There has been so much euphoria around Gender Diversity and Inclusion, especially in the last decade that it felt as if ‘good times are here for the fairer sex’ and it’s all going to be okay soon. While there have been some steps taken by the Government and some mindful actions too, besides talks, by many leading companies around the world and in India as well, the actual reality yet remains far from encouraging.
One could either brush the entrenched biases aside as one off experiences, unfortunate stray incidents and sit ups, or can start to address the root-cause, mindset! Just when we were raving about knocking off the “glass ceiling”, it was soon replaced by a tougher “glass cliff”, to climb. I am aghast at what two close friends, lady-professionals, shared with me about their very recent corporate experiences. Just proves the point, while the professional world makes all the right noises, that what the head honchos say and mean are two different things. Subtly, it has always been there; however, sometimes easily traced too as in the two examples listed below.
One of my very competent and experienced lady-friend was approached by a head hunter for a senior job in a leading Indian organisation. The role was explained, the details of the organisation were shared, was told that she had the relevant competencies and was suited for the role. After reviewing all details shared by the consultant, she was thrilled about having an opportunity to be a part of a wonderful Indian organisation and to make a huge difference in terms of people, processes and practices there. She shared her Resume with the head hunter, but did not hear back from them for a few weeks. Curious to find out the reason behind such a delay, she called them up and much to her dismay; she was told that the organisation even refused to look at her CV since they did not want any female candidates for the role. She wondered why she was contacted in the first place and was sold the company and the job by the head hunter if such was the case. The consultant admitted that they were unaware of this bias and it was not spelt out in the specs shared with them by the company. It was hard for her to reconcile that her candidature was dismissed on grounds of gender, despite her possessing the relevant experience and competencies needed for such a role in that industry. Though on one hand, some organisations specify that they would prefer female candidates in case of certain positions, the question is why should there be any negative or even positive bias for certain jobs on the basis of gender? Is this fair and just in present times when everyone is so gung-ho about Gender Diversity and creating a level playing field? Where is the question of merit, when they are not even included in the pool? The critics may bare this by pointing out that this is true in Indian organisations, however MNCs are much ahead and beyond this. Really? There are only a handful of examples of women that get quoted time and again. What about the other deserving ones?
The second experience was shared by another lady-professional post a sabbatical being hired by an organisation for a key role where she was refused to be paid as much as her last drawn salary by the hiring organisation. The primary reason shared by the consultant was that it was the first time the organisation was hiring a lady-professional in such a senior role, so they were not sure if she should be paid that much. Besides, she could not be paid equivalent to other senior men in the leadership team. Doesn’t it sound irrational, in fact, bizarre? Factors such as market value of the role/job position, job pricing, capacity of the organisation to pay, internal equity etc. are understandable and popularly acceptable. However, gender is made a factor for lesser pay or less worth or the organisation not having experienced a lady in a senior role – how could these be accepted as reasons for being undervalued?
Both these instances have got me thinking. So much hullabaloo about organisations embracing Gender Diversity and so much talk about Gender Equality; seems all mere lip service. While I counsel my friends to take such experiences in their stride, that they will surely find respectable roles in organisations which will value and treat them well, I continue to worry. Seems like it will take us long to change things in this ‘Unequal World’. Just as Dodinsky has said – “Be proud to wear you”, I have consoled my friends not to lose heart. And have shared with them what Karen Ravn said – “Only as high as I reach can I grow, Only as far as I seek can I go, Only as deep as I look can I see, Only as much as I dream can I be”.
Finally for me, I see an opportunity to make a difference in building a level playing field and moving towards an Equal World. I have taken the first step by sharing these real life instances with you who are professionals in a wide spectrum of areas. Now you can also be aware and take appropriate action in your respective spheres.
**My article – May the BEST Professional prevail! Published in www. peoplematters.in, May 2012 issue also published in Human Factor magazine, May 2012 edition. And let’s not make Men out of Women, Business Manager-March 2013. Also, available on http://www.aparnasharma.in/articles.htmls Visit-www.aparnasharma.in
Author Information:
Ms. Aparna Sharma is the ex-CHRO- Greaves Cotton Ltd. and author of “Reality Bytes-The Role of HR in Today’s World”.
