WOMEN IN ICT- ARE WE NEARLY THERE? (A SURVEY FROM EPIT) Ms. Renu Rajani Vice President Capgemini India Ms. Chandana Unnithan Faculty, Info & Bus Analytics Deakin Univ, Australia CORE TEAM Ms. Arathi Gundurao Quality – Lead Catalyst, Ricoh Innovations P Ltd
Chandana Unnithan, Deakin University, Australia; Renu Rajani, Capgemini, India and Arathi G, RIPL, India
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WOMEN IN ICT- ARE WE NEARLY THERE?
(A SURVEY FROM EPIT)
Ms. Renu RajaniVice PresidentCapgemini India
Ms. Chandana UnnithanFaculty, Info & Bus AnalyticsDeakin Univ, Australia
CORE TEAM
Ms. Arathi GunduraoQuality – Lead Catalyst, Ricoh Innovations P Ltd
EqualProfessionals inITSurvey Report
2013
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 2
EXECUTIVE SUMMARY
The Survey unfolds the following Themes
This survey titled ‘Equal Professionals in IT’ tried to focus on those areas, which is a global cause of concern and are the ‘vital parameters’ that need to be addressed, to see women folk advance as professionals.
Women have long proved their capabilities to be ‘Equal’ at profession, But the amount of struggle, challenges and work attitude they face in the professional world is far from ‘Equal’.
This survey has also addressed for the first time unlike other surveys, the perception and capturing the ‘Voice of men professionals’ and shares, their perspectives. This makes this survey ‘Unique’ as it’s focus is not just a ‘Women oriented survey’, but a ‘Equal Professional survey’ that surfaces challenges even Men face
The Motivation to pursue career has been the ‘Same’ for both men and women professionals, ‘Financial Commitments’ to the Family is one of the Least reasons why they are working.
Most men and women have not taken a break in their careers, where ever they have taken , the reasons for taking a break have been very different.
Women cite Family oriented reasons while men cite Career Progression oriented reasons for the ‘Career Break’.
A’ Change in Job’ for men have been better professional/financial opportunities, while it has been ‘Commute distance, closer to home, cultural & family oriented reasons’.
Men receive ‘tremendous support’ in all areas of support required to be a successful professional than women.
Men have a more positive outlook towards the leadership capabilities of women professionals than women themselves, citing women have a self inhibiting tendency to limit themselves from progressing to higher leadership positions.
Both men and women agree on the ‘Critical Qualities needed to be a successful leader and to progress to higher leadership positions, sees no difference coming from gender related parameters.
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 10
CROSS TABULATIONS – TOP INFLUENCES
80 % of the sample indicate that Personal aspirations and Self Motivation are major factors that influence career. Around 77% of male and 92% female respondents from India
have considered this as major factor In other countries approximately 81% of male respondents
and 67% for female respondents consider it as a significant factor .
Financial independence is considered a major factor that influence career for 66 % Indian men and 54% of men outside of India For 72% Indian women and 60% of women outside India.
Inspiration and Encouragement from family: 80 % of the Indian men and women consider this a big
influence. 70% of male and female respondents in other countries
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 13
CAREER ENABLEMENT – VOICES
My former company offered extensive training programs to selected staff to build new skills and enhance our career choices.
I worked for 13 years for consulting firms, which gave me broad and deep experience and skills development in a variety of roles and in many business domains.
I feel that legal changes promoted by feminists in the 1970s and 1980s (equal pay for work of equal value, making it illegal to reject a job applicant due to gender, etc.) enabled our careers
For a mother to have a career, she must have a support system around her, that may include spouse with an easier and flexible job, support from extended family, no other family obligations, a very flexible work schedule or support from immediate manager or the organization..
Trust that people show in you (You can do it or achieve it) will make very big difference (Recognition).
When I got assigned a mentor who was a very acknowledged and a visionary leader gave me a tectonic shift to my thinking and belief in the ability to draw on opportunity.
support from organization after a health issue, support in being open ..I came back to work with l
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 16
JOB CHANGE – GENDER VOICES
I had to leave a toxic environment where I was not able to act to my full capacity and avoid gender issues in workplace including open discrimination (it does exist?).
The work environment was very male focused and even though we had equivalent seniority, others would ask my husband if I was available for a meeting or work – bizarre (reflection on society?).
With kids going to school, their varying schedules, after-school activities, Mom must have a flexible job and as close to home as possible. Other parameters are secondary. The bottom line is kids need at least one or both parents(A gender bias?)
I have taken a break from a corporate career to experience entrepreneurship at least for some time and lead a life of a Consultant. This is for my own satisfaction and gaining a different kind of experience (Independence?).
If a Job adds to a new dimension then it is a plus (Job Satisfaction?)
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 33
HAVE NOT RESPONDED TO THIS SURVEY?PLEASE DO NOW..
Please start your survey response by clicking -https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse
Your participation in this survey is voluntary and responses/perspectives would remain anonymous. There are no foreseeable risks associated with this project. However, if you feel uncomfortable answering any questions, you can withdraw from the survey at any point in time. Your responses will be strictly confidential, and will remain anonymous as the data from this research will be reported only in the aggregate manner. Your information will be thematically coded and presented as a report.
If you have questions at any time about the survey or the procedures, you may contact by email at [email protected] and provide a contact to reach you and/or share findings of this research, if you wish to. EqualProfessionalsinIT team is looking forward to your valuable opinion and contributions.
With RegardsEqualProfessionalsinIT - Research TeamRenu Rajani, Arathi Gundu Rao, Chandana Unnithan
https://docs.google.com/forms/d/1CkE31wsz-IpgXZA56dFMWBO6aPbz0tRismRY3Bdm49Q/formResponse Survey Link : [email protected] to:Slide 34
ABOUT THE SURVEY
EqualProfessionalsinIT – “Survey of Diversity – Enablers & Inhibitors, A Multi-cultural/ Multi-country Perspective” focuses on bringing in diversity and inclusiveness, equally of both men and women professionals in the world of careers. The survey also tries to deeply understand the specific inhibitors and enablers of success as perceived by both, women and men across geographies on career progression.
Globally, enabling women in leadership positions as equal have become imperative for organisational success. This survey intends to bring in cross-cultural perspectives, similarities or differences in the perception IT professionals carry on the current opportunities, challenges, the attitudes, capabilities, Performance aspects and contributions of women professionals. This research survey would help bring in your vast experiences and perceptions as a 'Research Outcome' and thereby enable, motivate and help to sustain women professionals in their career objectives, as much as their male counterparts. In this quest, building on the presence and network of the core research team. This report is based on about 200 responses from across geographies. More responses would help us analyze the responses by specific segments and countries
It will take you, approximately about 15-20 minutes to complete this survey. Your valuable participation and contributions of your perspectives is requested. Highlights from this study will be shared with you, if you share contact details in survey response (optional). The survey response analysis will use only perspectives and no personal information would be revealed. This survey attempts to study-1. Career drivers, Enablers and Inhibitors for men and women.2. Women's perception of self and of men IT Professionals around them3. Men's perception of self and of women IT Professionals around them