44
GENDER PARITY INDEX A TOOLKIT TO EVALUATE GENDER DIVERSITY & EMPOWERMENT OF WOMEN IN THE FORMAL SECTOR IN INDIA Report on Results of the Survey 2017-18
GENDER PARITY INDEX
A TOOLKIT TO EVALUATE GENDER DIVERSITY & EMPOWERMENT OF WOMEN
IN THE FORMAL SECTOR IN INDIA
ReportonResultsoftheSurvey2017-18
Foreword . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
AboutFLO . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
1. GenderParityintheFormalSector-SettingtheContext . . . . . . . . . . . . . . . . . . . . . . . 4
2. GenderParityIndex2017-18 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Approach&MeasurementofPerformanceontheGPIRatingScale . . . . . . . . . . . . . 7
3. ResultsoftheSurvey . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
SummaryResults . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
4. Dimension-wiseAnalysisofResults . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
DimensionA:SettingtheTone@theTop. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
DimensionB:EmploymentandCareerProgression . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
DimensionC:WorkplaceEnvironment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
DimensionD:SeniorManagement&BoardDiversity . . . . . . . . . . . . . . . . . . . . . . . . . 19
DimensionE:WomenFriendlyPoliciesIncludingHealth&Safety. . . . . . . . . . . . . 21
DimensionF:GenderSensitisation&SexualHarassment . . . . . . . . . . . . . . . . . . . . . 24
NumberofWomenEmployedbyRespondentOrganisations . . . . . . . . . . . . . . . . . . 28
TypesofRespondentOrganisations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Age-wiseAnalysisofRespondentOrganisations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
IndustryClassi�icationofRespondents. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
5. Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
Contents
Foreword . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
AboutFLO . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
1. GenderParityintheFormalSector-SettingtheContext . . . . . . . . . . . . . . . . . . . . . . . 4
2. GenderParityIndex2017-18 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
Approach&MeasurementofPerformanceontheGPIRatingScale . . . . . . . . . . . . . 7
3. ResultsoftheSurvey . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
SummaryResults . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
4. Dimension-wiseAnalysisofResults . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
DimensionA:SettingtheTone@theTop. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
DimensionB:EmploymentandCareerProgression . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
DimensionC:WorkplaceEnvironment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
DimensionD:SeniorManagement&BoardDiversity . . . . . . . . . . . . . . . . . . . . . . . . . 19
DimensionE:WomenFriendlyPoliciesIncludingHealth&Safety. . . . . . . . . . . . . 21
DimensionF:GenderSensitisation&SexualHarassment . . . . . . . . . . . . . . . . . . . . . 24
NumberofWomenEmployedbyRespondentOrganisations . . . . . . . . . . . . . . . . . . 28
TypesofRespondentOrganisations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Age-wiseAnalysisofRespondentOrganisations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
IndustryClassi�icationofRespondents. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
5. Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36
Contents
Foreword
IthankPastPresidentVinitaBimbhetintakingtheleadinputtingthistogether.And
itisourpleasuretopresentIndia's�irst,TheFLOGenderParityIndex.Itis
Invaluabledataandessentialforourcountrytomoveforwardintherightdirection.
BestWishes,
PinkyReddy
President,FLO
1
Foreword
IthankPastPresidentVinitaBimbhetintakingtheleadinputtingthistogether.And
itisourpleasuretopresentIndia's�irst,TheFLOGenderParityIndex.Itis
Invaluabledataandessentialforourcountrytomoveforwardintherightdirection.
BestWishes,
PinkyReddy
President,FLO
1
FICCI LADIES ORGANISATION • FLOisthewomenwingoftheFederationofIndianChamberofCommerce&
Industry(FICCI).
• AnallIndiaforumforwomen,FLOhasitsheadquartersinNewDelhi,with15
chapterscoveringdifferentgeographicalregionsofIndia.
• FLOrepresentsover6000womenentrepreneursandprofessionals.
• Withover35yearsofexperience,FLOhasbeenpromotingentrepreneurship
andprofessionalexcellenceamongwomenthroughworkshops,seminars,
conferences,trainingandcapacitybuildingprogrammesetc.
• Theobjectiveoftheorganizationistoencourageandfacilitatewomento
showcasetheirtalents,skills,experiencesandenergiesacrosssectorsand
verticalsoftheeconomy,foratrulyinclusiveeconomicgrowthtrajectory.
Foreword
“Wecanhavedatawithoutinformationbutwecannothaveinformationwithout
data,”DanielKeysMoranoncesaid.
April2017sawthereleaseofTheFLOGenderParityIndex,atoolkittoevaluate
genderdiversityandempowermentofwomenintheformalsectorofIndia.And
nowwearedelightedtopresentthereportontheresultsofthesurvey.
Dataiscriticalforcreatingeffectivepublicpolicy;statesneedtospendasigni�icant
amountoftimeextractingempiricaldataonthesocialandeconomicstatusofits
people.Inits35yearsFLOhasworkedtirelesslytowardsGettingWomentoEqual
inseveralways.Throughitsbusinesscells,trainingprogramsandresearch
publicationssuchasthis.Thisdatashallprovidevaluablecontributionintracking
bestpracticesandanintrospectionforoganisationsthatdidnotperformwellin
thissurveyandaneffortatfurtherimprovementbyothers.
Iwouldliketothankalltherespondentsformakingthisvaluablecontributionby
participatinginthesurvey.IwouldalsoliketothankFLOPresidentPinkyReddy
andImmediatePastPresidentVasviBharatRamfortheirsupport.Andmost
importantly,aheartfeltthankyoutoalltheFLOmembersfromacrossIndia,who
spentsomuchoftheirtimespeakingtoorganisationsandinsomecasesconvincing
themtoparticipateinthissurvey.
VinitaBimbhet
PastPresident
FLO
We work with women at 3 levels
Methodology used: v AwarenessProgrammes
v Long-TermProjects
v PolicyAdvocacy
v ConsultancyServices
v Training
v Recognition&Mentoring
v Research&Publications
v InternationalConnections
The GPI Survey was administered by FLO in collaboration with Thought Arbitrage Research Institute(TARI),whoassistedincollatingandcriticalanalysisofthesurveyresults.Formore information onTARI, pleasevisittheirwebsite www.tari.co.in
32
FICCI LADIES ORGANISATION • FLOisthewomenwingoftheFederationofIndianChamberofCommerce&
Industry(FICCI).
• AnallIndiaforumforwomen,FLOhasitsheadquartersinNewDelhi,with15
chapterscoveringdifferentgeographicalregionsofIndia.
• FLOrepresentsover6000womenentrepreneursandprofessionals.
• Withover35yearsofexperience,FLOhasbeenpromotingentrepreneurship
andprofessionalexcellenceamongwomenthroughworkshops,seminars,
conferences,trainingandcapacitybuildingprogrammesetc.
• Theobjectiveoftheorganizationistoencourageandfacilitatewomento
showcasetheirtalents,skills,experiencesandenergiesacrosssectorsand
verticalsoftheeconomy,foratrulyinclusiveeconomicgrowthtrajectory.
Foreword
“Wecanhavedatawithoutinformationbutwecannothaveinformationwithout
data,”DanielKeysMoranoncesaid.
April2017sawthereleaseofTheFLOGenderParityIndex,atoolkittoevaluate
genderdiversityandempowermentofwomenintheformalsectorofIndia.And
nowwearedelightedtopresentthereportontheresultsofthesurvey.
Dataiscriticalforcreatingeffectivepublicpolicy;statesneedtospendasigni�icant
amountoftimeextractingempiricaldataonthesocialandeconomicstatusofits
people.Inits35yearsFLOhasworkedtirelesslytowardsGettingWomentoEqual
inseveralways.Throughitsbusinesscells,trainingprogramsandresearch
publicationssuchasthis.Thisdatashallprovidevaluablecontributionintracking
bestpracticesandanintrospectionforoganisationsthatdidnotperformwellin
thissurveyandaneffortatfurtherimprovementbyothers.
Iwouldliketothankalltherespondentsformakingthisvaluablecontributionby
participatinginthesurvey.IwouldalsoliketothankFLOPresidentPinkyReddy
andImmediatePastPresidentVasviBharatRamfortheirsupport.Andmost
importantly,aheartfeltthankyoutoalltheFLOmembersfromacrossIndia,who
spentsomuchoftheirtimespeakingtoorganisationsandinsomecasesconvincing
themtoparticipateinthissurvey.
VinitaBimbhet
PastPresident
FLO
We work with women at 3 levels
Methodology used: v AwarenessProgrammes
v Long-TermProjects
v PolicyAdvocacy
v ConsultancyServices
v Training
v Recognition&Mentoring
v Research&Publications
v InternationalConnections
The GPI Survey was administered by FLO in collaboration with Thought Arbitrage Research Institute(TARI),whoassistedincollatingandcriticalanalysisofthesurveyresults.Formore information onTARI, pleasevisittheirwebsite www.tari.co.in
32
1. GenderParityintheFormalSector–SettingtheContextWomenaccountforhalfthepopulationintheworldandthereforehalfofthegloballaboursupply.
Despitethiswomenlagbehindineconomicparticipationandopportunity.Downtheagesdueto
social,religiousandotherconstraintswomenhavebeenunable tobeequalparticipants in the
economy – they have faced obstacles in obtaining appropriate work, dif�iculties in
advancements, unequal pay for the same workand consequentlyunequal representation in
leadershipanddecisionmakingroles.
AccordingtolatestavailableWorldBank/ ILOestimates, thefemalelabour forceparticipation
(FLFP)rateacrosstheworldaveragedat53.9%in2017asagainstmalelabourforceparticipation
of80.6%amongpopulationintheagegroupof15-64years.
TheGlobalGenderGapReport20162(GGGR)
�inds that there isanaveragegap of31.7%
thatremains tobeclosedworldwideacross
thefourdimensionsoftheindex inorderto
achieve universal gender parity. In the
economicparticipationandopportunitysub-
indexonly59%ofthegaphasbeenclosed.
Statistics presented show that no country
has yet closed the gender gap on any
parameter, be it economic participation,
education,healthorpoliticalparticipation, thoughperformance ineconomicparticipationand
politicalparticipationarethemostabysmal.
InIndiatheFLFPratestandsat28.7%in2017aslightdipfrom28.9%in2016.Since1990(from
whendata is available,when itwas36.8%) it reached its lowestpoint in2000 at35.7% and
thereafter after peaking at 38.8% in 2005 it has seen a steady decline. The corresponding
numbers formale labourforceparticipationratesare81.7% in2017and2016,85.7%in2005,
84.9%in2000and86.6%in1990.Thesenumbershavealsofallenovertheyears,buttoasmaller
extent.Furthermore,MLFPrates in Indiaaremarginallyhigher than theglobalaverage,while
FLFPratesarealmosthalfoftheglobalaverage.
All thingsheldequal,withcurrent trends,theoverallglobalgendergapcanbeclosedin83
yearsacrossthe107countriescoveredsincethe
inception of the Report— just within thestatisticallifetimeofbabygirlsborntoday.
However,themostchallenginggendergaps
remainintheeconomicsphereandinhealth.At the current rate of change,andgiven the
wideningeconomicgendergapsincelastyear,itwillnotbeclosedforanother170years.
-GlobalGenderGapReport2017:WEF-
2WorldEconomicForum -TheGlobalGender Gap Report 2016
Source:https://data.worldbank.org/indicator/SL.TLF.ACTI.FE.ZS?end=2017&locations=IN&start=1990&view=chart
Among the 144 countries included the 2016 Global Gender Gap report India stands at 87th
positionwithascoreof0.683,where1isthescoreforparity.Intheeconomicparticipationand
opportunitysub-indexIndiaisat136thpositionwithascoreof0.408,onlyslightlyupfrom0.397
in2006 whenthis report �irst cameout.This sub-index measures amongother variables, the
wageequalitybetweenwomenandmenforsimilarwork–Indiaranks103rdunderthisvariable.
DuringherrecentvisittoIndiaAnnetteDixon,theWorldBank’svicepresident fortheSouthAsia
regionsaid thatIndiacanimproveitseconomicgrowthratebyatleast1.5percentagepoints if
50%ofitswomenjointheworkforce.Givencurrentparticipationrates,thepotentialforgrowth
isclearlyhuge.
Apart fromtheself-seekingeconomicgains tobemade fromencouragingwomentoenter the
workforce,�inanciallyempoweredwomentendinvestmoreinfamiliescomparedwithmen-this
whilecontinuingtofacetheburdenofdomesticresponsibilities.
Theconversationhas tobethereforeacontinuingonewithinandoutside families.Younggirls
mustbesupported intheirchoices—evensocially“unconventional”onessuchas�ighterpilot,a
securityguardoranentrepreneur. Theyshouldbeabletocon�identlyenterscience,technology,
engineeringandmathematics(STEM)�ieldsasmuchastheirmalecounterparts.
Thissupportandcon�idencewillaffordagrowthpathtowardsleadershipanddecisionmaking
roles.Womeninleadershiprolesarerolemodelsandmentorsforotherwomen.Theyin�luence
policy,provideadifferentperspective,attractadiverseworkforce,positivelyimpactingwomen
andmenintheadvancementoftheircareers,payparity,genderneutralpoliciesetc.
-
10.0
20.0
30.0
40.0
50.0
60.0
70.0
80.0
90.0
100.0
199
0
199
1
199
2
199
3
199
4
199
5
199
6
199
7
199
8
199
9
200
0
200
1
200
2
200
3
200
4
200
5
200
6
200
7
200
8
200
9
201
0
201
1
201
2
201
3
201
4
201
5
201
6
201
7
LABOURFORCEPARTICIPATIONRATESININDIA(%offemale/malepopulation ages15-64) (modelled ILOestimate)
FLFPRates MLFPRates
54
1. GenderParityintheFormalSector–SettingtheContextWomenaccountforhalfthepopulationintheworldandthereforehalfofthegloballaboursupply.
Despitethiswomenlagbehindineconomicparticipationandopportunity.Downtheagesdueto
social,religiousandotherconstraintswomenhavebeenunable tobeequalparticipants in the
economy – they have faced obstacles in obtaining appropriate work, dif�iculties in
advancements, unequal pay for the same workand consequentlyunequal representation in
leadershipanddecisionmakingroles.
AccordingtolatestavailableWorldBank/ ILOestimates, thefemalelabour forceparticipation
(FLFP)rateacrosstheworldaveragedat53.9%in2017asagainstmalelabourforceparticipation
of80.6%amongpopulationintheagegroupof15-64years.
TheGlobalGenderGapReport20162(GGGR)
�inds that there isanaveragegap of31.7%
thatremains tobeclosedworldwideacross
thefourdimensionsoftheindex inorderto
achieve universal gender parity. In the
economicparticipationandopportunitysub-
indexonly59%ofthegaphasbeenclosed.
Statistics presented show that no country
has yet closed the gender gap on any
parameter, be it economic participation,
education,healthorpoliticalparticipation, thoughperformance ineconomicparticipationand
politicalparticipationarethemostabysmal.
InIndiatheFLFPratestandsat28.7%in2017aslightdipfrom28.9%in2016.Since1990(from
whendata is available,when itwas36.8%) it reached its lowestpoint in2000 at35.7% and
thereafter after peaking at 38.8% in 2005 it has seen a steady decline. The corresponding
numbers formale labourforceparticipationratesare81.7% in2017and2016,85.7%in2005,
84.9%in2000and86.6%in1990.Thesenumbershavealsofallenovertheyears,buttoasmaller
extent.Furthermore,MLFPrates in Indiaaremarginallyhigher than theglobalaverage,while
FLFPratesarealmosthalfoftheglobalaverage.
All thingsheldequal,withcurrent trends,theoverallglobalgendergapcanbeclosedin83
yearsacrossthe107countriescoveredsincethe
inception of the Report— just within thestatisticallifetimeofbabygirlsborntoday.
However,themostchallenginggendergaps
remainintheeconomicsphereandinhealth.At the current rate of change,andgiven the
wideningeconomicgendergapsincelastyear,itwillnotbeclosedforanother170years.
-GlobalGenderGapReport2017:WEF-
2WorldEconomicForum -TheGlobalGender Gap Report 2016
Source:https://data.worldbank.org/indicator/SL.TLF.ACTI.FE.ZS?end=2017&locations=IN&start=1990&view=chart
Among the 144 countries included the 2016 Global Gender Gap report India stands at 87th
positionwithascoreof0.683,where1isthescoreforparity.Intheeconomicparticipationand
opportunitysub-indexIndiaisat136thpositionwithascoreof0.408,onlyslightlyupfrom0.397
in2006 whenthis report �irst cameout.This sub-index measures amongother variables, the
wageequalitybetweenwomenandmenforsimilarwork–Indiaranks103rdunderthisvariable.
DuringherrecentvisittoIndiaAnnetteDixon,theWorldBank’svicepresident fortheSouthAsia
regionsaid thatIndiacanimproveitseconomicgrowthratebyatleast1.5percentagepoints if
50%ofitswomenjointheworkforce.Givencurrentparticipationrates,thepotentialforgrowth
isclearlyhuge.
Apart fromtheself-seekingeconomicgains tobemade fromencouragingwomentoenter the
workforce,�inanciallyempoweredwomentendinvestmoreinfamiliescomparedwithmen-this
whilecontinuingtofacetheburdenofdomesticresponsibilities.
Theconversationhas tobethereforeacontinuingonewithinandoutside families.Younggirls
mustbesupported intheirchoices—evensocially“unconventional”onessuchas�ighterpilot,a
securityguardoranentrepreneur. Theyshouldbeabletocon�identlyenterscience,technology,
engineeringandmathematics(STEM)�ieldsasmuchastheirmalecounterparts.
Thissupportandcon�idencewillaffordagrowthpathtowardsleadershipanddecisionmaking
roles.Womeninleadershiprolesarerolemodelsandmentorsforotherwomen.Theyin�luence
policy,provideadifferentperspective,attractadiverseworkforce,positivelyimpactingwomen
andmenintheadvancementoftheircareers,payparity,genderneutralpoliciesetc.
-
10.0
20.0
30.0
40.0
50.0
60.0
70.0
80.0
90.0
100.0199
0
199
1
199
2
199
3
199
4
199
5
199
6
199
7
199
8
199
9
200
0
200
1
200
2
200
3
200
4
200
5
200
6
200
7
200
8
200
9
201
0
201
1
201
2
201
3
201
4
201
5
201
6
201
7
LABOURFORCEPARTICIPATIONRATESININDIA(%offemale/malepopulation ages15-64) (modelled ILOestimate)
FLFPRates MLFPRates
54
Itis in thiscontextthat FICCILadiesOrganisation (FLO)developeda �irstofitskind index to
measure theextentofgenderparityinorganisations intheformalsectorinIndia.Theinitiative
isalignedwithFLO’sobjectivesofa trulyinclusivegrowthtrajectoryforwomeninindustry. If
inclusivegrowthistheobjective,thenhalfofthepopulationcannotbeleftbehind.
AfterthelaunchandrolloutoftheGPIToolkitinApril2017,FLOandTARIbegan theprocessof
implementingtheindexinJune2017.Thequestionnairewasmadeavailableontheonlinesurvey
toolSurveyMonkey,afterwhichorganisations wereinvited toparticipate in thesurvey.FLO
receivedaverypositiveandenthusiasticresponse fromalargenumberoforganisations cutting
acrosssize,industry,regionandage.
The survey was closed on Survey Monkey in February 2018. Through this entire time, the
responsesofindividualrespondentsweredownloaded,collated,cleaneduptofacilitateanalysis,
criticallyanalysedand thenscoredinaccordancewiththescoringmethodprovidedintheGPI
Toolkit.
ThisexercisewascompletedbytheendofMarch2018andtopscoringrespondentsidenti�iedfor
themaiden FLOGenderParityIndexaward.Therespondents whowererated “Excellent”and
“Good”ontheGPIratingscalewerecerti�iedasa “PreferredWorkplaceforWomen”andwere
givenalogotobeusedbeintheircommunicationandotherbrandingmaterial.
Byparticipatinginthissurvey,therespondentshavemadeavaluablecontributioninaprojectto
track best practices in industry on gender matters. The results are expected to lead to
organisationalintrospectionamongthosethathavenotperformedaswellasothersandaneffort
atimprovementevenbyhigh-rankingperformers.
The ultimate goal is a collectivemovement toward making workplacesmore inclusive and
woman-sensitive,agoalthatFLOiscon�identitshareswithallcurrentandfutureparticipantsin
thesurvey.
2. GenderParityIndex2017-18Theindexandtoolkitwererolledoutforimplementationacrossthecountryafterlaunchbythe
Finance Minister in April 2017. FLOinvited responses fromorganizations across India to an
onlinesurveysoonafter the launch.The resultsof thissurveygive interesting insightsacross
variousdimensionsofthesurvey,whicharesummarised inthefollowingpages.
Theawardforthebestperformeronthe “GenderParityIndexfortheFormalSectorin India”
(GPI)wasgivenawayatFLO’sAnnualGeneralMeetingheldonApril5,2018,whichwaspresided
overbytheHonourablePresidentofIndiaMr.RamNathKovind,whowasChiefGuestattheevent.
Approach&Measurement ofPerformanceontheGPIRatingScaleTheFLOframeworkforevaluatinggenderparitymeasured indicatorsaround6dimensions to
produceanoverallscoreforanorganisationontheindex.
The index provides an overall rating to organisations and a score under each dimension in
accordancewiththefollowingratingscale:
Upto1 Upto2 Upto3 Upto4NeedsSigni�icantImprovement
Average Good Excellent
Theoverallscoreonthe indexis thesumofthescoresofall6dimensionsAtoF,whichmeans
thattheoverallscoreintheindexcanrangefrom0to24.Surveyresponseswereanalysedbased
onthesedimension-wisescores.
The�inalratingisbasedonthescalebelow:
76
Itis in thiscontextthat FICCILadiesOrganisation (FLO)developeda �irstofitskind index to
measure theextentofgenderparityinorganisations intheformalsectorinIndia.Theinitiative
isalignedwithFLO’sobjectivesofa trulyinclusivegrowthtrajectoryforwomeninindustry. If
inclusivegrowthistheobjective,thenhalfofthepopulationcannotbeleftbehind.
AfterthelaunchandrolloutoftheGPIToolkitinApril2017,FLOandTARIbegan theprocessof
implementingtheindexinJune2017.Thequestionnairewasmadeavailableontheonlinesurvey
toolSurveyMonkey,afterwhichorganisations wereinvited toparticipate in thesurvey.FLO
receivedaverypositiveandenthusiasticresponse fromalargenumberoforganisations cutting
acrosssize,industry,regionandage.
The survey was closed on Survey Monkey in February 2018. Through this entire time, the
responsesofindividualrespondentsweredownloaded,collated,cleaneduptofacilitateanalysis,
criticallyanalysedand thenscoredinaccordancewiththescoringmethodprovidedintheGPI
Toolkit.
ThisexercisewascompletedbytheendofMarch2018andtopscoringrespondentsidenti�iedfor
themaiden FLOGenderParityIndexaward.Therespondents whowererated “Excellent”and
“Good”ontheGPIratingscalewerecerti�iedasa “PreferredWorkplaceforWomen”andwere
givenalogotobeusedbeintheircommunicationandotherbrandingmaterial.
Byparticipatinginthissurvey,therespondentshavemadeavaluablecontributioninaprojectto
track best practices in industry on gender matters. The results are expected to lead to
organisationalintrospectionamongthosethathavenotperformedaswellasothersandaneffort
atimprovementevenbyhigh-rankingperformers.
The ultimate goal is a collectivemovement toward making workplacesmore inclusive and
woman-sensitive,agoalthatFLOiscon�identitshareswithallcurrentandfutureparticipantsin
thesurvey.
2. GenderParityIndex2017-18Theindexandtoolkitwererolledoutforimplementationacrossthecountryafterlaunchbythe
Finance Minister in April 2017. FLOinvited responses fromorganizations across India to an
onlinesurveysoonafter the launch.The resultsof thissurveygive interesting insightsacross
variousdimensionsofthesurvey,whicharesummarised inthefollowingpages.
Theawardforthebestperformeronthe “GenderParityIndexfortheFormalSectorin India”
(GPI)wasgivenawayatFLO’sAnnualGeneralMeetingheldonApril5,2018,whichwaspresided
overbytheHonourablePresidentofIndiaMr.RamNathKovind,whowasChiefGuestattheevent.
Approach&Measurement ofPerformanceontheGPIRatingScaleTheFLOframeworkforevaluatinggenderparitymeasured indicatorsaround6dimensions to
produceanoverallscoreforanorganisationontheindex.
The index provides an overall rating to organisations and a score under each dimension in
accordancewiththefollowingratingscale:
Upto1 Upto2 Upto3 Upto4NeedsSigni�icantImprovement
Average Good Excellent
Theoverallscoreonthe indexis thesumofthescoresofall6dimensionsAtoF,whichmeans
thattheoverallscoreintheindexcanrangefrom0to24.Surveyresponseswereanalysedbased
onthesedimension-wisescores.
The�inalratingisbasedonthescalebelow:
76
GPI(SumofScoresDimensionAtoF)
Upto6 Upto12 Upto18 Upto24NeedsSigni�icantImprovement
Average Good Excellent
3. ResultsoftheSurveySummaryResults Theresultsofthesurveyarebroadlysummarised inthefollowingpiediagram:
Amajorityofrespondents (51%)scoredbetween12and18ontheGPIrating scaletoberated
“Good.”Only2%obtainedan “Excellent”rating,while40%wereratedaverageand7%needed
signi�icantimprovement.
Excellent2%
Good51%
Average40%
NeedsSigni�icantImprovement
7%
OVERALLGPIRATINGS
4. Dimension-wiseAnalysisofResults
DimensionA:SettingtheTone@theTopDimension Ameasures theseriousness withwhichmanagement considers the importance of
genderparityparticularlywithregardtotheirownemployees.Itincludesexternalandinternal
communications, business relationships with women owned enterprises and organisational
externalsocialresponsibilityorCSR/diversityinitiatives.
ComponentsofDimensionA
Component ComponentDescription
A SETTINGTHETONEATTHETOP
A.1 BusinessCaseforGenderParityandEmpowermentofWomen
A.2 External&InternalCommunications
A.3 BusinessRelationshipswithWomenOwnedEnterprises
A.4 ExternalSocialResponsibility(orCSR/Diversityetc.)Initiatives
Mostorganisationshavebeenidenti�iedasaverageperformers(48%)andonly36%wererated
good.12%neededsigni�icantimprovementwhileonly4%ofrespondentswereexcellent.
The excellent performers included listed companies, subsidiaries of foreign companies and
unlistedcompaniesinalmostequalnumbers.Thegoodperformersweremostlylistedcompanies
(45%)–this maybeattributed to requirements ofstatutory complianceswherepolicies and
practicesneedtobewellde�ined.
4%
48%
25%
3%
15%18%
36%32%
42%
32% 32% 31%
48%
17%
28%
55%
42%
24%
12%
3% 4%
10% 10%
27%
0%
10%
20%
30%
40%
50%
60%
DIMA DIMB DIMC DIMD DIME DIMF
OverallDimension-wiseRatings
Excellent Good Average NeedsSigni�icantImprovement
98
GPI(SumofScoresDimensionAtoF)
Upto6 Upto12 Upto18 Upto24NeedsSigni�icantImprovement
Average Good Excellent
3. ResultsoftheSurveySummaryResults Theresultsofthesurveyarebroadlysummarised inthefollowingpiediagram:
Amajorityofrespondents (51%)scoredbetween12and18ontheGPIrating scaletoberated
“Good.”Only2%obtainedan “Excellent”rating,while40%wereratedaverageand7%needed
signi�icantimprovement.
Excellent2%
Good51%
Average40%
NeedsSigni�icantImprovement
7%
OVERALLGPIRATINGS
4. Dimension-wiseAnalysisofResults
DimensionA:SettingtheTone@theTopDimension Ameasures theseriousness withwhichmanagement considers the importance of
genderparityparticularlywithregardtotheirownemployees.Itincludesexternalandinternal
communications, business relationships with women owned enterprises and organisational
externalsocialresponsibilityorCSR/diversityinitiatives.
ComponentsofDimensionA
Component ComponentDescription
A SETTINGTHETONEATTHETOP
A.1 BusinessCaseforGenderParityandEmpowermentofWomen
A.2 External&InternalCommunications
A.3 BusinessRelationshipswithWomenOwnedEnterprises
A.4 ExternalSocialResponsibility(orCSR/Diversityetc.)Initiatives
Mostorganisationshavebeenidenti�iedasaverageperformers(48%)andonly36%wererated
good.12%neededsigni�icantimprovementwhileonly4%ofrespondentswereexcellent.
The excellent performers included listed companies, subsidiaries of foreign companies and
unlistedcompaniesinalmostequalnumbers.Thegoodperformersweremostlylistedcompanies
(45%)–this maybeattributed to requirements ofstatutory complianceswherepolicies and
practicesneedtobewellde�ined.
4%
48%
25%
3%
15%18%
36%32%
42%
32% 32% 31%
48%
17%
28%
55%
42%
24%
12%
3% 4%
10% 10%
27%
0%
10%
20%
30%
40%
50%
60%
DIMA DIMB DIMC DIMD DIME DIMF
OverallDimension-wiseRatings
Excellent Good Average NeedsSigni�icantImprovement
98
The organisations rated average were mostly unlisted companies (43%), followedby listed
companies(24%)andeducationalinstitutions.Unlistedcompanieswerealsothelargestamong
organisationsratedasneedingsigni�icantimprovement.
41%oftherespondentshavea‘DiversityorInclusionPolicy’focusingonequalopportunityand
non-discrimination, with employment of women as a priority area. 34% of those surveyed
explicitlysaid thattheyhaveapolicyongenderequalitywhichextendstovendors,dealersetc.
58%ofthosewhorespondedsaidthattheydonothaveadiversityspecialist,while42%saidthat
theydo–ofthesealmosthalfhadde�ined targetswhiletheotherhalfhadnode�inedgoalsor
targets.
64% of the respondents that have stated that ‘posters/communication emphasise equal
opportunity,empowermentofwomen,genderequality,prohibitgenderdiscrimination’areinthe
servicesindustry.
Other than educational institutions and listed companies, all other types of organisations
reportedinequalproportionthattheyexplicitlydiscussdiscriminationincludingdiscrimination
against women and encourage expansion of business relationships with women owned
enterprises.
Withregardtoexternalsocialresponsibility(orCSR/diversityetc.)initiatives,almost70%of
therespondentssaidthattheyonlyrandomlyspendonprogrammes forthewelfareofwomen.
Randomlyspentonwomen'sissues,68%
Upto10%(average),
14%
Between 11-25%(average), 6% Morethan 25%
(average), 13%
FUNDALLOCATIONTOWARDSPROGRAMMESFORWELFAREOFWOMEN
KEYTAKEAWAYFROMDIMENSIONA
Theresponsessuggestthatgenderparitydoesnotappeartobeapriorityamongtop
managementofmostrespondentorganisations.
1110
The organisations rated average were mostly unlisted companies (43%), followedby listed
companies(24%)andeducationalinstitutions.Unlistedcompanieswerealsothelargestamong
organisationsratedasneedingsigni�icantimprovement.
41%oftherespondentshavea‘DiversityorInclusionPolicy’focusingonequalopportunityand
non-discrimination, with employment of women as a priority area. 34% of those surveyed
explicitlysaid thattheyhaveapolicyongenderequalitywhichextendstovendors,dealersetc.
58%ofthosewhorespondedsaidthattheydonothaveadiversityspecialist,while42%saidthat
theydo–ofthesealmosthalfhadde�ined targetswhiletheotherhalfhadnode�inedgoalsor
targets.
64% of the respondents that have stated that ‘posters/communication emphasise equal
opportunity,empowermentofwomen,genderequality,prohibitgenderdiscrimination’areinthe
servicesindustry.
Other than educational institutions and listed companies, all other types of organisations
reportedinequalproportionthattheyexplicitlydiscussdiscriminationincludingdiscrimination
against women and encourage expansion of business relationships with women owned
enterprises.
Withregardtoexternalsocialresponsibility(orCSR/diversityetc.)initiatives,almost70%of
therespondentssaidthattheyonlyrandomlyspendonprogrammes forthewelfareofwomen.
Randomlyspentonwomen'sissues,68%
Upto10%(average),
14%
Between 11-25%(average), 6% Morethan 25%
(average), 13%
FUNDALLOCATIONTOWARDSPROGRAMMESFORWELFAREOFWOMEN
KEYTAKEAWAYFROMDIMENSIONA
Theresponsessuggestthatgenderparitydoesnotappeartobeapriorityamongtop
managementofmostrespondentorganisations.
1110
DimensionB:EmploymentandCareerProgressionDimensionBwhichmeasuresemploymentandcareerprogressionistheonlydimensioninwhich
amajorityofrespondents—48%- havebeenratedas “Excellent.” 32%havebeenrated“Good”
and 17% scored average. Only 3% of the respondents showed that they need signi�icant
improvementinthisarea.
ComponentsofDimensionB
Component ComponentDescription
B EMPLOYMENTANDCAREERPROGRESSION
B.1Number ofWomen in the Organisation and Representation byDepartment
B.2 AttritionRateofWomenEmployees
B.3 CareerProgression
B.4 ParticipationinTraining&DevelopmentProgrammes
This dimension enquired about the number women in the organisation as well as their
representation across departments, the attrition rate of women employees, their career
progressionandparticipationintraininganddevelopmentprogrammes.
84%oflistedcompanies,72%ofeducationalinstitutionsandallNGOs/trustswereratedeither
excellentorgoodinthisdimension.
Almost60%oftheexcellentperformersemployedwomeneitheralmostequal/equalto
orgreaterthanmen.
90%oftherespondentsemployingalmostasmanywomenasmenwereintheservicessector.
86%ofthoseemployingmorewomenthanmenwerealsofromtheservicessector.
Women<men57%
Equalrepresentation
19%
Women>men21%
Notanswered
3%
PERCENTAGEOFWOMENEMPLOYEES
Women were found to be concentrated in only 1-2 departments of an organisation in
manufacturingorganisations. Theservicessectoremployedwomenacrossalldepartments and
functionswithintheorganisationwithequalrepresentation.
Clearly trading and manufacturing continue to be unattractive propositions for women, or,
employersareconsciouslynotemployingwomen.
12%oftherespondents mentioned that theattrition rateamong womenismore thanamong
men.41%saidthatitislessthanamongmen,and26%saidthatitisatparwithmaleemployees.
Only12% though, hademployee retention strategies and programmes withspeci�ic focuson
women.Theseinclude:
Again,whenitcomestocareerprogressionofwomenacrossindustries, theservicessectorsaw
thelargestshareof“50%orequalratioofpromotions.”Servicesalsohavetheleastshareof“up
to5% of total promotions” in the last preceding three years, implying that womenget good
promotionopportunitiesinthissector.
85%
38%
22%
10% 14%
33%
48%
67%
90% 86%
67%
15% 14% 11%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Lessthan5%women
Upto15%women
Upto25%women
Equalrepresentation
Women>men Notanswered
REPRESENTATIONOFWOMENACROSSINDUSTRYTYPES
Manufacturing Services Trading
EMPLOYEERETENTIONSTRATEGIES
Fairemployeecompensation
andopencommunication
Employeerecognition
Mentorshipprograms
Employeerewardssystems
Maintainingacreativeworkenvironment
Traininganddevelopment
Employeefeedback
Encouragingteambuy-inforeach
task
Bolsteringteammorale
1312
DimensionB:EmploymentandCareerProgressionDimensionBwhichmeasuresemploymentandcareerprogressionistheonlydimensioninwhich
amajorityofrespondents—48%- havebeenratedas “Excellent.” 32%havebeenrated“Good”
and 17% scored average. Only 3% of the respondents showed that they need signi�icant
improvementinthisarea.
ComponentsofDimensionB
Component ComponentDescription
B EMPLOYMENTANDCAREERPROGRESSION
B.1Number ofWomen in the Organisation and Representation byDepartment
B.2 AttritionRateofWomenEmployees
B.3 CareerProgression
B.4 ParticipationinTraining&DevelopmentProgrammes
This dimension enquired about the number women in the organisation as well as their
representation across departments, the attrition rate of women employees, their career
progressionandparticipationintraininganddevelopmentprogrammes.
84%oflistedcompanies,72%ofeducationalinstitutionsandallNGOs/trustswereratedeither
excellentorgoodinthisdimension.
Almost60%oftheexcellentperformersemployedwomeneitheralmostequal/equalto
orgreaterthanmen.
90%oftherespondentsemployingalmostasmanywomenasmenwereintheservicessector.
86%ofthoseemployingmorewomenthanmenwerealsofromtheservicessector.
Women<men57%
Equalrepresentation
19%
Women>men21%
Notanswered
3%
PERCENTAGEOFWOMENEMPLOYEES
Women were found to be concentrated in only 1-2 departments of an organisation in
manufacturingorganisations. Theservicessectoremployedwomenacrossalldepartments and
functionswithintheorganisationwithequalrepresentation.
Clearly trading and manufacturing continue to be unattractive propositions for women, or,
employersareconsciouslynotemployingwomen.
12%oftherespondents mentioned that theattrition rateamong womenismore thanamong
men.41%saidthatitislessthanamongmen,and26%saidthatitisatparwithmaleemployees.
Only12% though, hademployee retention strategies and programmes withspeci�ic focuson
women.Theseinclude:
Again,whenitcomestocareerprogressionofwomenacrossindustries, theservicessectorsaw
thelargestshareof“50%orequalratioofpromotions.”Servicesalsohavetheleastshareof“up
to5% of total promotions” in the last preceding three years, implying that womenget good
promotionopportunitiesinthissector.
85%
38%
22%
10% 14%
33%
48%
67%
90% 86%
67%
15% 14% 11%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Lessthan5%women
Upto15%women
Upto25%women
Equalrepresentation
Women>men Notanswered
REPRESENTATIONOFWOMENACROSSINDUSTRYTYPES
Manufacturing Services Trading
EMPLOYEERETENTIONSTRATEGIES
Fairemployeecompensation
andopencommunication
Employeerecognition
Mentorshipprograms
Employeerewardssystems
Maintainingacreativeworkenvironment
Traininganddevelopment
Employeefeedback
Encouragingteambuy-inforeach
task
Bolsteringteammorale
1312
79%oftherespondents af�irmed thattraining needs are identi�ied forwomenemployeesand
loopedinto thetraininganddevelopmentprogrammes.Thesurveyfoundthatmorethan 51%
participationofwomenisseenmoreincertaintypesoftrainingprogrammessuchastechnology
(12%),healthandsafety(14%),professionaldevelopment(12%),communicationskills (15%),
behaviour and etiquette (13%) and team building (14%), as against �inancial literacy (4%),
managerial (8%)andleadership (7%).
19%
7%
38%
32%
18%
38%
13%16%
13%
29%
39%
3%
13%
3%6%
13%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Manufacturing Services Trading
PROMOTIONSACROSSINDUSTRIES
Upto5%oftotalpromotions 6-15%oftotalpromotions
16-25%oftotalpromotions 50%orequalratioofpromotions
11%
10%
12%
15%
10%
10%
9%
14%
8%
12%
10%
14%
12%
6%
10%
11%
9%
4%
35%
14%
11%
9%
15%
6%
10%
9%
12%
13%
8%
10%
8%
13%
14%
5%
10%
13%
11%
8%
8%
14%
16%
13%
7%
8%
10%
0% 20% 40% 60% 80% 100%
51%
Notapplicable
Notanswered
PARTICIPATIONMEASUREDASPERCENTAGEOFWOMENINTARGETEMPLOYEEBASE
Technologytraining HealthandsafetyProfessionaldevelopmentprogrammes FinancialliteracyCommunicationskills BehaviourandetiquetteTeambuilding Managerialtraining
This suggests a certain stereotyping ofdesirable skills that an organisation perceives for its
femaleworkforce.Organisationsneedtothereforefocusonexpandingparticipationofwomenin
managerialandleadership trainingprogrammes.
KEYTAKEAWAYFROMDIMENSIONB
Thisis theonlydimensionwhereamajorityoftherespondentswereratedexcellent.However
deeperanalysisshows thatperformancevariesdepending on theindustryclassi�icationofthe
respondent.Thebestperformerswerelargelyintheservicessectorbeitinthenumberofwomen
employed,representationacrossdepartments andfunctions,promotions.Clearlytradingand
manufacturingcontinue to be unattractivepropositionsfor women, or, employers are
consciouslynotemployingwomen.
Mostorganisationsalsostatedthattrainingneedsareidenti�iedforwomenemployeeshowever,
thecontentofthetrainingprogrammeswomenattendedsuggeststhepropagationofstereotypes
inhoworganisationsperceivetheirfemaleworkforce
1514
79%oftherespondents af�irmed thattraining needs are identi�ied forwomenemployeesand
loopedinto thetraininganddevelopmentprogrammes.Thesurveyfoundthatmorethan 51%
participationofwomenisseenmoreincertaintypesoftrainingprogrammessuchastechnology
(12%),healthandsafety(14%),professionaldevelopment(12%),communicationskills (15%),
behaviour and etiquette (13%) and team building (14%), as against �inancial literacy (4%),
managerial (8%)andleadership (7%).
19%
7%
38%
32%
18%
38%
13%16%
13%
29%
39%
3%
13%
3%6%
13%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Manufacturing Services Trading
PROMOTIONSACROSSINDUSTRIES
Upto5%oftotalpromotions 6-15%oftotalpromotions
16-25%oftotalpromotions 50%orequalratioofpromotions
11%
10%
12%
15%
10%
10%
9%
14%
8%
12%
10%
14%
12%
6%
10%
11%
9%
4%
35%
14%
11%
9%
15%
6%
10%
9%
12%
13%
8%
10%
8%
13%
14%
5%
10%
13%
11%
8%
8%
14%
16%
13%
7%
8%
10%
0% 20% 40% 60% 80% 100%
51%
Notapplicable
Notanswered
PARTICIPATIONMEASUREDASPERCENTAGEOFWOMENINTARGETEMPLOYEEBASE
Technologytraining HealthandsafetyProfessionaldevelopmentprogrammes FinancialliteracyCommunicationskills BehaviourandetiquetteTeambuilding Managerialtraining
This suggests a certain stereotyping ofdesirable skills that an organisation perceives for its
femaleworkforce.Organisationsneedtothereforefocusonexpandingparticipationofwomenin
managerialandleadership trainingprogrammes.
KEYTAKEAWAYFROMDIMENSIONB
Thisis theonlydimensionwhereamajorityoftherespondentswereratedexcellent.However
deeperanalysisshows thatperformancevariesdepending on theindustryclassi�icationofthe
respondent.Thebestperformerswerelargelyintheservicessectorbeitinthenumberofwomen
employed,representationacrossdepartments andfunctions,promotions.Clearlytradingand
manufacturingcontinue to be unattractivepropositionsfor women, or, employers are
consciouslynotemployingwomen.
Mostorganisationsalsostatedthattrainingneedsareidenti�iedforwomenemployeeshowever,
thecontentofthetrainingprogrammeswomenattendedsuggeststhepropagationofstereotypes
inhoworganisationsperceivetheirfemaleworkforce
1514
DimensionC:WorkplaceEnvironmentDimensionC measures four key components, pay parity, annual increments, back-to-work
policiesandtheexistenceofasupportivephysicalenvironment.Thisdimension alsosawlargely
positive ratings –42% rated good, 25%were rated excellent. 28% respondents were rated
averageand4%neededsigni�icantimprovement.
ComponentsofDimensionC
Component ComponentDescription
C WORKPLACEENVIRONMENT
C.1 PayParity
C.2 Annualincrements
C.3 Back-to-Work
C.4 SupportivePhysicalEnvironment
Amajorityofrespondents (66%)claimedthatpayamongmenandwomenatthesamejoblevel
isequal.Outofthis,thelargestsharewasoftheservicessector(64%),followedbymanufacturing
(27%)andthentrading(9%).
Itisnotsurprising toobservethatmenearnedmorethantwicethataswomenatthesamejobat
thesame levelonlyinthemanufacturingsector.
Amajorityofrespondents alsoclaimed thatannual increments forwomenvis-a-vismenwas
equalintheprecedingthreeyears.Theservicesectorwasthetopperformerunderthisindicator
aswell.
0%10%20%30%40%50%60%70%80%90%
100%
Gender-wisedataisnotavailable
Menearnedbetween10-20%morethanwomenatthesamejoblevel
Menearnedbetween25-50%morethanwomenatthesamejoblevel
Menearnedmorethantwicethataswomenat
thesamejoblevel
Menearnedthesameaswomenat
thesamejoblevel
Others* Notapplicable
Notanswered
PAYPARITYOFAVERAGE3YEARSACROSSINDUSTRYTYPES
Manufacturing Services Trading
28%oftherespondents tothesurveysaid thattheirorganisationdoesnothaveade�ined‘back
towork’programmeencouragingwomentoreturntoworkafterabreak.
Approximately52%respondentsactivelypromotebacktoworkprogrammes forwomen,73%
orsoofthesearefromtheservicessector.
0
10
20
30
40
50
60
70
80
Lessthan20%ofmen
Upto50%ofmen
Equaltomen Morethanmen Notanswered
ANNUALINCREMENTSFORWOMENVISAVISMENINTHELAST3YEARSBYINDUSTRY
Manufacturing Services Trading
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Node�inedbacktoworkprogrammes
Donotpursueprogrammes
actively
Activelypromotebacktoworkprogrammesamongwomen
Encourage‘backtowork’programmesinthesupplychainandpromotesthemthroughexternal
support
HRmanagershavede�inedtargetstohirewomenwhohavetakencareer
breaks
Successofbacktoworkprogrammes
ispartoftheKRAs/KPAsofHR
headsanddepartmentheads
FOCUSON‘BACKTOWORK’PROGRAMMESFORWOMEN
Manufacturing Services Trading
1716
DimensionC:WorkplaceEnvironmentDimensionC measures four key components, pay parity, annual increments, back-to-work
policiesandtheexistenceofasupportivephysicalenvironment.Thisdimension alsosawlargely
positive ratings –42% rated good, 25%were rated excellent. 28% respondents were rated
averageand4%neededsigni�icantimprovement.
ComponentsofDimensionC
Component ComponentDescription
C WORKPLACEENVIRONMENT
C.1 PayParity
C.2 Annualincrements
C.3 Back-to-Work
C.4 SupportivePhysicalEnvironment
Amajorityofrespondents (66%)claimedthatpayamongmenandwomenatthesamejoblevel
isequal.Outofthis,thelargestsharewasoftheservicessector(64%),followedbymanufacturing
(27%)andthentrading(9%).
Itisnotsurprising toobservethatmenearnedmorethantwicethataswomenatthesamejobat
thesame levelonlyinthemanufacturingsector.
Amajorityofrespondents alsoclaimed thatannual increments forwomenvis-a-vismenwas
equalintheprecedingthreeyears.Theservicesectorwasthetopperformerunderthisindicator
aswell.
0%10%20%30%40%50%60%70%80%90%
100%
Gender-wisedataisnotavailable
Menearnedbetween10-20%morethanwomenatthesamejoblevel
Menearnedbetween25-50%morethanwomenatthesamejoblevel
Menearnedmorethantwicethataswomenat
thesamejoblevel
Menearnedthesameaswomenat
thesamejoblevel
Others* Notapplicable
Notanswered
PAYPARITYOFAVERAGE3YEARSACROSSINDUSTRYTYPES
Manufacturing Services Trading
28%oftherespondents tothesurveysaid thattheirorganisationdoesnothaveade�ined‘back
towork’programmeencouragingwomentoreturntoworkafterabreak.
Approximately52%respondentsactivelypromotebacktoworkprogrammes forwomen,73%
orsoofthesearefromtheservicessector.
0
10
20
30
40
50
60
70
80
Lessthan20%ofmen
Upto50%ofmen
Equaltomen Morethanmen Notanswered
ANNUALINCREMENTSFORWOMENVISAVISMENINTHELAST3YEARSBYINDUSTRY
Manufacturing Services Trading
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Node�inedbacktoworkprogrammes
Donotpursueprogrammes
actively
Activelypromotebacktoworkprogrammesamongwomen
Encourage‘backtowork’programmesinthesupplychainandpromotesthemthroughexternal
support
HRmanagershavede�inedtargetstohirewomenwhohavetakencareer
breaks
Successofbacktoworkprogrammes
ispartoftheKRAs/KPAsofHR
headsanddepartmentheads
FOCUSON‘BACKTOWORK’PROGRAMMESFORWOMEN
Manufacturing Services Trading
1716
KEYTAKEAWAYFROMDIMENSIONC
Performance under dimensions B and C indicate, that even though a large majority of the
respondentorganisationshavebeenunabletosettherighttoneatthetopwithregardtogender
parity,theyappear tobeperformingbetterwithregard toactual femalerepresentation in the
organisation, their growth path, stability, compensation, back-to-workpolicies and physical
environment.Itisalsopertinent tonotethattheservicessectoroutperformsothersectorsin
bothdimensions.
DimensionD:SeniorManagement&BoardDiversityRespondentorganisations didnotperformverywellunderdimensionD-seniormanagement
andboarddiversity.55%wereratedaverage,32%wereratedgoodand10%neededsigni�icant
improvement.Only3%wereratedexcellent.
ComponentsofDimensionD
Component ComponentDescription
D SENIORMANAGEMENT&BOARDDIVERSITY
D.1 WomenintheBoard/EquivalentGoverningBody
D.2 WomeninSeniorManagementPositions
D.3 MentoringProgrammes
D.4 Women’sNetworks
Only10% respondents stated that up to 50% of the board comprises women. Themajority
respondentsonlycompliedwiththeapplicablestatutes.
Only 30% respondents answered whether their organisations have women independent
directors.Amajorityofthesehadonlymalemembers intheboard/equivalentgoverningbody
(16%).8%reported thatup to25%of the independent directors werewomenand only6%
reportedthatupto50%ofindependentdirectorsarewomen.
Genderdisparityisclearlystarkintheboardroom.
Women are few and far between even in senior management positions and business
head/revenueresponsiblepositions,amongrespondentorganisations.
Notanswered70%
OnlymenontheBoard/equivalentgoverning body
16%
Upto25%oftheindependent
directors arewomen8%
Upto50%oftheindependent directors
arewomen6%
Answered30%
WOMENINDEPENDENTDIRECTORS
1918
KEYTAKEAWAYFROMDIMENSIONC
Performance under dimensions B and C indicate, that even though a large majority of the
respondentorganisationshavebeenunabletosettherighttoneatthetopwithregardtogender
parity,theyappear tobeperformingbetterwithregard toactual femalerepresentation in the
organisation, their growth path, stability, compensation, back-to-workpolicies and physical
environment.Itisalsopertinent tonotethattheservicessectoroutperformsothersectorsin
bothdimensions.
DimensionD:SeniorManagement&BoardDiversityRespondentorganisations didnotperformverywellunderdimensionD-seniormanagement
andboarddiversity.55%wereratedaverage,32%wereratedgoodand10%neededsigni�icant
improvement.Only3%wereratedexcellent.
ComponentsofDimensionD
Component ComponentDescription
D SENIORMANAGEMENT&BOARDDIVERSITY
D.1 WomenintheBoard/EquivalentGoverningBody
D.2 WomeninSeniorManagementPositions
D.3 MentoringProgrammes
D.4 Women’sNetworks
Only10% respondents stated that up to 50% of the board comprises women. Themajority
respondentsonlycompliedwiththeapplicablestatutes.
Only 30% respondents answered whether their organisations have women independent
directors.Amajorityofthesehadonlymalemembers intheboard/equivalentgoverningbody
(16%).8%reported thatup to25%of the independent directors werewomenand only6%
reportedthatupto50%ofindependentdirectorsarewomen.
Genderdisparityisclearlystarkintheboardroom.
Women are few and far between even in senior management positions and business
head/revenueresponsiblepositions,amongrespondentorganisations.
Notanswered70%
OnlymenontheBoard/equivalentgoverning body
16%
Upto25%oftheindependent
directors arewomen8%
Upto50%oftheindependent directors
arewomen6%
Answered30%
WOMENINDEPENDENTDIRECTORS
1918
31%reportedlessthan5%womeninseniormanagementpositions–amajorityofthesewerein
the manufacturing sector. Only the services sector had more than 50% women in senior
managementpositions.
This is no surprise given that most respondent organisations
do not have women-focussed
mentoringprogrammes.Only9%organisationshavesuccessfulmentoringofwomenaspartof
the mentors’ KRA/KPSs. 14% reported that they have speci�icmentorship programmes for
womenatvarious levels. Asigni�icant majorityof62%howeversaid thatmentoring in their
organisations happens on acase-by-casebasis. Theaim
ofmentoring programmes is tohelp
peoplegrowandsucceed.Whilewomenmaychosemalementors,mentoringbywomenhasits
ownbene�its, sincemale mentors may notalwaysbeable to relate to the unique challenges
womenface,andguidethemalongtheappropriatecareerpath.
Womeninmanagementandboardpositionsaregoodforbusiness,yetastheresultsofthesurvey
show,mostorganisationsevennowhaveverylowrepresentationofwomenatthetop.
KEYTAKEAWAYFROMDIMENSIOND
Results ofDimensions B, C and D read together indicate that there is steadyand consistent
thinningoffemaleworkforceonthewayuptheseniority ladder.Suchthinning outsendsnon-
verbalsignalsthattheorganisationdoesnotpro-activelycreateaconduciveenvironmentforreal
careergrowthandthatthereisadistinctglassceilingforfemaleworkforce.
Morewomeninseniorpositionscreatesa
supportiveatmospherebyhavingadequaterole
modelsforyoungerwomento emulate. Indianworkplacesclearlyhavesomedistanceto
coverinthisaspect.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Lessthan5%women
Upto10%women
Upto25%women
Upto50%women
Morethan50%women
Others* Notanswered
REPRESENTATIONOFWOMENINSENIORMANAGEMENTBYINDUSTRYTYPE
Manufacturing Services Trading
DimensionE:WomenFriendlyPoliciesIncludingHealth&SafetyUnderdimensionE-womenfriendlypolicies–42%respondentswereaverageperformers,32%
weregood,while15%wereexcellentand10%needsigni�icantimprovement.
This dimension covers aspects related to paternity and maternity leave, work-life balance
policies,grievanceredressalandhealthandsafety.Thesepoliceswhichshouldactuallybegender
neutral,areessentialtoencouragewomentocontinueandmoveaheadintheircareersaswellas
formenwhowouldotherwisenotparticipateinthegrowthandnurturingoftheirfamilies.
ComponentsofDimensionE
Component ComponentDescription
E WOMENFRIENDLYPOLICIESINCLUDINGHEALTH&SAFETY
E.1 Maternity&PaternityLeave
E.2 Work-lifeBalancePolicies
E.3 GrievanceRedress
E.4 Health&Safety
Amajorityoftherespondentsonlycompliedwiththe lawforgranting maternityleave (68%);
25%thoughdidsaythattheygrantmorethatthestatutoryrequirement.
23%respondentsdonotgrantpaternityleave.Noneoftherespondents offerpaternityleaveof
uptohalfofmaternityleave,whileabout30%saidthattheyhaveapaternityleavepolicywhich
offersmen10-15daysleave.
01020304050607080
Organisa�ondoes not
comply withrequirements
of theapplicablestatutes
Quantum ofmatern ity
leave adheresto the law incl.
for adoptedchildren
Maternityleave as per
policy is higherthan theminimum
mandated byapplicablestatutes
No patern ityleave
10-15 dayspaternity leave
Paternity leaveof up to 50% of
matern ityleave incl. for
adoptedch ildren
Paternity leaveequal to the
matern ityleave incl. for
adoptedchildren
Annualappraisals and
promo�onsnot
discriminatoryagainst thosereturning towork a�ermatern ity/
paternity leave
Organisa�onac�vely
encourageswomen to
return to worka�er maternity
leave
Others*
MATERNITY&PATERNITYLEAVESGRANTED
Educationalinstitution Listedcompany NGO/Trust
Subsidiaryofforeigncompany Unlistedcompany
2120
31%reportedlessthan5%womeninseniormanagementpositions–amajorityofthesewerein
the manufacturing sector. Only the services sector had more than 50% women in senior
managementpositions.
This is no surprise given that most respondent organisations
do not have women-focussed
mentoringprogrammes.Only9%organisationshavesuccessfulmentoringofwomenaspartof
the mentors’ KRA/KPSs. 14% reported that they have speci�icmentorship programmes for
womenatvarious levels. Asigni�icant majorityof62%howeversaid thatmentoring in their
organisations happens on acase-by-casebasis. Theaim
ofmentoring programmes is tohelp
peoplegrowandsucceed.Whilewomenmaychosemalementors,mentoringbywomenhasits
ownbene�its, sincemale mentors may notalwaysbeable to relate to the unique challenges
womenface,andguidethemalongtheappropriatecareerpath.
Womeninmanagementandboardpositionsaregoodforbusiness,yetastheresultsofthesurvey
show,mostorganisationsevennowhaveverylowrepresentationofwomenatthetop.
KEYTAKEAWAYFROMDIMENSIOND
Results ofDimensions B, C and D read together indicate that there is steadyand consistent
thinningoffemaleworkforceonthewayuptheseniority ladder.Suchthinning outsendsnon-
verbalsignalsthattheorganisationdoesnotpro-activelycreateaconduciveenvironmentforreal
careergrowthandthatthereisadistinctglassceilingforfemaleworkforce.
Morewomeninseniorpositionscreatesa
supportiveatmospherebyhavingadequaterole
modelsforyoungerwomento emulate. Indianworkplacesclearlyhavesomedistanceto
coverinthisaspect.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Lessthan5%women
Upto10%women
Upto25%women
Upto50%women
Morethan50%women
Others* Notanswered
REPRESENTATIONOFWOMENINSENIORMANAGEMENTBYINDUSTRYTYPE
Manufacturing Services Trading
DimensionE:WomenFriendlyPoliciesIncludingHealth&SafetyUnderdimensionE-womenfriendlypolicies–42%respondentswereaverageperformers,32%
weregood,while15%wereexcellentand10%needsigni�icantimprovement.
This dimension covers aspects related to paternity and maternity leave, work-life balance
policies,grievanceredressalandhealthandsafety.Thesepoliceswhichshouldactuallybegender
neutral,areessentialtoencouragewomentocontinueandmoveaheadintheircareersaswellas
formenwhowouldotherwisenotparticipateinthegrowthandnurturingoftheirfamilies.
ComponentsofDimensionE
Component ComponentDescription
E WOMENFRIENDLYPOLICIESINCLUDINGHEALTH&SAFETY
E.1 Maternity&PaternityLeave
E.2 Work-lifeBalancePolicies
E.3 GrievanceRedress
E.4 Health&Safety
Amajorityoftherespondentsonlycompliedwiththe lawforgranting maternityleave (68%);
25%thoughdidsaythattheygrantmorethatthestatutoryrequirement.
23%respondentsdonotgrantpaternityleave.Noneoftherespondents offerpaternityleaveof
uptohalfofmaternityleave,whileabout30%saidthattheyhaveapaternityleavepolicywhich
offersmen10-15daysleave.
01020304050607080
Organisa�ondoes not
comply withrequirements
of theapplicablestatutes
Quantum ofmatern ity
leave adheresto the law incl.
for adoptedchildren
Maternityleave as per
policy is higherthan theminimum
mandated byapplicablestatutes
No patern ityleave
10-15 dayspaternity leave
Paternity leaveof up to 50% of
matern ityleave incl. for
adoptedch ildren
Paternity leaveequal to the
matern ityleave incl. for
adoptedchildren
Annualappraisals and
promo�onsnot
discriminatoryagainst thosereturning towork a�ermatern ity/
paternity leave
Organisa�onac�vely
encourageswomen to
return to worka�er maternity
leave
Others*
MATERNITY&PATERNITYLEAVESGRANTED
Educationalinstitution Listedcompany NGO/Trust
Subsidiaryofforeigncompany Unlistedcompany
2120
KEYTAKEAWAYFROMDIMENSIONE
Itisheartening to�indthatinallthreesectors(manufacturing,servicesandtrading)amajority
oftherespondents (60%)saidthat51-100%womenreturntoworkaftermaternityleave.
Similarlyincaseofwork-lifebalancealthoughmenneed tobeencouragedalotmoretoavailof
these policies, itwas interesting to�ind that about30%of thosesurveyedsaid thatan equal
numberofmen andwomenhaveavailedofwork-lifebalance related policies,suchas �lexible
workhours, compressed workweek,work from home, etc. – unsurprisingly, 63% of these
belongedtotheservicessector.
0
10
20
30
40
50
Manufacturing Services Trading
WOMENRETURNINGTOWORKAFTERMATERNITYLEAVE
Upto50% 51-100% Notanswered
33%
45%
25%33%
59% 45%100%
63%
100% 100% 63%7% 9%
13%4%
0%10%20%30%40%50%60%70%80%90%
100%
Nospeci�icpolicies
promotingwork-lifebalance
Lessthan10%male
employees
11-25%ofmale
employees
Equalnumberofmenandwomen
Notapplicable Others* Notanswered
AVAILINGWORK-LIFEBALANCEFACILITIES
Manufacturing Services Trading
Grantingofpaternityleaveormaleemployeesavailingwork-life-balancerelatedfacilities–these
aresomemeasuresthatlookgoodonpaper,butrequiremorethanjustformalisationaspolicies
tobene�itwomen,men,andorganisations.Achangeinmind-setiswhatwouldbringaboutareal
change–achangereallyinattitudesthatwomenaretheonesexpectedtocareforthefamilyand
home,whilemenareresponsiblefor�inances,arethebread-winnersanddecisionsmakers.
2322
KEYTAKEAWAYFROMDIMENSIONE
Itisheartening to�indthatinallthreesectors(manufacturing,servicesandtrading)amajority
oftherespondents (60%)saidthat51-100%womenreturntoworkaftermaternityleave.
Similarlyincaseofwork-lifebalancealthoughmenneed tobeencouragedalotmoretoavailof
these policies, itwas interesting to�ind that about30%of thosesurveyedsaid thatan equal
numberofmen andwomenhaveavailedofwork-lifebalance related policies,suchas �lexible
workhours, compressed workweek,work from home, etc. – unsurprisingly, 63% of these
belongedtotheservicessector.
0
10
20
30
40
50
Manufacturing Services Trading
WOMENRETURNINGTOWORKAFTERMATERNITYLEAVE
Upto50% 51-100% Notanswered
33%
45%
25%33%
59% 45%100%
63%
100% 100% 63%7% 9%
13%4%
0%10%20%30%40%50%60%70%80%90%
100%
Nospeci�icpolicies
promotingwork-lifebalance
Lessthan10%male
employees
11-25%ofmale
employees
Equalnumberofmenandwomen
Notapplicable Others* Notanswered
AVAILINGWORK-LIFEBALANCEFACILITIES
Manufacturing Services Trading
Grantingofpaternityleaveormaleemployeesavailingwork-life-balancerelatedfacilities–these
aresomemeasuresthatlookgoodonpaper,butrequiremorethanjustformalisationaspolicies
tobene�itwomen,men,andorganisations.Achangeinmind-setiswhatwouldbringaboutareal
change–achangereallyinattitudesthatwomenaretheonesexpectedtocareforthefamilyand
home,whilemenareresponsiblefor�inances,arethebread-winnersanddecisionsmakers.
2322
DimensionF:GenderSensitisation&SexualHarassmentMostrespondent companiesperformedpoorlyindimensionF.
ComponentsofDimensionF
Component ComponentDescription
F GENDERSENSITISATION&SEXUALHARASSMENT
F.1 GenderSensitisationProgrammes
F.2 Content&FocusofGenderSensitisationProgrammes
F.3 SexualHarassmentPolicy
F.4 ExecutionandReviewofSexualHarassmentPolicy
As much as 27% needed signi�icant improvement, 24% of the respondents were average
performersandonly31%wereratedgoodwhile18%wereexcellent.
Thispoorperformanceis apparent particularly intheservicessector.42%oftherespondents
saidthattheydonothaveapolicyongendersensitisation–almost70%ofthesewerefromwere
fromtheservicessector. 21%organisationshaveawrittenpolicyongendersensitisation and
conductgendersensitisationprogrammesbutitisnotaregular/routinefeature–64%werefrom
the services sector. Only13% of those surveyedsaid they have a written policyon gender
sensitisationandconductgendersensitisationprogrammesonaquarterlybasis/twiceayear–
again,interestingly77%werefromtheservicessector.
0 20 40 60
Organisationhasnopolicyongendersensitisation
Writtenpolicyexists,gendersensitisationprogrammesarenotconducted
Writtenpolicyexists,gendersensitisationprogrammesarenotaregular/routinefeature
Writtenpolicyexists,gendersensitisationprogrammesareconducted onaquarterlybasis
Writtenpolicyexists,gendersensitisationprogrammesareconducted twiceayear
Notapplicable
Others*
Notanswered
GENDERSENSITISATIONPROGRAMMES
Manufacturing Services Trading
Organisationsthathavegendersensitisationprogrammesseemtobefocussingontheimportant
and most crucialareas related gender sensitivity, goingby thecontentofthese programmes
whichincludethefollowing:
Extensive sessions on appropriate communication, acceptable behaviourwith female
colleagues(38%-68%ofthesebeingfromservicesand30%manufacturingentities);
Extensive sessions on sexual harassment at the workplace (related legal issues, zero
tolerance policy, consequences of intimidation of complainants, and consequences if
foundguilty)etc.-35%.
Only14%conductedperiodiconlineorclassroomsessions requiring compulsoryattendance;
andonlyin3%ofinstancesdidtheseprogrammesextendtothesupplychain(allofwhomwere
fromtheservicessector).
Withregardtosexualharassmentpolicies,58%oftherespondentssaidthattheyhaveadetailed
zerotolerancepolicyonsexualharassmentattheworkplace,whichencourageswomentoreport
promptlyandalsoextends tothesupplychain.Mostofthesewerelistedcompanies.54%ofthe
organisations reportedcompliancewiththerequirements ofthe'SexualHarassmentofWomen
atWorkplace(Prevention,ProhibitionandRedressal)Act,2013"–amajorityofthesewerealso
listedcompanies.Perhapsthis isindicativeofstatutoryrequirementsandcompliancewiththe
provisionsoftheCompaniesAct,2013onthesubject.
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%100%
Programmecontentishighly'womenoriented'
Programmesincludeextensivesessionsonappropriatecommunication,acceptablebehaviour…
Programmeincludesextensivesessionsonsexualharassmentattheworkplace
Programmescompriseclassroomsessionsandperiodiconlineprogrammesthatallemployeesare…
Programmesareextendedtothesupplychain
Others*
CONTENTANDFOCUSOFGENDERSENSITISATIONPROGRAMMESBYINDUSTRYTYPE
Manufacturing Services Trading
2524
DimensionF:GenderSensitisation&SexualHarassmentMostrespondent companiesperformedpoorlyindimensionF.
ComponentsofDimensionF
Component ComponentDescription
F GENDERSENSITISATION&SEXUALHARASSMENT
F.1 GenderSensitisationProgrammes
F.2 Content&FocusofGenderSensitisationProgrammes
F.3 SexualHarassmentPolicy
F.4 ExecutionandReviewofSexualHarassmentPolicy
As much as 27% needed signi�icant improvement, 24% of the respondents were average
performersandonly31%wereratedgoodwhile18%wereexcellent.
Thispoorperformanceis apparent particularly intheservicessector.42%oftherespondents
saidthattheydonothaveapolicyongendersensitisation–almost70%ofthesewerefromwere
fromtheservicessector. 21%organisationshaveawrittenpolicyongendersensitisation and
conductgendersensitisationprogrammesbutitisnotaregular/routinefeature–64%werefrom
the services sector. Only13% of those surveyedsaid they have a written policyon gender
sensitisationandconductgendersensitisationprogrammesonaquarterlybasis/twiceayear–
again,interestingly77%werefromtheservicessector.
0 20 40 60
Organisationhasnopolicyongendersensitisation
Writtenpolicyexists,gendersensitisationprogrammesarenotconducted
Writtenpolicyexists,gendersensitisationprogrammesarenotaregular/routinefeature
Writtenpolicyexists,gendersensitisationprogrammesareconducted onaquarterlybasis
Writtenpolicyexists,gendersensitisationprogrammesareconducted twiceayear
Notapplicable
Others*
Notanswered
GENDERSENSITISATIONPROGRAMMES
Manufacturing Services Trading
Organisationsthathavegendersensitisationprogrammesseemtobefocussingontheimportant
and most crucialareas related gender sensitivity, goingby thecontentofthese programmes
whichincludethefollowing:
Extensive sessions on appropriate communication, acceptable behaviourwith female
colleagues(38%-68%ofthesebeingfromservicesand30%manufacturingentities);
Extensive sessions on sexual harassment at the workplace (related legal issues, zero
tolerance policy, consequences of intimidation of complainants, and consequences if
foundguilty)etc.-35%.
Only14%conductedperiodiconlineorclassroomsessions requiring compulsoryattendance;
andonlyin3%ofinstancesdidtheseprogrammesextendtothesupplychain(allofwhomwere
fromtheservicessector).
Withregardtosexualharassmentpolicies,58%oftherespondentssaidthattheyhaveadetailed
zerotolerancepolicyonsexualharassmentattheworkplace,whichencourageswomentoreport
promptlyandalsoextends tothesupplychain.Mostofthesewerelistedcompanies.54%ofthe
organisations reportedcompliancewiththerequirements ofthe'SexualHarassmentofWomen
atWorkplace(Prevention,ProhibitionandRedressal)Act,2013"–amajorityofthesewerealso
listedcompanies.Perhapsthis isindicativeofstatutoryrequirementsandcompliancewiththe
provisionsoftheCompaniesAct,2013onthesubject.
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%100%
Programmecontentishighly'womenoriented'
Programmesincludeextensivesessionsonappropriatecommunication,acceptablebehaviour…
Programmeincludesextensivesessionsonsexualharassmentattheworkplace
Programmescompriseclassroomsessionsandperiodiconlineprogrammesthatallemployeesare…
Programmesareextendedtothesupplychain
Others*
CONTENTANDFOCUSOFGENDERSENSITISATIONPROGRAMMESBYINDUSTRYTYPE
Manufacturing Services Trading
2524
Employeesareencouragedtoshareanyharassment theyfaceatworkwithInternalComplaints
Committeesetupforthispurposeandtheirinformationiskeptcon�identialincaseof68%ofthe
respondents.Butin-housecounsellingsessionsoremploymentofprofessionalexpertstocounsel
victimsof sexual harassment exist among very few–37% and 27%respectively.The better
performersinallthreeinstancesarelistedcompanies.
0
10
20
30
40
50
60
70
Organisationdoesnotcomply
withrequirementsof
the"SexualHarassmentofWomenatWorkplace(Prevention,
ProhibitionandRedressal)Act,
2013"
Organisationdealswithsexual
harassmentcomplaintsonacase-to-case
basis
Organisationhasapolicyonsexual
harassmentwhichisvery
broadbasedanddoesnotgointospeci�icsorsetthetoneatthe
top
Organisationhasadetailedzerotolerancepolicy
onsexualharassmentattheworkplace,
whichencourages
womentoreportsuchincidentsintime(without
fearofintimidation,etc.)andalsoextendstothesupplychain
OrganisationhasanInternalComplaints
Committee(ICC)inplacebutitsactivitiesare
inconsistentwithregardto
implementation
OrganisationwidelypublicisesexistenceoftheICCtoemployeesthroughmailersandposters
Organisationcomplieswith
therequirementsofthe'SexualHarassmentofWomenatWorkplace(Prevention,
ProhibitionandRedressal)Act,
2013"
Organisationconductsannualanonymoussurveysof
employeeson:
SEXUALHARASSMENTPOLICY
Educationalinstitution Listedcompany NGO/Trust
Subsidiaryofforeigncompany Unlistedcompany
KEYTAKEAWAYFROMDIMENSIONF
Clearly,moreworkis requiredongender sensitisation and improvingreviewandexecutionof
organisationalanti-sexualharassmentpolicies,andmostofthosewithfavourablepoliciesand/or
executionandreviewaredoingsoduetostatutoryrequirements.
The subsequent sections provide an analysis of responding organisations based on various
parameters suchastype,age,industryclassi�ication,region,sizeandnumberofwomen.
0 10 20 30 40 50 60 70 80
Verylimitedornodiscussiononsexualharassmentamongemployeeswithvictimschoosingtonot
shareanyinformation
EmployeesareencouragedtoshareanyharassmenttheyfaceatworkwithICCandtheir
informationiskeptcon�idential
Inhousecounsellingsessionsareconductedforemployeeswhohavefacedsexualharassmentatworkandtheirinformationiskeptcon�idential
Professionalexperts/counsellorsareemployedtocounselemployeeswhohavefacedsexual
harassmentatworkandtheirinformationiskept…
ComplieswithstatutorydisclosurerequirementsoftheActintermsofthenumberandstatusofcomplaintsandfollow-upactiononcasesnot…
TheBoard/similarauthoritytracksthecareerprogressionofcomplainants,toensurethattheyarenotsubjecttointimidationthataffectstheir…
Others*
EXECUTIONANDREVIEWOFSEXUALHARASSMENTPOLICY
Educationalinstitution Listedcompany NGO/Trust
Subsidiaryofforeigncompany Unlistedcompany
2726
Employeesareencouragedtoshareanyharassment theyfaceatworkwithInternalComplaints
Committeesetupforthispurposeandtheirinformationiskeptcon�identialincaseof68%ofthe
respondents.Butin-housecounsellingsessionsoremploymentofprofessionalexpertstocounsel
victimsof sexual harassment exist among very few–37% and 27%respectively.The better
performersinallthreeinstancesarelistedcompanies.
0
10
20
30
40
50
60
70
Organisationdoesnotcomply
withrequirementsof
the"SexualHarassmentofWomenatWorkplace(Prevention,
ProhibitionandRedressal)Act,
2013"
Organisationdealswithsexual
harassmentcomplaintsonacase-to-case
basis
Organisationhasapolicyonsexual
harassmentwhichisvery
broadbasedanddoesnotgointospeci�icsorsetthetoneatthe
top
Organisationhasadetailedzerotolerancepolicy
onsexualharassmentattheworkplace,
whichencourages
womentoreportsuchincidentsintime(without
fearofintimidation,etc.)andalsoextendstothesupplychain
OrganisationhasanInternalComplaints
Committee(ICC)inplacebutitsactivitiesare
inconsistentwithregardto
implementation
OrganisationwidelypublicisesexistenceoftheICCtoemployeesthroughmailersandposters
Organisationcomplieswith
therequirementsofthe'SexualHarassmentofWomenatWorkplace(Prevention,
ProhibitionandRedressal)Act,
2013"
Organisationconductsannualanonymoussurveysof
employeeson:
SEXUALHARASSMENTPOLICY
Educationalinstitution Listedcompany NGO/Trust
Subsidiaryofforeigncompany Unlistedcompany
KEYTAKEAWAYFROMDIMENSIONF
Clearly,moreworkis requiredongender sensitisation and improvingreviewandexecutionof
organisationalanti-sexualharassmentpolicies,andmostofthosewithfavourablepoliciesand/or
executionandreviewaredoingsoduetostatutoryrequirements.
The subsequent sections provide an analysis of responding organisations based on various
parameters suchastype,age,industryclassi�ication,region,sizeandnumberofwomen.
0 10 20 30 40 50 60 70 80
Verylimitedornodiscussiononsexualharassmentamongemployeeswithvictimschoosingtonot
shareanyinformation
EmployeesareencouragedtoshareanyharassmenttheyfaceatworkwithICCandtheir
informationiskeptcon�idential
Inhousecounsellingsessionsareconductedforemployeeswhohavefacedsexualharassmentatworkandtheirinformationiskeptcon�idential
Professionalexperts/counsellorsareemployedtocounselemployeeswhohavefacedsexual
harassmentatworkandtheirinformationiskept…
ComplieswithstatutorydisclosurerequirementsoftheActintermsofthenumberandstatusofcomplaintsandfollow-upactiononcasesnot…
TheBoard/similarauthoritytracksthecareerprogressionofcomplainants,toensurethattheyarenotsubjecttointimidationthataffectstheir…
Others*
EXECUTIONANDREVIEWOFSEXUALHARASSMENTPOLICY
Educationalinstitution Listedcompany NGO/Trust
Subsidiaryofforeigncompany Unlistedcompany
2726
NumberofWomenEmployedbyRespondentOrganisations For thepurpose ofanalysis ofresults, the surveyasked respondents howmanywomenthey
employed. A majority of the respondents, i.e. 58%, employed only up to 25%women. 21%
employedmore women thanmen and 19% employed almost as many women as men. The
remainingdidnotanswerthequestion.
Analysisoftheirperformancerevealsinterestingresults.
Onewouldimaginethatthoserated“excellent”ontheGPIratingscalewouldbeemployingalmost
asmanywomenasmen, ifnotmore.However,the results showthatasmall numberofthose
employingup to25%women(butmore than15%)performedexcellentlywithasimilarsmall
numberemployingalmostasmany
womenasmen.Noneoftheorganisationsemployingmore
womenthanmenratedexcellent, amajorityofthem(50%)scoreda“good”ratingwhile41%
werefoundtobeaverage;9%infactneededsigni�icantimprovement.
65%of thosewhoresponded that theyemployedalmost asmanymen as womenobtained a
“good”ratingwhile30%weredeterminedtobeaverageontheGPIratingscale.
Thisindicates thatwhilewomenmaybejoiningcertainorganisationsand industries indroves,
theirpolicies,practicesandenvironmentarenotexactlyconducivetoemploymentofwomen,
else,theywouldperformwellonallormostdimensionsofthegenderparityindex.Thisisalso
evident
fromdimension-wiseanalysis.
IndimensionA(settingthetoneatthetop)amajorityofrespondentswereaverageperformers.
IndimensionBthough(employmentandcareerprogression) 55%toabout80%ofrespondents
whosaidtheyemployedupto25%women,almostasmanywomenandmorewomen,performed
excellently.Therestwere largelygoodoraverageperformers. It appears therefore thateven
4% 5%
54% 52% 44%
65%
50%
46%38% 48%
30%
41%
10% 4% 9%
L ES S THAN5% UP TO 1 5% UP TO 2 5 % ALMO S TEQ UAL / EQUAL
GREATER THANMEN
GPI RATINGSVI S AVI S PERCENTAGEOF WOMEN
Excellent Good Average NeedsSigni�icantImprovement
though theseorganisations havenotnecessarilyset theright toneat the topbywayofpolicy
statements on gender equality, diversity and inclusion, there is reasonably balanced
representation of women across departments in the organisation and in training and
development programmes, employee retention programmes are working effectively thus
keepingfemaleattritionratesatlowerlevels.
Thisisinteresting, consideringthatinalltheemploymentcategorieslistedabovemorethan51%
of the respondents of that category rated average in dimension D (which measured the
involvementofwomenattheboard/equivalentgoverningbodylevelandatseniormanagement
positionsandothermeans toimprovegenderdiversityanddevelopment).Similarresultswere
notedindimensionEwhichdealtwithwomenfriendlypoliciesincludinghealthandsafety
where
amajorityofrespondentsinthesecategorieswereratedaverage.
Amajorityoftheresponders indimensionC (workplaceenvironment)acrossall categoriesof
femaleemployment numberswereratedgood.Workplaceenvironmentdeals withpayparity,
annual increments,back-to-workpoliciesandasupportivephysicalenvironment,whichmeans
thatwhilesomeorganisationalpoliciesarenotsowomenfriendly(asnotedearlierwithregard
todimensionE),someare(indimensionC),whichisapositivestepintherightdirection.
As fordimension Fwhichmeasures gendersensitisation andsexualharassment –performance
acrosstheboardwasrelativelywanting.Although,
wedidobservethatamongorganisationsthat
employedalmostasmanywomenasmen,ormorewomen,amajorityofrespondents
(45%and
32%respectively)wereratedgood.
Types
ofRespondentOrganisations
The survey was taken by various types of organisations. A majority (37%) were unlisted
companies, followed by listed companies (30%) and educational institutions (17%). The
remaining16%respondentswereNGOs/trustsandsubsidiaries offoreigncompanies.
Educationalinstitution
17%
Listedcompany30%
NGO/Trust8%
Subsidiaryofforeigncompany
8%
Unlistedcompany37%
TYPEOFORGANISATION
2928
NumberofWomenEmployedbyRespondentOrganisations For thepurpose ofanalysis ofresults, the surveyasked respondents howmanywomenthey
employed. A majority of the respondents, i.e. 58%, employed only up to 25%women. 21%
employedmore women thanmen and 19% employed almost as many women as men. The
remainingdidnotanswerthequestion.
Analysisoftheirperformancerevealsinterestingresults.
Onewouldimaginethatthoserated“excellent”ontheGPIratingscalewouldbeemployingalmost
asmanywomenasmen, ifnotmore.However,the results showthatasmall numberofthose
employingup to25%women(butmore than15%)performedexcellentlywithasimilarsmall
numberemployingalmostasmany
womenasmen.Noneoftheorganisationsemployingmore
womenthanmenratedexcellent, amajorityofthem(50%)scoreda“good”ratingwhile41%
werefoundtobeaverage;9%infactneededsigni�icantimprovement.
65%of thosewhoresponded that theyemployedalmost asmanymen as womenobtained a
“good”ratingwhile30%weredeterminedtobeaverageontheGPIratingscale.
Thisindicates thatwhilewomenmaybejoiningcertainorganisationsand industries indroves,
theirpolicies,practicesandenvironmentarenotexactlyconducivetoemploymentofwomen,
else,theywouldperformwellonallormostdimensionsofthegenderparityindex.Thisisalso
evident
fromdimension-wiseanalysis.
IndimensionA(settingthetoneatthetop)amajorityofrespondentswereaverageperformers.
IndimensionBthough(employmentandcareerprogression) 55%toabout80%ofrespondents
whosaidtheyemployedupto25%women,almostasmanywomenandmorewomen,performed
excellently.Therestwere largelygoodoraverageperformers. It appears therefore thateven
4% 5%
54% 52% 44%
65%
50%
46%38% 48%
30%
41%
10% 4% 9%
L ES S THAN5% UP TO 1 5% UP TO 2 5 % ALMO S TEQ UAL / EQUAL
GREATER THANMEN
GPI RATINGSVI S AVI S PERCENTAGEOF WOMEN
Excellent Good Average NeedsSigni�icantImprovement
though theseorganisations havenotnecessarilyset theright toneat the topbywayofpolicy
statements on gender equality, diversity and inclusion, there is reasonably balanced
representation of women across departments in the organisation and in training and
development programmes, employee retention programmes are working effectively thus
keepingfemaleattritionratesatlowerlevels.
Thisisinteresting, consideringthatinalltheemploymentcategorieslistedabovemorethan51%
of the respondents of that category rated average in dimension D (which measured the
involvementofwomenattheboard/equivalentgoverningbodylevelandatseniormanagement
positionsandothermeans toimprovegenderdiversityanddevelopment).Similarresultswere
notedindimensionEwhichdealtwithwomenfriendlypoliciesincludinghealthandsafety
where
amajorityofrespondentsinthesecategorieswereratedaverage.
Amajorityoftheresponders indimensionC (workplaceenvironment)acrossall categoriesof
femaleemployment numberswereratedgood.Workplaceenvironmentdeals withpayparity,
annual increments,back-to-workpoliciesandasupportivephysicalenvironment,whichmeans
thatwhilesomeorganisationalpoliciesarenotsowomenfriendly(asnotedearlierwithregard
todimensionE),someare(indimensionC),whichisapositivestepintherightdirection.
As fordimension Fwhichmeasures gendersensitisation andsexualharassment –performance
acrosstheboardwasrelativelywanting.Although,
wedidobservethatamongorganisationsthat
employedalmostasmanywomenasmen,ormorewomen,amajorityofrespondents
(45%and
32%respectively)wereratedgood.
Types
ofRespondentOrganisations
The survey was taken by various types of organisations. A majority (37%) were unlisted
companies, followed by listed companies (30%) and educational institutions (17%). The
remaining16%respondentswereNGOs/trustsandsubsidiaries offoreigncompanies.
Educationalinstitution
17%
Listedcompany30%
NGO/Trust8%
Subsidiaryofforeigncompany
8%
Unlistedcompany37%
TYPEOFORGANISATION
2928
Almosttwo-thirdsofallNGO/trustrespondentswe
