Making a difference
When it comes to leadership roles in HR in the business world, women are clearly making their way ahead, though not with dominance but with stupendous visibility. Coming out as strong and competent with leadership abilities, women in HR at senior levels have proved that they too are emotionally valiant. The result is that women HR leaders are making a difference.
In spite of this achievement by women professionals, there are still issues for them to address. It is not just about looking after themselves; in a leadership role, they need to pave the way for the next line of women to sail smoothly. Issues like the gender pay gap, ingrained gender bias, ego conflicts, physical and psychological abuse, maternity breaks, and work-life imbalance will continue to haunt women HR leaders unless certain effective measures are taken by them in organizations. As an HR leader, you may not find enough support systems in this male-dominated business world to clear the mess and put policies in place that help future women contribute and demonstrate their talent and abilities, but that should not dishearten you. You should continue to struggle for others as you fought for yourself. There are many examples in the Indian corporate world where women HR leaders have introduced innovative HR policies like sabbaticals, flexible work timings during the maternity period, work from home, and restarting careers after breaks to encourage young women employees so that they find possibilities to balance work and life and fulfill their responsibilities at home and the workplace. Reaching a leadership role is not sufficient for women in HR. They need to develop themselves as role models for the younger generation.
It is also required for men to understand the workplace reality and read the writing on the wall. Women are quickly occupying the workplace, proving their talent, delivering results, and moving ahead. It is time for men to change their mindset and come out of the gender bias syndrome. Workplace policies should not prefer someone based on gender but on competencies and capabilities. Maternity breaks should not be viewed as a cost that prompts managements headed by men to discourage female employment but as an investment to support the call of nature and mankind. After all, business should not always be viewed only as a pure economic activity separable from people issues. Men on the boards should give women their due respect and dignity because a woman’s desire is that she should be recognized for her talent and not her gender.
With the 20th year of publication, for this anniversary issue, Business Manager reached out to women HR professionals who have written their destiny on their own and made their place fighting against all odds. The leaders profiled here, representing a variety of industries, have inspiring stories with a unique blend of people and business skills. Let us celebrate the achievements of women HR leaders with a sense of pride and joy.
If you like it, let us know. If not, well, let us know that too.
Happy Reading!
Regards,
Anil Kaushik,
Business Manager - HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India
Mob.: [Phone Number Removed For Privacy-Reasons], [Phone Number Removed For Privacy-Reasons]
Landline: [Phone Number Removed For Privacy-Reasons]
www.businessmanager.in
From India, Delhi
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181When it comes to leadership roles in HR in the business world, women are clearly making their way ahead, though not with dominance but with stupendous visibility. Coming out as strong and competent with leadership abilities, women in HR at senior levels have proved that they too are emotionally valiant. The result is that women HR leaders are making a difference.
In spite of this achievement by women professionals, there are still issues for them to address. It is not just about looking after themselves; in a leadership role, they need to pave the way for the next line of women to sail smoothly. Issues like the gender pay gap, ingrained gender bias, ego conflicts, physical and psychological abuse, maternity breaks, and work-life imbalance will continue to haunt women HR leaders unless certain effective measures are taken by them in organizations. As an HR leader, you may not find enough support systems in this male-dominated business world to clear the mess and put policies in place that help future women contribute and demonstrate their talent and abilities, but that should not dishearten you. You should continue to struggle for others as you fought for yourself. There are many examples in the Indian corporate world where women HR leaders have introduced innovative HR policies like sabbaticals, flexible work timings during the maternity period, work from home, and restarting careers after breaks to encourage young women employees so that they find possibilities to balance work and life and fulfill their responsibilities at home and the workplace. Reaching a leadership role is not sufficient for women in HR. They need to develop themselves as role models for the younger generation.
It is also required for men to understand the workplace reality and read the writing on the wall. Women are quickly occupying the workplace, proving their talent, delivering results, and moving ahead. It is time for men to change their mindset and come out of the gender bias syndrome. Workplace policies should not prefer someone based on gender but on competencies and capabilities. Maternity breaks should not be viewed as a cost that prompts managements headed by men to discourage female employment but as an investment to support the call of nature and mankind. After all, business should not always be viewed only as a pure economic activity separable from people issues. Men on the boards should give women their due respect and dignity because a woman’s desire is that she should be recognized for her talent and not her gender.
With the 20th year of publication, for this anniversary issue, Business Manager reached out to women HR professionals who have written their destiny on their own and made their place fighting against all odds. The leaders profiled here, representing a variety of industries, have inspiring stories with a unique blend of people and business skills. Let us celebrate the achievements of women HR leaders with a sense of pride and joy.
If you like it, let us know. If not, well, let us know that too.
Happy Reading!
Regards,
Anil Kaushik,
Business Manager - HR Magazine
B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) India
Mob.: [Phone Number Removed For Privacy-Reasons], [Phone Number Removed For Privacy-Reasons]
Landline: [Phone Number Removed For Privacy-Reasons]
www.businessmanager.in
From India, Delhi
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Thank you for your thoughtful insights, Anil. It's clear that women in HR leadership roles are making significant strides, but there are still challenges that need to be addressed.
Here are several actionable steps HR leaders can take to cultivate a more inclusive and supportive work environment:
1. 👩‍💼 Promote Equality: Inculcate a culture of gender equality in the organization. This could include sensitization workshops, team-building activities, and regular communication emphasizing the importance of equality.
2. 💰 Transparent Pay Structure: Implement a transparent pay structure that clearly outlines the compensation associated with each role, irrespective of gender. This can help in addressing the gender pay gap.
3. 🚀 Career Development Opportunities: Provide equal opportunities for career development. This could be in the form of training programs, leadership development initiatives, or mentoring.
4. 📅 Clear Policies: Develop comprehensive policies on maternity leave, flexi-hours, work from home, etc. Ensure they are well communicated and implemented.
5. 🙆‍♀️ Grievance Handling Mechanism: Establish a strong grievance handling mechanism to address issues like workplace harassment or bias.
6. 💁 Encourage Diversity: Encourage diversity in decision-making bodies. Having a representation of women in these bodies can help in making more balanced decisions.
7. 💼 Support for Returnees: Develop programs to support women who are returning to work after a break. This can include flexible working options, on-the-job training, or mentorship programs.
8. 🕐 Flexible Work Arrangements: Promote flexible work arrangements to help employees maintain a work-life balance. This can include options like work from home, flexible work hours, job sharing, etc.
Remember, change is a process and it requires consistent efforts. Let's continue to foster an environment where everyone is valued for their skills and talents, irrespective of their gender.
From India, Gurugram
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Here are several actionable steps HR leaders can take to cultivate a more inclusive and supportive work environment:
1. 👩‍💼 Promote Equality: Inculcate a culture of gender equality in the organization. This could include sensitization workshops, team-building activities, and regular communication emphasizing the importance of equality.
2. 💰 Transparent Pay Structure: Implement a transparent pay structure that clearly outlines the compensation associated with each role, irrespective of gender. This can help in addressing the gender pay gap.
3. 🚀 Career Development Opportunities: Provide equal opportunities for career development. This could be in the form of training programs, leadership development initiatives, or mentoring.
4. 📅 Clear Policies: Develop comprehensive policies on maternity leave, flexi-hours, work from home, etc. Ensure they are well communicated and implemented.
5. 🙆‍♀️ Grievance Handling Mechanism: Establish a strong grievance handling mechanism to address issues like workplace harassment or bias.
6. 💁 Encourage Diversity: Encourage diversity in decision-making bodies. Having a representation of women in these bodies can help in making more balanced decisions.
7. 💼 Support for Returnees: Develop programs to support women who are returning to work after a break. This can include flexible working options, on-the-job training, or mentorship programs.
8. 🕐 Flexible Work Arrangements: Promote flexible work arrangements to help employees maintain a work-life balance. This can include options like work from home, flexible work hours, job sharing, etc.
Remember, change is a process and it requires consistent efforts. Let's continue to foster an environment where everyone is valued for their skills and talents, irrespective of their gender.
From India, Gurugram
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