WOMEN'SCAREERPARTICIPATIONIN INDIASHENOMICS.COMA MINDFUL LEADERSHIPPLATFORM FOR WOMEN
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WHY WOMENQUIT CAREER
Career Path of Indian Women
CHAPTER 1
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IF WOMEN PARTICIPATED IN THE FORMALSECTOR AT EQUAL RATES AS MEN, THEREWOULD BE AN ADDITIONAL217 MILLIONWOMEN WORKING IN INDIA.
WORLD BANK DATA
48% CHOSE TO LEAVE THEIRJOBS MID CAREERCHILD REARING, INEQUITABLE DIVISION OF HOUSEHOLDRESPONSIBILITIES, SOCIAL MORES, GENDER BIAS IN THE WORKPLACE, AND SAFETY CONCERNS ARE AMONG THE MOSTPREVALENT REASONS WOMEN LEAVE THEIR JOBS.
48% WOMEN QUIT MID-CAREER
5% ONLY REACH THE TOP LAYER
92% WOMEN MANAGE ALL THEHOUSEHOLD TASKS
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GENDER GAPIN INDIA
Women’s participation in India’sworkforce shockingly low
CHAPTER 2
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ASIA’S THIRD LARGEST ECONOMY RANKED 139OUT OF 145 COUNTRIES ON THE ECONOMICPARTICIPATION AND OPPORTUNITY INDEX IN ANEW REPORT ON GENDER BY THE WORLDECONOMIC FORUM (WEF
WOMEN IN INDIA ON AVERAGE SPEND 351.9MINUTES EVERY DAY DOING HOUSEWORK,MEN SPEND JUST 51.8 MINUTES ON SUCHDUTIES: A DIFFERENCE OF 300.1 MINUTES.
INDIA’S FEMALE TO MALE RATIO IN THEIR ESTIMATED EARNEDINCOME IS 0.25—I.E. A FEMALE WORKER EARNS ONE-FOURTHOF HER MALE COUNTERPART.
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FEMALE LABOUR PARTICIPATION RATE ISVERY LOW WHEN COMPARED TO OTHERDEVELOPING COUNTRIES
These “missing women” could boost the country’sGDP by as much as 27%.
DOUBLEBURDEN
SYNDROME
A culture where both men andwomen feel that the family and
household duties are primarily thewomen’s responsibility
CHAPTER 3
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WORKING MOTHERS ARE TRAPPED IN ACYCLE OF GUILT WHERE THEY FEEL BADMOTHERS FOR GOING TO WORK AND BADWORKERS WHEN THEY PUT THEIRCHILDREN FIRST
WOMEN SPEND FAR MORE TIMEAGONIZING ABOUT THEIR JOBS ATHOME AND MORE TIME WORRYINGABOUT THEIR FAMILIES AT WORK
REASONS WHY WOMEN QUIT
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Lack of flexible work hoursDemanding work model that requiresmobility and availability all timesUnable to get proper work-life balanceLack of planning – Many women do not plantheir careerAbsence of women role modelTendency that women have lower ambitionsthan menGuilt – Women tend to feel guilt than menabout not doing either (work-life) wellenough
WAYS TO RETAIN WOMENEMPLOYEES
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Providing equal opportunityCultivating Women leadershipby offering mentoring andleadership programsCreate policies that supportwomenProject based employmentFamily-Friendly benefits