chanda Kochhar, CEO and MD, ICICI Bank. Shikha Sharma, CEO and MD, Axis Bank. Kalpana Morparia, country head of JPMorgan. Renuka Ramnath, Former chief of ICICI Venture. Naina Lal Kidwai, CEO, HSBC Meera Sanyal, CEO, ABN Amro Bank (now RBS). Manisha Girotra, MD, UBS. Kiran Mazumdar-Shaw, MD, Biocon. Neelam Dhawan, CEO, Hewlett-Packard.

Indra Nooyi, CEO, PepsiCo, Rajshree Pathy, MD, Rajshree Sugars. Sheila Hooda, MD, Credit Suisse

Women of India deserve opportunities if not reservation’.  Reservation of 33% is useless if there is “Glass Ceiling”. Women need to focus on taking advantage of all opportunities in a

changing environment. Multitasking Acknowledge the fundamental biological fact of maternity Provide flexibility for working parent, both women and men. Provide women who already have basic leadership traits with

additional management skills and tools that will contribute to enhanced performance.

Improve the corporate environment by removing barriers that exist for women but not for men.

"You worry that you may drown. Then when you get there and take that leap of faith, it isn’t so bad after all.” Naina Lal Kidwai, Chief of HSBC India,