GENDER ISSUES AT WORK

FLEXI-TIME JOBS
WOMEN EMPOWERMENT
BY
ROHINI.K
M.PHIL (MANAGEMENT)
GENDER ISSUES AT WORK
 There has been a steady rise in the number of working women
in India. Whether it is literature, business, politics, IT, or media
female employees are no longer a rare species in any of these spheres.
But the fact remains that these women, no matter what position they
hold, they still have to confront with their male counterparts at the
workplace. In order to sail smoothly in a man friendly corporate world,
it is important that women deal with the situation tactfully without
blaming their biological status.

Although times are changing even today, some men have ego
problems with women sharing the same workplace as them. There is
also a perception that for a female employee, a job is just a time pass,
after all they do not need to support a family! It is the responsibility of
the women executives to resolve such issues either with the help of
their female colleagues or those male colleagues who are supportive
enough.
.
ADVISE FROM A WOMEN COUNSELOR REGARDING GENDER ISSUES AT WORK

A counselor dealing with women issues suggests,

“Develop a positive mindset and never suffer from

an inferiority complex because you belong to the fairer
sex. Try to be yourself and not just a woman. Leave all
your inhibitions behind.”
In fact every woman whether working or
otherwise has a lot of strength which can be used to
their advantage.
 CONCLUSION
Any personal differences fostered by
men against women or vice- versa should be kept aside
in the interest of the organization. In the workplace,
people should judge each other by their performance
and professionalism only. Cooperation and not
confrontation should be the buzzword in the
corporate world. After all gender conflict will
ultimately hurt the progress of the organization in the
long run
FLEXI-TIME JOBS
 Most workers would like to have more flexible work

schedules while the work gets done without any loss of productivity.

Flexibility comes in several forms: in alternative work schedules (flexi-time

and compressed work weeks), in the number of hours worked (e.g. part-

time or shared jobs), in the place of work (e.g. working at home or a satellite

location) and time off to take care of family members or one self. In today's

technology, opportunities to telecommute to work are very easy and

inexpensive. Those who tried it reported that they are more productive

working from home.

 ADVANTAGES
The frequently cited benefits related to FLEXI-TIME JOBS
were:

 Personal or family needs were fulfilled.

 School or training assignments were able to be completed.

 Less stress.

 Gender bias were avoided

 Freedom from sexual harassments.

 Greater work satisfaction

Most of those seeking flexibility were women, while very few men have
asked for the same flexibility.
 LIMITATIONS
The most frequent reasons for not asking for flexible work hours
was the fear that they would be less likely to advance in their careers,
promotions and salary increases.

Lack of interpersonal relationship.

Cannot be able to evaluate organizational climate/culture because of male

dominated work environment.

Lack of organizational exposure.

Healthy competition is missing because of flexi-time jobs

 A CASE - THE REAL
IMPLEMENTATION

A nationwide alumni networking initiative has been launched among

women’s colleges to provide part-time jobs to women who quit careers to cope

with the demands of home-making.

Chennai-based talent strategy consulting firm, Avtar Career Creators

launched its women-focused HR initiative to tap into the legacy of women’s

colleges in the city by firming up the first of a series of MoUs with MOP

Vaishnav College for Women.

 The MoU with MOP Vaishnav College will offer flexi-time

career opportunities for the alumni of the institution to commence similar

tie-ups with alumni networks of women’s colleges across the country.

The initiative expects to help the hundreds of qualified and

skilled women who had quit careers or chosen not to venture into full-

time employment because of overriding family priorities.

The tie-ups will open up part-time job opportunities for alumni

courtesy of the Avtar I-WIN (Interim Women Managers Interface

Network) portal that serves as a web interface linking organizations

requiring talents for part-time jobs or project-based interim managerial

roles and the community of job-seekers.

According to Ms. Saundarya Rajesh, Chief Executive of

Avtar has rightly pointed out:

“Finding the right flex-timing jobs for this vast talent base

would serve several purposes, help industry source skills

virtually laid to waste, trigger women’s empowerment and

on a larger scale enable the invaluable contribution of

women to national wealth.”

WOMEN EMPOWERMENT
 Since the 1990’s women have been
identified as key agents of sustainable development
and women’s equality and empowerment are seen as
central to a more holistic approach towards
establishing new patterns and processes of
development that are sustainable.
The World Bank has suggested that
empowerment of women should be a key aspect of all
social development programs (World Bank, 2001).
THANK
YOU