Stalwart Newsletter | Sept 2024

INSIGHTS FROM STALWART

If you are free, you need to free somebody else. If you have some power, then your job is to empower somebody else. - Toni Morrison

According to the World Economic Forum’s 2024 Global Gender Gap Report, India ranks 129th out of 146 economies, and it is expected that we will need another 134 years to reach full parity at the current rate. As the COO of an Integrated People Services company, this statistic underscores the urgent need for innovative action, especially in industries like ours that are traditionally male-dominated.

Efforts to bridge the gender gap should not be made just for the sake of numbers. At Stalwart, we have a very strong representation of women in leadership roles, and it adds tremendous value to the organization. This reflection has inspired me to see that the gender gap is not just a societal challenge but an opportunity for businesses to lead change. By creating safe, inclusive, and encouraging workplaces, we not only support women and individuals from all genders but also boost organizational performance. And it is important to recognize that this requires continuous, hands-on effort. Policies like PoSH and Zero-Discrimation for Employment are starting points, but only an active engagement and a commitment to fostering equity will drive real progress.

A crucial aspect of closing the gender gap is ensuring labour force participation, which in India stands at just 45.9%. But the actual question is how do we make it happen? At Stalwart, we have established gender-neutral policies on harassment, equal pay, and maternity leave to address this, but the real change happens through our day-to-day practices such as promoting open dialogue and mentorship programs that equip individuals with necessary tools for leadership positions. As a woman, I understand how essential work-life balance is, especially for women who often bear a disproportionate burden of household responsibilities. And to overcome this, we need innovative and specific solutions that help women remain in the workforce after marriage or childbirth.

I strongly believe that policies alone cannot change the landscape—we must ensure that our infrastructures empower women to take up leadership roles and remain active contributors to the workforce. As leaders, it is our responsibility to make gender parity a reality, long before the 134 years predicted by the Global Gender Gap Report.

At Stalwart, we follow a zero-tolerance approach toward sexual harassment. The initiative of PoSH training has assured our employees that their well-being is a priority, thereby contributing to a culture of mutual respect and inclusivity. We strongly believe that every employee should feel secure and supported to raise their complaints, regardless of their role or tenure.? We have conducted PoSH training, particularly focusing on our blue-collar personnel, where the nuances of the training involve creating awareness in a language that is familiar to them and introducing them to aspects of the infrastructure they can rely on.?

Why create awareness

Often workplace harassment goes overlooked because of the lack of information about what harassment is and what it isn’t. In India, sexual harassment is addressed under Section 354A of the Indian Penal Code (IPC), and according to this section, any person who commits the offense of sexual harassment can face rigorous imprisonment for a term that may extend to three years, fines, or both. Harassment includes any unwelcome behavior of a sexual nature that can manifest in physical, verbal, or non-verbal forms, which contribute to a hostile work environment. Equipping our employees with this key information has fostered a sense of trust, security, and empowerment within the workplace.

Accessible Reporting Mechanisms

It is equally important to establish a transparent and uncomplicated reporting mechanism so that employees feel confident to access reporting. Organizations should also make it mandatory for supervisors and managers to report any complaints or observed behavior that may fall under the category of sexual harassment. At Stalwart, our employees can also reach out to the Internal Complaints Committee (ICC), a dedicated team of senior female employees responsible for investigating complaints confidentially and respectfully.

ICC also ensures that complaints are handled with care and confidentiality and that necessary actions are taken in a timely manner. If found guilty, the offender will face disciplinary action up to and including dismissal from employment and the complainants do not have to fear any form of retaliation for coming forward. This guarantees a safe and supportive workplace where employees can freely voice their concerns.?

OPERATIONAL EXCELLENCE

Our recent Pet Orientation Program conducted at Bangalore is a testament to Stalwart’s commitment to innovation in facility management by equipping staff with critical knowledge about animal handling and welfare. These trainings not only enhance the safety and effectiveness of our operations but also contribute to fostering a humane approach to pets and stray animals. The topics covered in this orientation include the history and breeds of dogs, dealing with stray dogs, population control, vaccination, communicable diseases, and adherence to government guidelines such as the Prevention of Cruelty to Animals Act.

Team Stalwart

Learn more: www.stalwartgroup.com