With a mere 6.7% of women in government roles in GCCs, there’s a appreciable lower within the accessible expertise pool of women as they transfer up the profession ladder, confirmed a Pure Storage and Zinnov report.At the senior stage (9-12 years of expertise), the illustration was at 15.7%, the report stated. India has practically 1,600 GCCs. In 2022-23, GCCs added 2.8 lakh workers, taking its expertise base to over 1.6 million. The report acknowledged that household and caregiving obligations, restricted entry to profession development and management alternatives, and poor work-life stability are a few of the key elements influencing women’s attrition.
Vidya Munirathnam, HR head of Lowe’s India, attributes the ability hole and problem in upskilling after a maternity break as causes for women leaving the workforce. “When a woman comes back from maternity leave, which is usually for 6 months, they find that suddenly things have changed from a technology point of view. Most organizations are undergoing a tech transformation where legacy systems are being replaced with more updated platforms. There is a skill gap, and many a time, they find it easier to just quit than figure a way to upskill,” she stated.
At Lowe’s India, the illustration of women drops from 60% on the junior stage to 28% on the vice-president stage and above. Similarly, at Thales India, women at senior supervisor and above ranges represent lower than 20%, regardless of the group’s general ratio being 31%. Sekhar Sahay, HR head of Thales India, acknowledges the issue in overcoming societal norms worldwide, regardless of having versatile HR insurance policies like hybrid work.
Companies are implementing numerous programmes to assist women getting back from profession breaks and to increase their confidence in taking on senior roles. Ushashri Tirumala, government vp and basic supervisor at Manhattan Associates, believes that connecting women with profitable feminine function fashions is essential for retaining and growing women associates.
