The study covers five multinational companies, i.e., INFOSYS, WIPRO, IBM, SAP LABS and GOOGLE. After the study of the policies of the companies mentioned above, I have generated the following report with recommendations.
Women constitute the largest number among the protected classes. In1995, they accounted for over 46% of all workers and 48% of all positions in management and professional occupations. Definitely a dramatic increase from 34% in the 1980s. Women of the Hispanic and Asian origin increased their labor-force participation by 80% between 1990 and 2005. Furthermore, women still encounter difficulties in landing the better-paying jobs that have been traditionally performed by men, particularly in rising to positions of top managerial responsibility.
Contrary to a once common belief, most women do not go to work merely to get out of the house or to fulfill psychological needs. Like men, they work for varying reasons, but primarily because of economic necessity. In recent years, over 60% of all women in the workforce have been responsible for supporting themselves, and three out of five of them are heads of households. While approximately 59% of all women work, the participation rate of working mothers is significantly higher. Almost 80% of mothers with school-age children (that is, ages 6 to 17) are employed in some capacity. In many cases, these women have the employment disadvantage of having completed, on average, fewer years of school than married women not in the workforce, and they are concentrated in lower-skilled, lower-paying jobs.
A major employment obstacle for women is the stereotyped thinking that persists within our society. Still another barrier has been that women in the past were not as likely as men to have professional training and preparation for entrance or advancement into management position.
[...] DESIGN OF THE STUDY: Title of the study: “Comparative study on the policies to support the women workforce in multinationals.” Objectives of the study: To report industry practices on women's employment in MNCs and policies affecting women work force. Scope of the study: Benchmark data on employment of women in MNC's workforce Primary reasons for attrition among women Initiatives taken by the corporates to support women employment, work-life balance. Facilities provided by the company for women employees. METHODOLOGY . a. [...]
[...] Strategy Program or Policy Time-based strategies Flextime Job sharing Part-time work Leave for new parents Telecommuting Closing plants/offices for special occasions Information-based strategies Intranet work / life Web site Relocation assistance Eldercare resources Money-based strategies Vouchers for child care Flexible benefits Adoption assistance Discounts for child care tuition Leave with pay Direct Services On-site child care Emergency back-up care On-site health/beauty services Concierge services Take dinners ELIMINATING BARRIERS TO ADVANCEMENT Women in management have been at a disadvantage because they were not part of the so-called good old boys' network; an informal network of interpersonal relationships that has traditionally provided a means for senior (male) members of the organization to pass along news of advancement opportunities and other career tips to junior (male) member. [...]
[...] The men to women ratio is the companies is found to be 50: A major employment obstacle for women is the stereotyped thinking that persists within our society In the companies where a comparative study was conducted it was observed that they have various policies for women welfare that is unique in nature In spite of the various facilities given to women employees, the attrition rate still exists. RECOMMENDATIONS: Some of the facilities could be: 1. Ensure that women receive frequent and specific feedback on their job performance. [...]
[...] On time initiatives are maintained so that the employees can come on time in the morning and leave on time, such that work life balance is maintained. Equal opportunities are given to women and higher responsibilities are also given depending on the performance. WIPRO: It is the policy of the Company to hire, train, promote, compensate, and administer all employment practices without regard to race, color, sex, age, veteran status, marital status, religion, sexual orientation, caste, national origin, or medical condition and/or disability unrelated to the ability to perform a job, or on account of membership or non-membership in any protected category under state laws. [...]
[...] A compressed work week involves working full-time hours in four days in order to provide a longer weekend and more time for leisure activities. Job sharing involves two people splitting one job so adequate support is given to each employee and the responsibilities are balanced. Working at home can also provide a more comfortable and convenient work environment. Another element of the work life balance strategy is to have the company review the work-life balance of their employees on a regular basis. [...]
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