There is no road map available for women returning to work after a break. Sairee Chahal, Founder, SHEROES India, throws a light on issues that need to be addressed to retain females in the Indian corporate workforce and explains how we need to make space in the current environment for new begininngs.
What made her begin SHEROES India?
We need to put women's aspirations and growth on the map and we need to an acknowledgement in the GDP pie #GenderAtWork https://t.co/F4dRS2xFiq
— Sairee Chahal (@Sairee) November 22, 2016
Why is attrition rate high for Women working in corporate India?
#genderatwork The environment is set up to discard you easy and the barriers to reentry are high. Care giving, social set ups - all add up https://t.co/HMbLJefVvh
— Sairee Chahal (@Sairee) November 22, 2016
How can we reduce stress on females?
Absolutely - we need to create #TheSHIFT - invite men into more roles and help women transcend stereotypes of caregiving #GenderAtWork https://t.co/rXZgl2pD1D
— Sairee Chahal (@Sairee) November 22, 2016
How can maternity entitlements be made a part of workplaces in India?
Companies can make a choice between foosball tables, gyms or daycares #GenderAtWork https://t.co/ewK9agQ6Yr
— Sairee Chahal (@Sairee) November 22, 2016
Which companies have pro-active policies to retain women employees?
A lot of companies @GoogleIndia @ProcterGamble @Unilever @tesco @ICICIBank @TheOfficialSBI @facebook are a few - lot of effort #GenderAtWork https://t.co/Npeb1ZGqcs
— Sairee Chahal (@Sairee) November 22, 2016
What are the biggest stumbling blocks for women returning to work after a break?
Shorter business life cycles, demand elasticity, lack of support networks, getting walled and tacit barriers #GenderAtWork https://t.co/F9H4I9fwvK
— Sairee Chahal (@Sairee) November 22, 2016
Suggest some tips for women planning to re-enter workforce
Put yourself out there and explore reinventions - we all need to - in given context #GenderAtWork https://t.co/wgtjl9ILp0
— Sairee Chahal (@Sairee) November 22, 2016
What measures can startups implement to support women employees?
Workplace flexibility is winning mantra, avoid becoming a Yo BRO work environ #GenderAtWork Reduce difference anxiety https://t.co/rJvtSCi1hN
— Sairee Chahal (@Sairee) November 22, 2016
What is the importance of mentoring for female employees?
Mentorship is a value system more than programs - patchy mentoring initiatives hell bent on fixing women suck! #GenderAtWork https://t.co/xG9DyeL8eT
— Sairee Chahal (@Sairee) November 22, 2016
How has technology helped women to get back to work?
Tech makes opportunities and access available to women in villages, cities and offers more scale than we could ever imagine #GenderAtWork https://t.co/AKtX2oea3p
— Sairee Chahal (@Sairee) November 22, 2016
Which are the industries most receptive to working remotely?
Tech, elearning, functional roles like pre-sales, project mgt, design, coding, content, digital marketing, virtual services #GenderAtWork https://t.co/AeKbgS4WP2
— Sairee Chahal (@Sairee) November 22, 2016
What can Government do to help women return to work with respect to policies?
Govt should enable-not execute #GenderAtWork for example-broadband rebate for WFH employees /nanny reimbursement /cos to report gender data https://t.co/7bmLh2bIeL
— Sairee Chahal (@Sairee) November 22, 2016
Finally, to keep the work life balance do we need to change the long working hours model?
Various stages of life need different gears - allow for gear change without derailment #genderatwork https://t.co/jhT3brGvUx
— Sairee Chahal (@Sairee) November 22, 2016
Sairee wrapped up the conversation by telling that women who take career break must not define themselves by somebody else's working standard and should work on creating their own space.