Purva Gera’s Post

𝗜𝗻𝗱𝗶𝗮 𝗜𝗻𝗰 𝗥𝗲𝘃𝗮𝗺𝗽𝘀 𝗣𝗮𝗿𝗲𝗻𝘁𝗮𝗹 𝗟𝗲𝗮𝘃𝗲 𝗣𝗼𝗹𝗶𝗰𝗶𝗲𝘀 𝗳𝗼𝗿 𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗶𝘁𝘆 India Inc is adopting gender-neutral parental leave policies to foster inclusion and support diverse family structures. Companies like Colgate-Palmolive, Hindustan Unilever, Volvo Group, and Standard Chartered are enhancing leave programs. These changes aim to increase workforce participation, particularly for women, and improve employee retention. Expert Mansee Singhal highlights the economic benefits of such inclusive policies. #finance #news #GenderEquality #Inclusion #ParentalLeave Source:- https://lnkd.in/dWxve2id

In the 2020–21 Periodic Labour Force Survey, it was revealed that 15.3 million more women in India entered the workforce compared to the previous year, marking a positive trend after a decline in female labour force participation from 2004–05 to 2011–12.    IndiaSpend has consistently reported on the challenges hindering women's workforce entry since 2017, addressing issues such as insufficient childcare, unsafe transportation, societal perceptions, and the motherhood penalty in our initial award-winning investigation.    Reflecting on this issue on International Women's Day highlights the multifaceted challenges faced by empowering women in our society, emphasising the imperative for continued advocacy and systemic change.  https://lnkd.in/d7GAdpCY #WomensEmployment #JobMarket #WorkplaceEquality #EconomicEmpowerment #LaborForce #GenderWageGap #FemaleWorkforce #WomenEmpowerment #WomensDay #Indiaspend 

https://lnkd.in/dhKV7q_R Challenges persist for all genders in hospitality and tourism but I think this article brought out some good solutions to persistent problems for women. While I have the luck of privilege, many women don't. In traditional Indian homes, the household duties are not divided amongst all but the sole responsibility of women. A "good" daughter-in-law is one who makes sure 3 meals a day are ready, laundry is done and house is clean for everyone, be it in-laws, husband, or kids. Despite the financial support being necessary, it's supposed to be secondary on the agenda for women, along with any professional goals they might have. Their tough luck that Indian hospitality is not as developed , having few labour laws regarding delayed salaries, long hours, harrassment and paycut over leaves - with almost no division of sick leaves, vacation leaves, maternity leaves and period leaves. This is an equal burden of other genders - money and leaves affect all in different responsibilities, but yes, other genders in India go home and relax - hot food given on a plate, ironed laundry neatly kept in the cupboard and a fed child tucked in bed. On the other hand, most women go home after 9 hours of shift, maybe 2 hours of travel time, 6 days a week - to fiery chaos that they sort before sleeping, only to repeat it all over again the next day. I really like how women out there have the patience and perseverance to do their job despite dealing with tough clients, team members and family members on a daily basis. Sure, it's a choice for them, as it was pointed out to me. And this is not to portray them as weak in any sense. But I think, some solutions and policies can be implemented to form a basic support system for continued work motivation and loyalty.

Corporate India should think twice before posting about #Mother’s Day today. 73% women quit the workforce after becoming mothers. That’s huge. Of those who returned back, 48% leave within four months of returning as per the last study dated 2018. The guaranteed 26-week maternity leave has become a blocker instead of an enabler. (those who hire know why) Equality is only in policy, not in reality. #WorkingMothers #MaternityLeave #WorkLifeBalance #GenderEquality #MothersDay #WomeninBusiness #CorporateResponsibility #EmployeeRetention #ParentalLeave #WomenEmpowerment #GenderDisparity #CorporateCulture #WorkplaceEquality #CareerBreak #DiversityandInclusion #CorporateSocialResponsibility #WorkingParents #WomeninLeadership #GenderPayGap #EmployeeWellbeing

🚨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

Before corporations celebrate Mother’s Day, they should pause to reflect on the sobering reality faced by working mothers in India. The staggering statistics reveal a troubling trend: 73% of women exit the workforce after becoming mothers, and nearly half of those who return end up leaving within four months. Despite the well-intentioned 26-week maternity leave policy, it often serves as a barrier rather than a facilitator for women's careers. Return-to-office programs, are riddled with challenges, further exacerbating the struggle for working mothers. It's clear that while equality may exist in policy, the stark reality paints a different picture. As we commemorate Mother’s Day, let's not just celebrate, but also advocate for tangible changes that support the aspirations and livelihoods of working mothers. It's time for corporate India to step up and bridge the gap between policy and reality, ensuring that every mother has the opportunity to thrive both at home and in the workplace. #WorkingWomen #CorporateWomen #LinkedIn

No woman should have to choose between her career and raising a family. Our ‘Womb to the World’ (W.O.W) initiative, now extended to women employees across India, supports working mothers from pregnancy (the "womb" stage) to when their children turn 18 (venture out into "the world" as adults). W.O.W represents several elements – an effort to help women remain in the professional workforce, to support working parents, and a generational investment in the relationships and well-being of our employees and their children. Watch what our colleagues have to say about W.O.W! Our diversity, equity and inclusion journey covering gender parity, women in senior leadership, persons with disabilities, living wages and more is a work in progress. We have a long way to go, but we are committed to representing the diversity of the society within which we live. The low participation of women in the workforce in India remains a concern. Creating the right conditions and opportunities for women will not only enable their participation but also help change mindsets and social norms. To learn more about our ESG goals, please visit: http://bit.ly/3ZMMWRM #WombToTheWorld #DrReddysXSustainability #SDG10 (reduced inequalities) #ESG #DEI #GoodHealthCantWait #WeAreDrReddy

🚨📢 Important Update on Maternity Leave Rights in India!⚖️ The Rajasthan High Court recently ruled that all women employees, regardless of the nature of their employment, are entitled to 180 days of maternity leave. This landmark decision underscores the commitment to ensuring equitable workplace benefits for women, fostering a supportive environment for working mothers across various sectors. This ruling aligns with the objectives of the Maternity Benefit Act, 1961, aiming to safeguard the health and well-being of both mother and child during a critical period. By extending these benefits to all women employees, the court has taken a significant step toward gender equality in the workplace. As we continue to advocate for women's rights and welfare in the workplace, it's essential to stay informed about such critical legal developments. This ruling not only promotes a healthier work-life balance but also sets a precedent for future cases concerning women's rights in employment. Let’s work together to create inclusive workplaces where every woman has the support she needs during this important time in her life! #MaternityLeave #GenderEquality #WomenInWorkplace #LegalUpdate #RajasthanHighCourt

The average age of Indian women getting married is around 22-23 years. No wonder why there is such disparity in the Female Labor Force Participation Rate (LFPR) compared to males, with female LFPR at 37 and male LFPR at 78.5. This stark contrast in LFPR indicates a crucial issue that needs addressing. To bridge this gap effectively, the government must consider passing laws that prohibit such discrimination against married women in hiring and workplaces. Such legislation can pave the way for a more inclusive and empowering work environment for all women, regardless of marital status. It's evident that societal norms and expectations play a role in shaping these statistics. By fostering a culture that supports women's ambitions and aspirations, we can strive towards a more equitable and diverse workforce. Let's work together to create a workplace where all individuals, regardless of gender or marital status, have equal opportunities to thrive and contribute to the economy. ✨ #women #workplace #discrimination #job

If I read another performative post about International Women's Day I might scream... We are never going to achieve the gender equality in the workplace without true change in the way we support women. Attracting, retaining, and supporting women through all life stages during their career requires serious policy reviews. Here’s my take on the top 4: 🤰 Enhanced Maternity Leave and Pay: Offering enhanced maternity leave and pay is a necessity, not just a benefit, supporting women through key life transitions, helping them balance family and career without financial strain. If you can tell the difference between the government’s minimum wage and paying a competitive salary to keep people, you should be able to apply the same logic to maternity leave. #MaternityMatters 🤸♀️ Flexible Work Environments: Providing flexibility in work hours and locations to accommodate different life circumstances is particularly important for working mothers. And don't leave your employees waiting when they make flexible working requests; their childcare decisions and finances are hanging on your decision.#FlexForFamilies ⚖ Equal Pay and Advancement Opportunities: Ensuring women receive equal pay for equal work and have transparent opportunities for career progression. #EqualPayEveryday 🏥 Female Health Support: Recognising the full spectrum of female health needs, including support for women going through menopause, fertility treatments or miscarriage. #WellnessForWomen We often talk about breaking glass ceilings, but let’s first focus on removing barriers. Too many women face the tough decision between career and family planning, personal and professional growth, due to inadequate workplace policies. It’s time for companies to realise that supporting their female employees is not just ethical; it’s essential for a diverse and dynamic workforce. #InternationalWomensDay #DiversityInBusiness #EnhancedMaternity #PolicyOverCakesAndSocialPosts #NotJustLipService #EqualityIsntExtra 📣 What policies has your company or could your company implement to support women?