Shivani Tiwari’s Post

Thanks for pointing this out Nidhi. Women have a tricky life. Not just in India but globally as well. Being a Son, Husband, and Father I have at least three women I deeply care about. My mother worked through all the nightmares, social and professional, in her 40+ year stint at the Food Corporation of India. My wife Rasika Bhagwat-Shete, who co-founded a startup with me and then carried our daughter, now finds it difficult to get a job. My daughter... well she starts first standard this June. Life and its vagaries await her. Now here's my dilemma. From a business perspective a man or a woman is a valuable resource that translates into revenue. At different stages of a business can I afford the cost of losing an employee? How does one tackle this? Are there successful programs that have enabled transition for women without costing the company a bomb? Look forward to some interesting insights. #business #entrepreneurship #india

Speak it loud

The post highlights a 𝐜𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐢𝐬𝐬𝐮𝐞 facing working mothers in corporate India, urging careful consideration before celebrating occasions like Mother’s Day. It reveals alarming statistics indicating that 73% of women quit their jobs after becoming mothers, with nearly half of those who return to work leaving within four months. This trend suggests significant challenges that women face in balancing their professional and personal responsibilities, prompting a call for corporate India to reassess its approach to supporting working mothers.  👉🏻The post suggests that while maternity leave policies may intend to support new mothers, they often fall short in practice. Rather than enabling women to balance their roles as mothers and professionals, the guaranteed 26-week maternity leave can become a barrier to re-entering the workforce effectively. The post highlights the need for companies to implement more comprehensive support systems and flexible work arrangements to facilitate the seamless transition of women back into the workforce while prioritizing their well-being and family responsibilities.  👉🏻Furthermore, the post emphasizes the disparity between policy and reality regarding gender equality in the workplace. While equality may be enshrined in corporate policies, the lived experiences of many working mothers suggest otherwise. This dissonance underscores the need for companies to not only implement inclusive policies but also to actively address systemic barriers and biases that hinder women’s advancement and retention in the workforce.  👉🏻By drawing attention to these issues, the post serves as a call to action for corporate India to prioritize the support and advancement of working mothers. It encourages companies to rethink their approaches to maternity leave, return-to-work programs, and overall workplace culture to create environments where women feel valued, supported, and provided with equal opportunities to succeed.  👉🏻This underline the urgent need for corporate India to address the challenges faced by working mothers and to create more inclusive and supportive work environments. By recognizing and addressing systemic barriers, companies can empower women to thrive both personally and professionally, ultimately benefiting the entire workforce and contributing to a more equitable society. #WorkingMothers #GenderEquality #MaternityLeave #WorkLifeBalance #CorporateCulture #Inclusion #SupportWorkingMothers #FlexibleWork #ReturnToWork #EqualOpportunity #WomenInWorkforce #SupportiveWorkEnvironment #DiversityandInclusion #MothersDayAwareness #EmpowerWomen #CorporateResponsibility

Many corporate houses and business leaders are looking for introspection and solutions!! Do you feel that as a woman you need to stand for another so that she can be a happy Mother and a happier Professional?? Take a Stand !! #Corporate #HR #InvestInWomen

All credit goes to workaholic leaders who see employees as non-living resources and look for output every single day (throughout not just 9 to 5) They forget that maternity leave is not for mothers but for the next generation. If the next generation doesn't get proper care, connection, and availability from parents, then it's already doomed. fir dekhte rehna, profit margin, efficiency, productivity, etc etc

The same goes with the Gender Pay Gap! On average, women in India earn 73% of what men earn for doing the same job.  This gap is even wider in certain industries, such as the technology sector, where women earn just 60% of what men earn. While there's much talk about this in developed countries, real progress remains limited. Imagine the situation here in India. Lower pay = Lower Savings = Lower investments Consequently, women accumulate only 60% of men's wealth by retirement despite similar education and career paths. Events like Women's Day and Mother's Day spark emotions in the corporate world. At Fabits, we've conducted several women-centric investment literacy programs. However, these events sometimes felt like mere checkboxes on someone's to-do list, with little focus on real impact. Its time for more action! It's time for action! Stay tuned as Fabits is working on a long-term program to empower women to take control of their finances. Watch this space for updates.

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

🗣 Let's talk about the #GenderPayGap 📌 The pay gap between men and women persists globally, and India is no exception. Despite legal frameworks and court judgments, women are still paid 34% less on average, according to the International Labour Organization. ❓ But why does this gap exist? It's not just about overt discrimination; 'cultural norms' play a huge role, especially the 'motherhood penalty'. 💡 But change is possible! Rwanda and Iceland have made significant strides in closing the gap through policies promoting women's empowerment and obligational paternity leave. Yet, in India, there's still a vast gap in paternity benefits, reflecting deep-rooted biases. 📍 So, how can we bridge this gap? More women in decision-making roles, Mandatory paternity leave, and, A cultural shift towards viewing both genders as caregivers and breadwinners are crucial steps. 💼👩💼👨💼 💭 What are your thoughts on the #GenderPayGap? #GenderPayGap #MandatoryPaternityLeave #CareEconomy #MotherhoodPenalty