DPIIT seeks replies from Apple supplier Foxconn on HR policies and hiring mechanisms in India! The Department for Promotion of Industry and Internal Trade (DPIIT) is said to have sought a reply from Foxconn after reports claimed that the iPhone manufacturer does not hire married women. Sources indicate that DPIIT aims to understand the issue, with any further actions to be handled by the respective state governments. Media reports on this matter are based on random interviews, clarifying that government action will not rely solely on these reports. #DPIIT #Foxconn #HR #India #Apple #HiringMechanisms
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🚨 Workplace Inclusion Matters! 🚨 In a progressive step, Foxconn reportedly directed recruiters to 🛑 remove marital status requirements from job ads for iPhone production roles. This move fuels the global conversation about 🤝 equal opportunities and 🚀 eliminating biases in recruitment. 💡 Why it matters: ✅ Ensures inclusivity by opening doors for a more diverse talent pool. ✅ Breaks barriers and fosters a fairer workplace. 🌍 Companies worldwide can take inspiration to make hiring practices more equitable, focusing on 📋 skills and 🎓 qualifications rather than personal circumstances. At RMT Portal, we’re dedicated to empowering staffing and consulting firms with 💼 inclusive solutions that support diversity and talent. Together, let’s drive a culture of ⚖️ equality in the workplace! 👉 💬 Share your thoughts: What changes would you like to see in recruitment practices? #InclusionMatters #EqualOpportunity #DiversityAndInclusion #RecruitmentRevolution #RMTPortal #ATS #ERP #ApplicationTrackingSystem #Hiring #Recruitment #Empowerment https://lnkd.in/g_ZXnE-w
Foxconn allegedly tells recruiters to remove marital status in iPhone job ads
staffingindustry.com
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I was recently interviewed by a Journalist for an article which he is working on labor laws, and an article published by Reuters on #Apple's manufacturing facility in India was shared with me. When I delved into it, I got to know that Foxconn, a major Apple supplier, has been systematically #excluding #married #women #from #job #opportunities at its Sriperumbudur iPhone assembly plant. This #discriminatory #practice highlights a broader issue: labor laws in India are often not effectively complied with, regardless of a company’s size. This case underscores the need for stronger enforcement and more inclusive hiring practices across the industry. This raises a critical question: What happens to the values that companies proudly exaggerate about—like diversity, women-preferred roles, or workplace equality? Are these values merely a sham to gain more customers? It's time to hold organizations accountable and ensure that these principles are truly reflected in their actions, not just in their marketing. #LaborLaws #DiversityAndInclusion #WorkplaceEquity #GenderEquality #TechIndustry #AppleIndia #CorporateValues
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Tech job layoffs in 2024. Are these just an annual thing now? Reuters: "Exclusive: Samsung Elec plans global job cuts of up to 30% in some divisions, sources say" (Seunggyu Lim and Aditya Kalra) (September 11, 2024) "SEOUL/NEW DELHI, Sept 11 (Reuters) - Samsung Electronics, the world's top maker of smartphones, TVs and memory chips, is cutting up to 30% of its overseas staff at some divisions. South Korea-based Samsung has instructed subsidiaries worldwide to reduce sales and marketing staff by about 15% and the administrative staff by up to 30%, two of the sources said. The plan will be implemented by the end of this year and would impact jobs across the Americas, Europe, Asia and Africa, one person said. Six other people familiar with the matter also confirmed Samsung's planned global headcount reduction. It is not clear how many people would be let go and which countries and business units would be most affected. In a statement, Samsung said workforce adjustments conducted at some overseas operations were routine, and aimed at improving efficiency. It said there are no specific targets for the plans, adding that they are not impacting its production staff. Samsung employed a total of 267,800 people as of the end of 2023, and more than half, or 147,000 employees, are based overseas, according to its latest sustainability report. Manufacturing and development accounted for most of those jobs and sales and marketing staff was around 25,100, while 27,800 people worked in other areas, the report said. The "global mandate" on job cuts was sent about three weeks ago, and Samsung's India operation was already offering severance packages to some mid-level employees who have left in recent weeks, one of the direct sources said. The total employees who may need to leave the India unit could reach 1,000, the person added. Samsung employs some 25,000 people in India. In China, Samsung has notified its staff about the job cuts that are expected to affect about 30% of its employees at its sales operation, a South Korean newspaper reported this month. BIG CHALLENGES The job cuts come as Samsung grapples with mounting pressure on its key units. Its bread-and-butter chip business has been slower than its rivals in recovering from a severe downturn in the industry that drove its profit to a 15-year low last year. In May, Samsung replaced the head of its semiconductor division in a bid to overcome a "chip crisis" as it seeks to catch up with smaller rival SK Hynix in supplying high-end memory chips used in artificial intelligence chipsets. One of the sources familiar with the plans said the job cuts were being made in preparation for a slowdown in global demand for technology products as the global economy slows. Another source said Samsung is seeking to shore up its bottom line by saving costs." (keep reading) Reuters: https://lnkd.in/gnXg3FAg #samsung
Exclusive: Samsung Elec plans global job cuts of up to 30% in some divisions, sources say
reuters.com
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🏭 Labour Dept Officials Visit Foxconn Plant in Tamil Nadu for Inquiry into Hiring Practices. Labour department officials have conducted a visit to Foxconn's manufacturing plant in Tamil Nadu to investigate allegations of discriminatory hiring practices. 🕵️♂️ Investigation Details: - The visit was prompted by reports and complaints regarding alleged biased hiring practices at the Foxconn facility. - Officials are examining the recruitment process and policies to ensure compliance with labour laws and anti-discrimination regulations. 🔍 Key Concerns: - Allegations: The inquiry focuses on whether Foxconn's hiring practices have been unfairly discriminatory based on factors such as gender, caste, or ethnicity. - Compliance Check: Ensuring that the company adheres to fair labour standards and provides equal employment opportunities. 🏢 Foxconn's Response: - Foxconn has pledged full cooperation with the investigation and stated its commitment to maintaining ethical hiring practices. - The company aims to address any concerns raised and ensure transparency in its recruitment process. 📈 Industry Impact: - The outcome of this inquiry could set a precedent for hiring practices in the manufacturing sector, particularly for multinational corporations operating in India. - It underscores the importance of adhering to fair employment practices and regulatory compliance. 🔮 Future Outlook: - Depending on the findings, Foxconn may need to implement changes to its hiring procedures to enhance fairness and inclusivity. - The investigation may lead to broader industry-wide reforms and increased scrutiny of hiring practices across similar enterprises. The Labour Department's investigation into Foxconn's hiring practices reflects a broader commitment to ensuring fair employment opportunities and adherence to labour laws in the manufacturing sector. #Foxconn #LabourDept #HiringPractices #Investigation #Manufacturing #EthicalHiring #MicroShots #NewsUpdates #StartUpNews #BusinessNews #MicroShots #NewsUpdates
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'8 out of 10 employees you hired resigned in 3 months. It's the problem with your recruitment quality'. 'What is HR doing about XYZ. Are you sitting there doing nothing?' Lately, I hear how some business leaders and billionaires/ millionaires are treating their HR leaders. One MD has now taken over chairing of the HR department & talked down to the CHRO. I don't think all HR folks are without fault. But there are 3 things than business owners should know improving their people practices. 1. You ROI is not immediate. Unlike business where you may get immediate results, improving your people practices takes time. If the organisation is huge, you may take up to 2 years for one change to be embedded. 2. Input does not equate to output. Engineering. Input = output, minus conversion inefficiencies. Human. Input = output, minus dissonances. Dissonances here are your decision making, culture, treatment of staff etc. that staff feels knew is not the truth. Think to your courtship experience. Jho Low spends millions to wow a Taiwanese actress but she declined his marriage proposal. Giving out retention shares but allowing a super performer to bully others will not make your money's worth. 3. The best HR in a company is one who can excel without a HR department. How you treat people is the responsibility of everybody. Axe your HR department if they are bad, but who else to point the finger at? There is really no short cut and; no change can happen if only HR is responsible for treating your people better.
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Flexi Bites🧠 - Curated #HR & #Tech #News at Your Finger Tips. 🏡#Apple's contract manufacturers, suppliers to build over 78,000 #homes for their #employees in India 👨💻Over 50% employees prioritise #career advancement opportunities to stay in current roles 🚺#Women's participation in #labour force rises to 37% 📉#Hiring by global capability centres in India #slows amid western disturbances Stay informed & Stay Up to date!
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🌟 Fair Pay Matters! 🌟 Did you know? In many outsourcing models, virtual assistants (VAs) receive only 20-30% of client fees, with the rest going to intermediaries. This imbalance leads to significant challenges: 🚨 The Cause: Unfair pay structures. 🎯 The Effects: ⭕ Reduced motivation and job satisfaction. ⭕ Difficulty retaining top talent. ⭕ Decline in service quality for clients. At WeLink VA, we’re rewriting the rules: ✅ Empowered WeLinkers: Fair pay means motivated, high-performing professionals. ✅ Happy Clients: Exceptional service built on trust and respect. ✅ Stronger Partnerships: Transparency drives long-term success for everyone. We’re committed to creating an ethical, balanced ecosystem where everyone wins—VAs, clients, and the industry as a whole. 💼 Let’s reshape the VA landscape together! #WeLinkVA #FairPayMatters #Transparency #EmpoweredVAs #StrongerTogether #GameChanger
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Why do we still include age on CVs? In the 20th century, there has been a significant struggle for fundamental rights related to sex, religion, race or sexual preference, conquests that must be defended tooth and nail. These issues belong to the personal and private sphere and are not included in resumes or forms. Recently, I came across information stating that in the technology sector, individuals over 30 years old are not hired. In my opinion, it's essential to note that age does not define capability. While Steve Jobs founded Apple at 21 years old, Tim Cook, the successful and amazing CEO of Apple, is 63 years old. It's time to initiate a conversation and take action to address age-related discrimination in job interviews. It raises a thought-provoking question: if one has the right not to proclaim their religion, sexual orientation, or politics in a job interview, why is it still allowed and required that age be known when it is a primary factor of discrimination? Many individuals at 50 years old have felt excluded from the job market, just for an age reason. Let's work towards fostering inclusive environments where skills and experience are valued above age. Are there any government initiatives that can make a meaningful difference in this area? For example, removing (by law) the age of candidates from resumes. Any thoughts? ... Talent Acquisition, Talent Retention, Recruiting, Design Ops. A thousand challenges ... one place: Erretres – The Strategic Design Company Strategic partner in building world-class, high-growth brands and products. www.erretres.com Strategy Branding Digital Products 30+ Design Awards 25+ Scale Ups 3 Unicorns 4 Successful Founder exits Lots of fun 🦄 Want to know how we crafted a unicorn brand and product? Comment ‘unicorn’ and I'll send you an aperitif of our proven methodology + case study. ♻ Like, Repost or Follow Pablo Rubio Ordás for Design X Growth updates.
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Discover the powerful connection between CSR and employer branding in India! Learn how CSR initiatives can boost employee morale, attract top talent, and enhance brand reputation. Swipe through to know more! Follow Swaayam for more insights on hiring and employer branding insights! ✅ . . . . . #RecruitmentSuccess #employerbrand #talentacquisition #HRInsights #recruiters #talent #hiring #employerofchoice #jobs #Industry #startups #CSR
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I wish I had a Crystal Ball to give the HR and TA job-seekers in my network comforting and clear answers to their question of: "Do you think everyone will start hiring like crazy for our departments come Q2?" It's so hard to say. Are Execs going to grow their People teams in Q2? Are they keen to staff up starting in April? Is the lay-off/hiring freeze trend of Q1 behind us? Do we see a greater need to build up internal TA departments now? I will pose this question here, as I'm getting it dozens of times a day in my DMs and emails. What do you think/see/know about Q2 hiring when it comes to HR/People/TA?
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