Manage
HR
It
is the quality and the standard of the human resource recruited
that plays a key roll in differentiating between a successful
organisations and a "run of mill" organisation . In
this section, we will discuss the issues relating to this valuable
resource through a series of articles. And yes, we are open
to contributions from masters of this Art ... Are you one?
Women
at Workplace
Women
are an integral part of the work force the world over. They
make a formidable difference in any company. Their job-satisfaction
definitely impacts employee turnover. Is your workplace the
one a woman wishes to work in? Find out how aware your organization
is of the global trends in woman-at-workplace.
•
Using politically incorrect forms for addressing can
be a put-off. Do you still use the orthodox –Miss and Mrs.?
Or have you moved on to Ms (pronounced Mizz) the one-and-only
prefix for a woman (married and otherwise).
•
Adopting spouses second name is longer the norm. Do
you ask the woman employee concerned, regarding post-marriage
change in name(for records) ?
A
woman stays on in a company that recognizes her potential, without
any discrimination. She definitely considers continuing work
in an environment that regards her, work and productivity for
what it’s worth. Not the “Oh-that’s-done-by-a-woman-anyway.
So wouldn’t be as good as….” attitude.
•
Statistics reveal that many companies (renowned names
inclusive), practice unwritten gender-biased policies when it
comes to recruitments, increments, promotions.
•
Do women in your organisation have genuine reasons to
feel that they loose out on deserving increments, projects,
promotions etc. just because of a gender bias?
•
Does your company turn a blind eye when preference is
given to a male candidate over a female while recruiting, without
having substantial reasons to do so?
An
organization need not differentiate a between woman’s work
potential and performance efficiency from that of a man. However
it needs to differentiate a woman employee needs from that of
a male employee.
Woman
continue work in an environment that respects them for what
”they are worth” and not for “how equal to men
they are”. Treating a woman’s needs (as an employee)
as “Similar” to those of the men, is discrimination
in itself. Because it ignores very many crucial issues that
can affect her efficiency at the workplace. For example:
•
Do you recognizes that- your woman employee is most
often a homemaker as well?
•
Do you provide for maternity leave for the women?
•
Are her requests for early work hours, flexi-hours etc.
simply brushed away with a “You want to be on par with
men – So why a concession?”
Studies
reveal that women prefer working in organizations that provide
for such thoughtful incentives, which are duly reciprocated.
It certainly takes away the guilt of injustice to home (a common
trait in most working women).
Chivalry
is dead in contemporary work scenario and just as well. But
is disrespect for women a habit with your employees?
•
Are swearing, profanities, and woman-defamatory language
allowed or simply ignored at the workplace? This could make
quite a few of the women uncomfortable.
•
Are your employees aware of practices that aid woman-friendly
environment? Example – Waiting for the woman to offer her
hand for a handshake.
These
are small but significant in building employee trust and loyalty,
thus strengthening employee-retention. Other such measures include:
•
Constituting an in-house woman’s cell (as per norms)
that addresses and resolves issues of sexual harassment at workplace.
Time
and again studies have proven women as more conscientious workers.
They are more aware and forth coming as well with changing times
and globalization.
The onus is now upon organizations to shape policies, which
are committed to recoginsing women for their worth and enabling
them balance work and home better. The gain too is for the organisation
ultimately – happier and satisfied employees means better
performance, and lesser employee turnover of course.
