Gender Inclusive workplaces

Gender bias in Indian workplaces is a pervasive issue that affects women across all levels and industries. Women often face discrimination and bias in hiring, promotions, compensation, and leadership opportunities, resulting in a lack of diversity in corporate leadership and perpetuating the gender pay gap.

One of the reasons for gender bias in Indian corporates is the patriarchal environment and deep-rooted misogyny that exists in the country. Patriarchy reinforces traditional gender roles and beliefs about women's inferiority, limiting their opportunities and restricting their freedom. This creates a hostile work environment for women and perpetuates gender bias in workplaces.

Gender bias in Indian corporates can be demonstrated in several ways:

1. Gender discrimination in hiring: Women are often not considered for certain roles or job positions, and male candidates are preferred over female candidates. For example, a study conducted by the International Labour Organization (ILO) found that women in India are often excluded from jobs that require physical strength, despite possessing the necessary skills.
2. Unequal pay: Women in Indian corporates are often paid less than their male counterparts for doing the same job. According to a report by Monster Salary Index, women in India earn 19% less than men on average, highlighting the gender pay gap that exists in the country.
3. Limited opportunities for promotion: Women in Indian corporates often face difficulties in securing promotions, even if they are qualified for the job. This is often due to stereotypes and biases about women's leadership abilities, as well as the perception that women may prioritize family over work.
4. Sexual harassment: Sexual harassment is prevalent in many Indian workplaces, and women often face harassment and discrimination from male colleagues and superiors. This creates a hostile work environment for women and limits their opportunities for career growth.

The patriarchal environment in India reinforces traditional gender roles that limit women's opportunities in the workplace. For example, women are often expected to prioritize family over work, which can limit their ability to advance in their careers. This expectation is reinforced by the social norms and values that exist in the country, which prioritize men's careers and limit women's opportunities for professional development.

Moreover, the patriarchal system in India gives men significant power and control over women's lives, perpetuating traditional gender roles and limiting women's opportunities. Men often hold leadership positions in Indian corporates, reinforcing the notion that leadership is a male trait, and women are not suited for leadership roles. This perpetuates gender bias in workplaces and limits women's opportunities for career advancement.

Deep-rooted misogyny in India further reinforces gender roles and stereotypes that limit women's opportunities in the workplace. For example, women are often viewed as emotional and less competent than men, which can limit their opportunities for career growth. This perception is reinforced by the media, which often portrays women in stereotypical roles, such as homemakers or sexual objects.

To address gender bias in Indian workplaces, men can take several steps to build a more women-friendly work environment, including:

1. Challenge gender stereotypes: Men can challenge traditional gender roles and beliefs that limit women's opportunities in the workplace. For example, they can support women who take maternity leave and promote flexible work arrangements that allow women to balance their personal and professional lives.
2. Speak up against harassment: Men can speak up against sexual harassment in the workplace and support women who report it. They can also undergo training on preventing and responding to harassment to ensure they understand their role in creating a safe and respectful work environment.
3. Support women's career advancement: Men can mentor and sponsor women in the workplace, providing guidance and support to help them advance in their careers. They can also advocate for women's rightful place at leadership positions.

Creating a gender bias free workplace helps not only organisations but it also reinforces behaviours that leads to gender inclusive and bias free homes and families.