Pragya Rastogi’s Post

Question: Are long maternity leaves just lip service in India? POV: Policies alone don't cut it. To truly support our employees, we need action. Implement 1) Structured re-entry programs, 2) Distribute workloads fairly, and make policies inclusive for all genders. 3) Plan for extra staff and create a culture where everyone thrives. Let's turn words into impactful actions! #diversity #inclusion #inclusiveworkplaces #women #india #maternityleaves #policy #DEI #womeninleadership CNBC-TV18 CNBC #CNBC

Let's face it, we've all dreamt of having a personal assistant who folds laundry while we conquer the world (or at least our inboxes). But for many Indian women, that's their reality - except it's unpaid and often goes unnoticed. Then the so called 70-HR work week Men, go out preaching about career priorisation and career building while they are mastering the art of the remote control at home!! This invisible workload isn't just a time drain, it's a massive contribution to the economy. We're talking 10-60% of the GDP globally! Imagine where we'd be without these unpaid wonder women? The New Indian Express  International Institute for Population Sciences Tata Institute of Social Sciences #GenderEquality #UnpaidWork #EconomicEmpowerment #WorkLifeBalance #GenderDisparities #DataInsights P.S. Let's advocate for policies and practices that promote gender equality and work-life balance for everyone.

The Evolution of Women's Rights in the Workplace in India The evolution of women's rights in the workplace in India is a testament to the country's progress towards gender equality. Over the decades, significant strides have been made to ensure women are treated fairly and given equal opportunities. The journey began with the Factories Act of 1948, which set the groundwork for women's labor rights by regulating their working hours and conditions. This was followed by the Maternity Benefit Act of 1961, which granted women paid leave during pregnancy, fostering a supportive environment for working mothers. In the 1970s, the Equal Remuneration Act was introduced to eliminate wage disparities between men and women, ensuring equal pay for equal work. This was a critical step towards economic equality and empowerment for women. The 1980s and 1990s saw further advancements with the introduction of the National Commission for Women Act in 1990, establishing a dedicated body to address women's issues and protect their rights. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, was a landmark legislation that provided a legal framework to combat workplace harassment and create a safer environment for women. In recent years, the Indian government has continued to prioritize women's rights in the workplace. The Maternity Benefit (Amendment) Act of 2017 extended paid maternity leave from 12 to 26 weeks, one of the most progressive policies globally. Additionally, initiatives like the Pradhan Mantri Mudra Yojana have empowered women entrepreneurs by providing financial support for their businesses. Despite these advancements, challenges remain. Women in India still face barriers such as unequal pay, lack of representation in leadership roles, and cultural biases. However, the continuous evolution of labor laws and societal attitudes towards women in the workplace is a positive sign of progress. The journey towards gender equality in the workplace is ongoing, and it is crucial for businesses, policymakers, and society to continue advocating for and implementing policies that support and empower women. Picture Credit:istock #GenderEquality #WomenInWorkplace #LaborLaws #MaternityLeave #EqualPay #WomenEmpowerment #WorkplaceSafety #InclusiveWorkplace #WomenLeadership #India

Championing women's rights in the workplace is vital for growth and innovation. The evolution of labor laws in India is paving the way for a more inclusive and equitable work environment. #GenderEquality #WomenInWorkplace #LaborLaws #EqualOpportunity #WomenEmpowerment #InclusiveWorkplace #WorkplaceSafety #Leadership #India

🚨Supreme Court Apprehensive About Employers Shunning Women If Menstrual Leave Is Mandated, Asks Centre To Examine🚨 *Shailendra Mani Tripathi vs Union Of India:* 🔹The petition, filed under Article 32 of the Constitution, requests a directive to all States to develop and implement a policy providing menstrual pain leave for female students and working women, building upon the existing framework of the Maternity Benefit Act of 1961. 🔹On July 8, the Supreme Court directed the Union Government to engage in comprehensive consultations with all stakeholders regarding the implementation of menstrual leave policies for working women. The Court expressed concerns that such policies might not be welcomed by employers, potentially leading to unintended consequences for women seeking employment. 🔹Chief Justice DY Chandrachud highlighted the need for a balanced approach, considering both the benefits and drawbacks of menstrual leave policies. While acknowledging the potential benefits of such policies in promoting gender equality, the Court also recognized the potential risks of discouraging employers from hiring women. 🔹The petitioner's counsel pointed out that several private employers and countries have already adopted menstrual leave policies, highlighting the feasibility of such policies. The Court granted the petitioner liberty to submit a representation to the Union Ministry of Women and Child Development, which will consider the matter at a policy level and engage in stakeholder consultations to formulate a model policy. This decision does not preclude State Governments from making independent decisions to benefit their employees. 🔹The Supreme Court emphasized the importance of considering multiple perspectives and engaging in thorough consultations to ensure that any policy decision benefits women without inadvertently creating obstacles for them in the workplace. By taking a cautious and inclusive approach, the Court aims to strike a balance between promoting gender equality and addressing potential concerns of employers. #mentrualleave #workerwelfare #women #mentruation #Supremecourtofindia #SC

2nd part (concluding) #PublishedToday 🟪 Gendered division of labour deprives girls and women of equal opportunities for education, work force participation, economic activities as well as leisure activities. To add fuel to fire, we categorise women into being working women and homemakers- as if those who also work outside their homes are ‘home-breakers’, and also that ‘those who do not earn a salary do not do any work’, as all household and child rearing chores come under unpaid labour. Women applying for high profile jobs are often asked ‘if they have any plans for marriage’; ‘if they have children’; and ‘how they will manage office and childcare/ housework’. Has any man ever been asked these questions? 🟣 The Sangai Express, India (part part published on op-ed page, 7 March 2024) https://lnkd.in/eYTmDMzM 🟣 CNS https://lnkd.in/gPSu4B-8 #InternationalWomensDay #InternationalWomensDay2024 #March8 #8March #IWD2024 #WomensDay #Women #gender #genderequality #genderjustice #GenderPayGap #SDGs #Developmentjustice #feministfossilfuelfuture #feminism #feminists #feministmovement #ItsTimeForAChange #Justice #equality

The extra caregiving, child minding and household duties women bear continue to be used as the reason for the persistent gap in pay between the sexes. Couples should be free to decide who stays at home to look after the kids and the seniors, but SHE wants to empower and equip women who want to re-enter the workforce to do so effectively. For the women who do want to work but need more flexibility or training, we want to help them on that journey. We also believe that if it’s a gender mindset of the woman’s role that’s driving the decision, then this needs to change. That said, it’s great to know that the gender pay gap in Singapore is narrowing. We will continue to work hard to make Singapore a gender equal place - in the home, in the workplace and in the community. #genderequality #genderequity #genderpaygap #empoweringwomen #womensupportingwomen

The extra caregiving, child minding and household duties women bear continue to be used as the reason for the persistent gap in pay between the sexes. Couples should be free to decide who stays at home to look after the kids and the seniors, but SHE wants to empower and equip women who want to re-enter the workforce to do so effectively. For the women who do want to work but need more flexibility or training, we want to help them on that journey. We also believe that if it’s a gender mindset of the woman’s role that’s driving the decision, then this needs to change. That said, it’s great to know that the gender pay gap in Singapore is narrowing. We will continue to work hard to make Singapore a gender equal place - in the home, in the workplace and in the community. #genderequality #genderequity #genderpaygap #empoweringwomen #womensupportingwomen

🌸 Embracing Menstrual Leave in India 🌸 Menstrual leave is a widely accepted practice in countries like Japan, South Korea, Taiwan, Indonesia, Zambia, and China. As we advance towards gender equality and prioritize employee well-being, it is crucial for India to consider integrating menstrual leave as a standard component of paid leave entitlement for female employees. By acknowledging the unique challenges posed by menstruation and offering dedicated leave, organizations can foster a supportive work environment that values the health and productivity of female employees. Introducing menstrual leave has the potential to boost productivity, enhance job satisfaction, and promote overall well-being among female workers over time. Together, Let's join hands to advocate for this significant initiative and lead the charge in advocating for menstrual leave in India, ensuring that our workplaces reflect global best practices and uphold the well-being of all and benefiting female employees across India. #MenstrualLeave #GenderEquality #EmployeeWellBeing #IndiaEmployment

I can again see International Women's Day celebrations all over my feed. But I strongly believe we need to go beyond mere words and lip service. Despite progress, women in our country still face uphill battles: According to the Center for Monitoring the Indian Economy (CMIE) 𝐦𝐞𝐫𝐞𝐥𝐲 𝟏𝟎% 𝐨𝐟 𝐈𝐧𝐝𝐢𝐚𝐧 𝐰𝐨𝐦𝐞𝐧 𝐨𝐟 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐚𝐠𝐞 𝐚𝐫𝐞 𝐞𝐢𝐭𝐡𝐞𝐫 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐝 𝐨𝐫 𝐚𝐜𝐭𝐢𝐯𝐞𝐥𝐲 𝐬𝐞𝐞𝐤𝐢𝐧𝐠 𝐞𝐦𝐩𝐥𝐨𝐲𝐦𝐞𝐧𝐭. It's not just about numbers; it's about lives. Also the gender pay gap in our country, as illustrated by Oxfam's India Discrimination Report 2022, shows bias in both recruitment and pay nationwide. In 2020, 𝐦𝐞𝐧 𝐢𝐧 𝐜𝐚𝐬𝐮𝐚𝐥 𝐰𝐨𝐫𝐤 𝐞𝐚𝐫𝐧𝐞𝐝 𝟓𝟖% 𝐡𝐢𝐠𝐡𝐞𝐫 𝐭𝐡𝐚𝐧 𝐰𝐨𝐦𝐞𝐧. 𝐈𝐧 𝐫𝐞𝐠𝐮𝐥𝐚𝐫 𝐣𝐨𝐛𝐬 𝐭𝐡𝐞 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐜𝐞 𝐢𝐬 𝟐𝟕%. So I believe this day is a call to action rather than mere celebrations. Because every woman's dream, every voice silenced by inequality, deserves more than lip service—it deserves action. Also meaningful change begins at home. So, let's not just preach equality; let's practice it daily, first and foremost within the walls of our own households. For on this day and every day, our actions must echo louder than our words.