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<\/span><\/figcaption><\/figure> All the effort that companies in the technology and related industries in India are putting into hiring women<\/a> is bearing fruit. Women<\/a> now constitute 30% of the workforce<\/a>, up from about 21% five years ago, according to a study by Intel<\/a> and consulting firm Zinnov.

At the junior level, the figure is as high as 38%. But that drops to 20% at the midlevel, and to 11% at the senior level. Considering women are over 48% of the total population, there’s still a lot of ground for them to cover.

Pari Natarajan, CEO of Zinnov, said concerted efforts over the years have moved the needle from 21% to 30%. “However, the commitment to change needs to move beyond an organisational setting and include an ecosystem-wide lens. Enabling science, technology, engineering and mathematics career options for young women, supporting women-led startups, and encouraging other women entrepreneurs are some of the more impactful initiatives that organisations need to actively look at,” he said.

For every two girls, there are five boys enrolling for professional courses, according to the All India Council for Technical Education. This definitely impacts the number of women transitioning from campus to corporate, Zinnov said. Women’s role as the primary caregiver at home and patriarchal attitudes are other reasons for the lower representation. The report identifies a number of company best practices that are helping to encourage women to stay on at the workplace, or to return to it if they leave.

PayPal<\/a>’s six-week Recharge programme is focused on empowering women technologists who have taken a break from work for one to five years. Microsoft<\/a>’s Springboard programme helps returning women with flexible work options, technical upskilling sessions, and assigns them a project guide to support them on projects.

Flipkart has 24 weeks of maternity leave, an additional four months of flexi-working hours with full pay, and a year’s unpaid leave of absence to new mothers. Intel<\/a> India head Nivruti Rai said a key initiative the company has taken up is Women Innovators, Social Leaders and Entrepreneurs, a charter to accelerate the participation of women in all aspects of the workforce<\/a>.

The study evaluated 60 companies, big and small. It found that large companies have the highest women representation at 33%, while mediumsized ones have 27% and small companies only 21%.
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女性在科技劳动力上涨5年从21%降至30%

许多公司的最佳实践是帮助鼓励女性待在工作场所,或回到它如果他们离开。

Sujit约翰
  • 更新2019年12月12日08:53点坚持
所有的努力,公司在印度的技术和相关产业投入招聘女性是轴承的水果。女性现在构成的30%劳动力从五年前的21%左右,根据一项研究英特尔和咨询公司。

在初级层面,这个数字高达38%。但是,下降到20%的中层,在高级水平的11%。考虑妇女总人口的48%以上,还有很多的地面覆盖。

首席执行官帕里Natarajan Zinnov说,多年来共同努力已经针从21%降至30%。“然而,承诺改变需要超越一个组织设置和包括一个ecosystem-wide镜头。使科学、技术、工程和数学为年轻女性职业选择,支持女性创业公司,并鼓励其他女性企业家的一些更有效的计划,组织需要积极地看,”他说。

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每两个女孩,有五个男孩招收专业课程,根据印度技术教育委员会。这肯定影响妇女的数量从校园过渡到企业、Zinnov说。女性的角色作为主要照顾者在家里重男轻女的态度是其他原因越低表示。报告指出了若干公司的最佳实践,有助于鼓励女性待在工作场所,或回到它如果他们离开。

贝宝六周的充电计划重点是赋予女性技术人员已经下班休息一至五年。微软的跳板项目帮助恢复女性弹性工作选择,技术upskilling会话,并分配一个项目指南来支持他们的项目。

Flipkart公司有24周的产假,额外的四个月的汉语小时全薪,并让新妈妈们一年的无薪休假。英特尔印度头Nivruti拉伊说关键倡议公司已经是女性创新者,社会领袖和企业家,宪章加速女性参与的所有方面劳动力。

研究评估60家公司,大的和小的。它发现,大公司有最高的女性表示为33%,而中型的27%和小公司只有21%。
  • 发布于2019年12月12日08:50点坚持

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\"\"
<\/span><\/figcaption><\/figure> All the effort that companies in the technology and related industries in India are putting into hiring women<\/a> is bearing fruit. Women<\/a> now constitute 30% of the workforce<\/a>, up from about 21% five years ago, according to a study by Intel<\/a> and consulting firm Zinnov.

At the junior level, the figure is as high as 38%. But that drops to 20% at the midlevel, and to 11% at the senior level. Considering women are over 48% of the total population, there’s still a lot of ground for them to cover.

Pari Natarajan, CEO of Zinnov, said concerted efforts over the years have moved the needle from 21% to 30%. “However, the commitment to change needs to move beyond an organisational setting and include an ecosystem-wide lens. Enabling science, technology, engineering and mathematics career options for young women, supporting women-led startups, and encouraging other women entrepreneurs are some of the more impactful initiatives that organisations need to actively look at,” he said.

For every two girls, there are five boys enrolling for professional courses, according to the All India Council for Technical Education. This definitely impacts the number of women transitioning from campus to corporate, Zinnov said. Women’s role as the primary caregiver at home and patriarchal attitudes are other reasons for the lower representation. The report identifies a number of company best practices that are helping to encourage women to stay on at the workplace, or to return to it if they leave.

PayPal<\/a>’s six-week Recharge programme is focused on empowering women technologists who have taken a break from work for one to five years. Microsoft<\/a>’s Springboard programme helps returning women with flexible work options, technical upskilling sessions, and assigns them a project guide to support them on projects.

Flipkart has 24 weeks of maternity leave, an additional four months of flexi-working hours with full pay, and a year’s unpaid leave of absence to new mothers. Intel<\/a> India head Nivruti Rai said a key initiative the company has taken up is Women Innovators, Social Leaders and Entrepreneurs, a charter to accelerate the participation of women in all aspects of the workforce<\/a>.

The study evaluated 60 companies, big and small. It found that large companies have the highest women representation at 33%, while mediumsized ones have 27% and small companies only 21%.
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