After the break: Indian companies lure women on their way back

After the break: Indian companies lure women on their way back

According to data shared exclusively with ET by JobsForHer, an online career platform for women, nearly half of Indian companies are actively hiring women who are involved in maternity, caregiver responsibilities and other personal issues. Corporates were left out of the workforce due to commitments. companies.
The COVID-19 pandemic created an equal opportunity for women looking to pursue a career despite family commitments, as it accelerated work from home. But this resulted in an increased burden of household chores for women, forcing many of them to quit their jobs and face the already pressing challenge of a leaking talent pipeline in the process.

However, efforts by corporates to recruit women who want to make a comeback have found an impetus with the easing of the pandemic, as many new roles have opened up to remote or hybrid work options. Strengthening of support infrastructure such as crches and schools has enabled women to do work and home more comfortably.

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“There is a huge war for talent and if companies are to win, they have to bring women back into the system,” said Neha Bagaria, CEO of JobsForHer. “More and more organizations are reaching out to us to help them institutionalize their comeback programs.”
38 per cent of the companies surveyed said that the women they hire are performing well in their roles.

‘Fantastic talent pool’

These companies also said that recruiters have now become more sensitive to understanding female return applicants. “It is a fantastic talent pool – the returning women are qualified with prior work experience, they have no notice period and they have a fire in their stomachs to prove themselves,” said Bagaria.

A group of companies like Axis Bank, Tata Steel, Vedanta and PwC are running special drives and coming up with new policies for the return of women. Rajkamal Vempati, Head of Human Resources, Axis Bank said, “The pandemic saw an unequal burden of household responsibilities on women. Now, as things unfold, we need to acknowledge their skills and make concerted efforts to get them back. Is.”

The leading lender is offering various flexible working models. “We are looking at hiring not only other career women but also housewives who have worked for some time and are not part of the professional circuit,” said Vempati.

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Diversified miner Vedanta has launched an initiative called ‘Ghar-Vapasi’ (homecoming) under which it is recruiting professionals across all grades and domains, and 25% of the total talent pool will be women leaders.

Vedanta’s group chief human resource officer Madhu Srivastava said it has other initiatives – such as mentoring programs and leadership training, giving women key roles – in introducing women to fast-track career paths once they resume work. helping out. Tata Steel, which has set a target of 25% diversity by 2025, is actively taking steps to add more women not only in offices but also on the shop floor, said Atreyi Sarkar, Vice President, Human Resource Management, Tata Steel. said. The company’s second career program offers work avenues in the form of project-based assignments on live projects.

In PwC, women employees can avail the ‘maintain your rating’ policy to transition back from maternity leave without landing hard in the assessment cycle. Padmaja Alaganandan, Chief Public Officer, PwC India, said, “The talent pool of women who are re-joining the workforce is a key issue on our talent diversity agenda.

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