19 JANUARY2023By Sangeetha Gururaj, Vice President, People & Talent ­ India, Qualitestand work-environment policies, paving the way for improved employee experiences. Earlier we had fewer women leaders like Kiran Majumdar Shaw and Indira Nooyi to look up to. Now, there are several such leaders who mentor aspiring girls and ladies and help them scale new heights in the corporate environment. At Qualitest, we take great pride in our diversity numbers - 42 percent of our India-based employees are women! Many of our global leaders are ­ yes, women! As India's head of people and talent (P&T), I consciously try to bring an element of diversity, inclusiveness and mutual support for all employees, irrespective of gender. Our core values endorse inclusivity and creating an environment which accepts and nurtures ideas, innovation and growth for all, especially tuned to career pathing for women.Entrepreneurship has also made way for the forward march of women. Founders, Co-Founders and Investors ­ young girls and women have taken the mantle of these power-charged roles that push the boundaries of innovation to disrupt and serve new areas of business and consumer needs. This newfound faith, confidence and wealth-creation ability has helped women to make decisions at a whole new level of authority and autonomy. These founders/leaders also understand the ground level challenges that women face and take extra efforts to share valuable advice and guidance through social media channels. Some of these business leaders are celebrities in their own right!Indian society has taken cognizance of the shift in traditional gender roles ­ more women enjoy the support of their spouses and families in managing their homes and children. Companies have embraced the idea of remote work, childcare and attractive benefits for expecting mothers. Traditional parenting in India has also turned around with equal education rights ­ today parents support their daughters to pursue careers in the technology field.The corporate landscape and the Indian society have made great strides in creating an encouraging environment for women. There is, however, more room for change ­ work-environments need to improve levels of trust, confidence, meritocracy so that women can shed their inhibitions and self-doubt. Many companies still deal with simmering issues like unequal pay for women that need to change. More women can be considered to hold key CFO, CEO positions. Sometimes, old habits kick-in and reverse the progress made by organizations that encourage women's participation in their workforce. An open-minded approach, continuous monitoring of key diversity indicators and more visibility of women through their involvement in leadership positions will create a sustainable ecosystem where we no longer have to put in special provisions to maintain a certain percentage or gender-driven balance. For now, we can celebrate the wonderful milestones we've achieved in this space!
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