Priya is a seasoned Strategic HR leader with a passion for implementing innovative and proactive HR practices, driven by outcome-focused strategies. Specializing in Talent Management and analytical HR, Priya is dedicated to supporting business dynamism, growth, and stability.
In a conversation with Women Entrepreneur India, Priya Sriram, Director- People and Strategy at Intelliswift Software, Inc., shares her views and thoughts on how we can ensure that women have equal opportunities for career advancement and leadership roles in the organization, as well as how we can foster mentorship and professional development opportunities for women within the organization.
In your opinion, what can organizations do to encourage and support the growth of women into leadership positions?
Women friendly policies, pay parity are some things which normally people raise when it comes to encouraging women to grow into leaders. Apart from these main stream areas, some of the softer aspects, we tend to miss out on certain finer points like, participation in decision making, providing equal opportunities to lead initiatives and showcase talent, providing total transparency in operations and processes related to promotions, glass ceiling, pay scale, opportunities and initiatives.
My personal take is that, one should not limit oneself based on stereotypes and traditional set ups. Raise beyond and keep trying. If there is a situation where one feels they are at a dead end or hit a road clock, just ask for help.
Even if one feels the answer might be No and be ready to hear it and there will be someone else who can and will help.
How can we ensure that women have equal opportunities for career advancement and leadership roles in the organization?
It starts from the top and flows down at all levels. Irrespective of the stream or area of work, gender has to only a data point and not a parameter which will influence our decisions.
It has to be business as usual and an initiative to drive. We cannot look at it as an initiative which gets all attention once and gets fizzled.
How can we foster mentorship and professional development opportunities for women within the organization?
Our leaders can be mentors for the women in organisation. There can be mentorship programs which can be run for women who are aspiring and have the ‘will’ to do.
We can open up positions internally which can encourage our women employees to take up more opportunities internally. Promotion of internal talent for N-1 positions.
Part of the responsibility lies in the individual as well to take care of their career journey. Providing a conducive environment like Training and upskilling options for women who can enhance and take up extra responsibilities. Normally, women put this aspect in their back seat and other things fill up their priority list which needs to change.
Learning and upskilling through formal and informal means is a non-negotiable aspect of professional development and more so for female talent.
How do organizations measure the success of diversity and inclusion initiatives, particularly with regards to the advancement of women in the workplace?
The most common parameter is the gender ratio which is also an easy target. However, diversity is much wider in scope and increases as the organisation matures. When we take about this topic it is always Diversity which comes first however the concept of has been around even before diversity.
Inclusion and Equity is thinking from other’s perspective and treating everyone equally and this is a pretty old concept and quite independent from ‘diversity’ as such. However, we recall DEI holistically and hence they get mentioned together. People from different cultural, educational, religion, region backgrounds are treated with equal respect and importance.
In your opinion, what role do women play in shaping the future of the workplace, and how can organizations better support their leadership aspirations?
Women are at par and play an important role in shaping the future of our workplace. They bring a different perspective to every aspect of work along with a balanced approach. Studies show that women have higher emotional intelligence quotient this helps in balancing the “People” aspect of any area. Along with the strengths which men bring to table, we can create successful teams producing drastic results.
