‘Women candidates only apply’

One hundred high-stake positions at Robert Bosch Engineering and Business Solutions will have new faces. All through May, the company has been screening candidates to fill these positions, which is out of bounds for men.

Such instances of organisations seeking to increase women’s participation in the workforce are on the rise.

Hitachi Systems Micro Clinic will be increasing its workforce by 20% this year. Half the number of the new recruits will be women. DBS Bank has initiated two unique programmes: “Gift Her A Job”, a woman-centric referral programme; and “Hacker in Her”, a move to recruit women who could take care of the technological side of the business.

At Hinduja Global Solutions (HGS), women account for 40% of the workforce. Last year, Avtar I-Win carried out recruitment drives for 20 companies, placing close to 10,000 women in different sectors.

In March, SpiceJet held a two-day drive to induct women as pilots.

Targeted recruitment drives help increase the number of women in organisations at a much higher pace than what the company could hope to achieve through regular hiring exercises, says Anjali Gulati, founder-director, People Konnect, a Mumbai-based HR solutions provider.

Some companies ensure greater representation of women in their workforce by giving hiring consultants an extra fee for bringing on board women candidates who fit the requirements of respective roles, she says.

Significantly, while hiring to fill roles set aside for women, some companies give preference for new mothers seeking to restart their careers.

When online portal JobsForHer organised a recruitment drive on Women's Day this year, 10 companies participated in it. A majority of them were screening the list of candidates to find those who would fit in with their returning-mom programmes.

Different perspectives

“A diverse workforce brings different perspectives that can benefit an organisation,” says James Job, vice president – Talent Acquisition, HGS.

Saundarya Rajesh, founder, Avtar Group, says discerning organisations are sold on the concept of gender balance.

A clear edge

According to DDI’s Global Leadership Forecast 2018 on ‘Research insights to fuel your people strategy’, companies that have reached an above-average level of gender diversity (at least 30 percent) and at the senior-level (more than 20 percent), outperform diversity laggards in key leadership and business outcomes.

Diversity-leading organisations are said to have higher-quality leadership, faster growth and are more agile than their more homogenous counterparts. They are more likely to experiment and embrace failure in pursuit of different and innovative approaches.

Does gender-diversity recruiting bring in the expected rewards?

Saundarya says for organisations to experience the benefits of diversity they must be inclusive. They must sustain participation of both genders at all levels of the organisation.

“An inclusive organisation is where peoples’ values are appreciated and valued. First focus on inclusion and then diversity,” says Saundarya.

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Printable version | Nov 29, 2020 8:05:19 PM |

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