According to a report by Pure Storage and Zinnov, the proportion of women in executive positions within GCCs stands at a mere 6.7%, indicating a significant decrease in the available talent pool of women as they progress in their careers. At the senior level, defined as having 9-12 years of experience, the representation of women was reported to be 15.7%. India boasts nearly 1,600 GCCs, with the addition of 2.8 lakh employees in 2022-23, bringing the total talent base to over 1.6 million. The report identifies family and caregiving responsibilities, limited opportunities for career advancement and leadership, and challenges with work-life balance as key factors contributing to women’s attrition.
Vidya Munirathnam, HR head of Lowe’s India, attributes the skill gap and difficulty in upskilling after a maternity break as reasons for women leaving the workforce. “When a woman comes back from maternity leave, which is usually for 6 months, they find that suddenly things have changed from a technology point of view. Most organizations are undergoing a tech transformation where legacy systems are being replaced with more updated platforms. There is a skill gap, and many a time, they find it easier to just quit than figure a way to upskill,” she said.
At Lowe’s India, the proportion of women decreases from 60% at the junior level to 28% at the vice-president level and beyond. Likewise, at Thales India, women occupying senior manager and higher positions make up less than 20%, even though the organization’s overall ratio is 31%. Sekhar Sahay, HR head at Thales India, acknowledges the challenge of challenging societal norms globally, despite implementing flexible HR policies such as hybrid work.
Companies are implementing various programmes to support women returning from career breaks and to boost their confidence in taking up senior roles. Ushashri Tirumala, executive vice president and general manager at Manhattan Associates, believes that connecting women with successful female role models is crucial for retaining and developing women associates.
(With TOI inputs)