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Women have the core strength to weather challenges

Dhara Vyas, Chief People Officer, Suryoday SFB, is a post-graduate in commerce and business administration, with over 17 years of work experience. She has held responsible roles in organizations like ANZ Grindlays Bank, HDFC Bank, Kotak Mahindra Bank, Swadhaar Finserve, Lupp Middle East LLP, Accion International and Grameen Foundation.

Decision-Making Table

Women have been playing a pivotal role in the workforce of organizations in India for some time now. However, more needs to be done. Dhara shares: “What still needs to be addressed is the dearth of women in leadership roles in the top management/decision makers’ circle. However, this gap is also slowly and steadily being addressed as more women are joining the leadership league. Organizations are now consciously providing a place at the decision-making table for the women leaders to make meaningful contributions. And this trend will only grow stronger as the list of successful women leaders are celebrated across the country. I am upbeat of the landscape changing at a healthy space.”

Diversified Recruitment

It is important to know what has happened to the women workforce during the covid times. Dhara reveals: “During pandemic the diversity ratios have dropped across most industries. It is therefore imperative for organizations to make the work environment conducive for women employees to reconsider the work options. Organizations will need to look at diversified recruitment practices and roles where diversity can be promoted. As the situation normalizes, the trend will eventually reverse and with conscious efforts by organizations in fact the trend can be bettered. The percentage of women in our organization is currently 7% and we intend to progressively increase over next couple of years.”

Grab Opportunities To Grow

It is normally observed that different opportunities, circumstances, scenarios & criteria prevail for women workforce in rural and urban India to make progress in their respective work. Dhara explains: “The demographic situations do have a bearing on the opportunities available to women in rural and urban India to make progress in their field of work. While there are pros and cons to each, most of the women today have adapted to these situations and grabbed opportunities to grow in their chosen field and succeed.”

Mindset Change

Success strategies of women leadership in any sector for India are many folds. Dhara underlines: “The foremost amongst the strategies is the mindset change both for the organizations and the women workforce. Enabling them to counter the manifold challenges of being a sufficient lady of the house, being an involved mother and an efficient element of the workforce would go a long way on the part of the organizations they work for. Simultaneously, the women leadership needs to be strong minded to take these challenges in their stride and appreciate the enablement provided to them to multi-task as homemaker, mother, and a successful leader never loosing focus of their goal post. Apart from the above having sponsors at home and office, is very important to successfully manoeuvre the chosen career path.”

Be Aware Of The Realities

India today has changed by leaps and bounds in their mindset towards career women. Dhara observes: “It is now a necessity to have double income for any household to be run smoothly and achieve the goals/lifestyle that families aspire to fulfil. Having said that young girls do need to be aware of the reality that their journey from a student to being part of a workforce as they adjust and re-adjust to the myriad challenges of marriage-motherhood-career. However, women are known to have the core strength to weather all these challenges and emerge successful which is no mean feat. However, consistency, work quality and focus are the main stay to become successful in their career.”

Career Aspirations

Dhara believes: “Given the higher emotional quotient that women have, the perspective they bring to complex issues is very balanced and rounded. We do see that average vintage of women colleagues in HR is more than male colleagues. If the right environment and role is made available to them, they are more likely to look at long term career with the organization.”

Adopting Innovative Ideas

Dhara gives a few examples of innovative ideas that women team members have come up with that have been adopted by the organization. She points out: “The Suryoday SFB has rolled out an annual campaign called S-Innovate and we do see good participation from women colleagues. Many good ideas around process simplification and bettering customer services / deliverable have come from women colleagues.”

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