The Future of Work for Indian women
It is estimated that at the current rate of change, it will take 108 years to close the gender gap and 202 years to bring about workplace parity. With mindful changes in rebalancing its workforce, India could become 27 percent richer
During a recent session at the United Nations (UN) General Assembly, UN Secretary General Antonio Guterres said, “I cannot accept a world that tells my granddaughters that gender equality must wait for their granddaughters’ granddaughters.” Unfortunately, when it comes to leadership ranks, there is one common observation worldwide— women represent a notable minority in partnerships, boards, and other senior leadership ranks. Only 6 percent of chairpersons in corporate India are women. It is estimated that at the current rate of change, it will take 108 years to close the gender gap and 202 years to bring about workplace parity.
It requires honest self-reflection to keep unconscious biases in check and continue to strive to include and be included. We should acknowledge that there indeed are differences between men, women, cultures and generations in the working environment. It is not about what (or who) is better or worse, but rather acknowledging, embracing and respecting these differences in order to create the best possible outcomes for clients, employees and society.
In the jobs of the future, non-routine tasks will require human skills like problem-solving, communication, listening, interpretation and design. While popular opinion already attributes women with better listening skills, a recent study among 15 year old students by The Organisation for Economic Co-operation and Development (OECD) showed that women are better than men at problem-solving in teams in every one of the 52 countries surveyed. So the forthcoming generation of women stands poised to use the very skills that will be required.
Inclusion has dominated corporate agendas for too long to be called a buzzword anymore. While the focus is not new, the time is ripe to renew it and go all in for inclusion. Not doing so will mean hitting the pause button in your strategic growth.
The author is Partner and Chief Talent Officer at Deloitte India.