Along with rapid technological advancements, the way people work and communicate is also changing swiftly. Organisations have undergone monumental transformations in the last few years by fostering an inclusive work culture and by rooting for gender equality, among others.
Organisations have also implemented structural changes to make women an integral part of the workforce. Companies are even going the extra mile to adapt and reform policies to foster leadership among women and offer them flexibility, freedom and power of choice.
In a conversation with
ET Panache Digital,
Amit Kumar, ED & CEO of Benling India, shares his views on the changing landscape of workplace dynamics. He explains how women can make the most of their careers as this shift happens in their companies.
Benling India is one of the key players in the Indian electric vehicle segment. It won the best EV startup of the year award 2019 at E-Mobility Week.
Bijin Jose: Gender-pay gap remains one of the primary problems that working women face. Why is that and how can it be addressed to encourage women to return to the office?
Amit Kumar: Women around the world still face a disproportionate share of unpaid care and domestic labour, such as child-rearing and household responsibilities — systemic problems that lead to lower earning potential because it prevents them from focusing on their careers with the same attention as men. It’s not just inequality of pay, it’s inequality of opportunity too.
Laws that enforce pay equity can effectively root out wage discrepancies, and ensure better frameworks are in place to achieve greater equality in the workplace. Recruiting and promoting women to leadership roles within companies also helps to reduce the pay gap, because it allows women to influence corporate culture and decision-making, including directly influencing pay grades and enforcing equity.
Bijin Jose: What should organisations do to close the gap?
Amit Kumar: To sustainably eradicate the pay gap, there needs to be a long-term strategy — over three or five years — with targets and frameworks in place that cover the employee life cycle from talent acquisition, promotions, internal education to departures. There has to be a dedicated and continued focus on diversity, equity and inclusion across the business.
Bijin Jose: What can women do to change people’s perception of women employees?
Amit Kumar: There are a number of actions that can be taken but it needs to begin with behaviour.
Observe How Your Behaviour Impacts Others
Start by being honest with yourself. Notice how your behaviour affects those around you. How do people react to you in meetings? If clients are not returning your calls, perhaps your behaviour is making them feel pressured or uncomfortable.
Up Your Visibility
Start by volunteering for high-impact projects. Look for a tough job that nobody wants to tackle, or something that has been languishing and you know is important to your boss or the company. If you see the company putting a lot of time and energy into a new idea or venture, get involved.
Seek Out Cross-Functional Opportunities
Identify opportunities with other departments that will increase your visibility, such as a project or task force that will give you a chance to see and be seen by people you wouldn’t meet otherwise.
Promote Yourself
You might be the best employee in the world, but if your contributions go unnoticed, it won’t matter. Tell success stories and celebrate accomplishments.
Seek Out Advocates
Identify advocates who will speak on your behalf. Ask your boss to publicise your work with his boss and up the corporate food chain. Look for opportunities to share your work with corporate leaders. If you work with clients or vendors outside your company, ask for their endorsement and referrals.
Personal Branding Is Vital
You are the CEO of You, Inc. You are responsible for creating your personal brand, for getting your name known, or leaving a memorable impact. You can then become an expert who is quoted in industry publications and asked to speak at seminars and meetings.
Bijin Jose: How can women leaders help a team to grow better?
Amit Kumar: The new service economy does not rely on physical strength, but skills that come easily to women, such as determination, attention to detail and measured thinking. The female brain is naturally wired for long-term strategic vision and community building.
A woman’s perception of leadership begins not with collegiate academic success. Her first big break is when she’s named to a position of power. The trajectory to female leadership starts much earlier and is defined by key influences throughout life.
Women don’t usually have a command-and-control approach like men. They believe in allowing the employees to feel good about themselves and the team and feel like they are an important part of a team. A woman can also use this skill to get information and understand others’ points of view.
Bijin Jose: What are the other issues plaguing modern women in the workplace?
Amit Kumar: Today’s society has conditioned us to believe that success is an equal number of men and women in every facet of life and that the government needs to intervene to make this happen. However, this definition is not what proves to be the most desired. A true definition should be equality of opportunity rather than equality of outcome.