Kalpana Margabandhu, Director, Websphere Development, IBM, said maintaining women in almost all verticals has become a business imperative to understand the needs of a wider customer base that include a large number of women.
To you and me, that means hiring more women makes good business sense. Is this an instrumentalist argument for women’s financial independence and empowerment? Perhaps, but that doesn’t mean it should be discounted.
“We find our women employees stable and committed,” said Sunita Rebecca Cherian, General Manager, Talent Engagement and Development, Wipro Technologies.
The attrition rate of women employees was comparatively lower than that of men, she said.
“Our exit analysis indicates that most women leave due to personal reasons like setting up a family or relocating with their family or to provide a support system at home.”When women step back and re-prioritise to fulfil these personal commitments, companies tread that “extra mile” and extend innovative and personalised support, she said.
Essentialism or experience? Seems a bit of both. It’s good to see that MNCs are promoting their flexi-time policies here, which does seem quite innovative. However, it’s probable that these policies are used more by women than men wishing to stay competitive, and may be looked down upon for taking advantage of them–if not officially, then in the informal work atmosphere (see Feministing for more).
Related posts:
