Aparna C is an accomplished HR Leader with over 20 years of experience in Human Capital Strategist, Transformation, Culture, and Operations with proven expertise in fueling organization effectiveness and delivering business-aligned results for organizations from Start-up to Mature phases & and across industries - Technology, Supply Chain Management, Research & Development, IT Services, and others.
In an interaction with Women Entrepreneurs Review Magazine, Aparna discussed women's impact on organizational growth and steps for equitable opportunities in leadership, and professional development evolution and emphasized CHROs' role in driving change.
Women continue to be underrepresented in the workforce and more so in leadership roles across all industries. In your opinion which factors hamper women’s growth as professionals?
Several factors can hamper women’s professional growth, including unconscious bias, lack of role models, work-life balance challenges, sexual harassment, and pay inequity. Organizations can benefit from women’s professional growth in several ways, including increased diversity, improved decision-making, a stronger talent pool, enhanced reputation, and increased profitability. To design inclusive professional growth opportunities, organizations can conduct audits of current programs, offer a variety of programs, set specific goals for women’s development, provide mentorship and sponsorship opportunities, and create a supportive work environment.
In your opinion how can women’s professional growth and development benefit their respective organizations?
Organizations that support women’s professional growth benefit in several ways. Increased diversity of perspectives leads to more creative problem-solving. Women tend to be collaborative decision-makers, which can improve overall decision-making. By supporting women’s professional development, businesses attract and retain top talent. A reputation for gender equality makes a company more attractive to both customers and employees. Finally, there’s a growing body of evidence showing that companies with more women in leadership positions are more profitable.
How can businesses device professional growth possibilities that are inclusive and take into account women's diverse viewpoints, backgrounds, and requirements?
Designing Inclusive Professional Growth
Businesses can design inclusive professional growth opportunities for women by following these steps:
Audit current programs: Assess existing programs for inclusivity. Consider factors like content, timing, and cost.
Program variety: Offer a range of programs to address diverse needs, including leadership development, negotiation skills, and public speaking.
Set goals: Establish specific targets for women’s participation in professional development programs.
Mentorship and sponsorship: Provide mentorship for guidance and support, and sponsorship to advocate for promotions.
Supportive environment: Create a work environment where women feel comfortable taking risks and pursuing career goals. This could include flexible work arrangements, childcare options, and unconscious bias training.
It is often said that the pipeline for women leaders is broken. What steps can companies take to ensure that women in leadership roles receive equal opportunities for growth and development?
It’s commonly believed and data shows us that there are few women in leadership roles because of a broken rung or pipeline. Companies can address this by ensuring equal opportunities for growth and development for women in leadership.
Here are some ways they can achieve this:
Unconscious Bias Training: Train managers and employees to recognize unconscious bias that can hold women back.
Mentorship and Sponsorship: Provide mentorship programs that match women with experienced leaders who can offer guidance and support. Sponsorship programs can connect women with high-level leaders who can advocate for their advancement.
Work-Life Balance: Offer programs that support work-life balance, such as flexible work arrangements and childcare options. This can help women stay in the workforce and pursue leadership opportunities.
Leadership Development Programs: Invest in leadership development programs specifically designed for women. These programs can help women develop the skills and experience they need to succeed in leadership roles.
By implementing these steps, companies can create a more level playing field for women in leadership and help them reach their full potential.
As a CHRO, could you share any insights or lessons learned from supporting women's professional development that could benefit other women in the industry?
Here are some key takeaways for supporting women's professional development-
Unconscious Bias is real: Address unconscious bias through training and awareness programs. This can help create a fairer work environment where women can thrive.
Mentorship and Sponsorship Matter: Provide mentorship and sponsorship opportunities. Mentors offer guidance and support, while sponsors actively advocate for women's promotions.
Invest in Leadership Programs: Design leadership development programs specifically for women. These programs can equip them with the skills and confidence to succeed in leadership roles.
Promote Work-Life Balance: Offer programs that support work-life balance, such as flexible work arrangements and childcare options. This can help women stay in the workforce and pursue career advancement.
By implementing these strategies, HR leaders can create a more supportive environment that empowers women to achieve their full potential in the workplace.
From a women's empowerment perspective, how do you envision the evolution of professional development in the coming years, and what role can CHROs play in driving this change?
Reimagining Professional Development for Women
Traditional professional development programs often fail to address the unique challenges women face. To truly empower women, CHROs should reimagine development with these elements:
Focus on Confidence Building: Alongside leadership skills, prioritize development activities that boost women's confidence and help them overcome imposter syndrome. These might include public speaking workshops negotiation training or programs customized to the needs of women based on the level they are at.
Networking Opportunities: Facilitate women-centered networking events, both internally and within the industry. This creates a supportive community and expands professional connections.
Addressing Systemic Barriers: Go beyond individual development and tackle systemic issues like unequal pay or lack of flexibility. Openly address these challenges and institute policies to create a more equitable workplace.
Celebrate Women's Successes: Actively showcase and celebrate women's achievements throughout the organization. This combats the "lack of role models" problem and creates a culture of valuing women's contributions.
Gather Feedback: Regularly obtain feedback from women at all levels regarding their development needs and obstacles. Design programs are directly influenced by their input.
By focusing on these areas, CHROs can create professional development that not only develops skills but uplifts, empowers, and removes the unique barriers women face in the workplace.
