Ecosystems improve the future of women’s work

By Mamta Sharma, SVP-HR, Global Services & India
For businesses to grow and prosper, the evolving future of work must be fair for all. Automation has been the great leveler of this decade, creating greater demand for talent in basic engineering and niche technologies, as well as hybrid work opportunities to advance the careers of women in engineering. technology and other related fields. But we can’t rely on technology alone to elevate the future of women’s work. This must be affected by the collective effort of organizations, allies, mentors, government, associations and especially women themselves to work together and contribute.
Here are the 4 main factors that can positively influence the future of women’s work.
Hybrid and flexible work modes: Over the past two years, many organizations have seen women exit the workforce due to multiple additional responsibilities arising from the circumstances brought on by the pandemic. However, this has been mitigated by hybrid and flexible working arrangements, which have allowed women to work remotely (particularly mothers and carers) and to juggle professional and personal commitments in a flexible and transparent way. Forward-thinking organizations should get ahead of the curve and recognize the need for provisions that support women’s mobility in the workplace, as well as progressive policies and programs that encourage them to engage fully in the workplace. With such foresight and planning, companies can create an inclusive workplace and drive deeper engagement.
Expanded Inclusive Business Policies: As organizations look to build talent capacity, it’s important to create hiring programs that improve inclusion. More and more organizations are now realizing the merits of creating a diverse workforce. This has led to the expansion of talent acquisition strategies and concerted efforts to hire women who have taken career hiatus, with organizations looking to tap into a huge pool of talent that can truly make the organization more inclusive. Fiserv, through its “Forward For Her” program, focuses on returning women on the principle that it is important to take a proactive approach and work with partners and diversity recruitment organizations. in order to expand the scope of the business.
Employee Resource Groups (ERG): These groups and the availability of strong networks can ensure that women in the workplace have all the resources they need to succeed. Holistic development programs will enable organizations to attract diverse talent, train new hires and subsequently retain their workforce. Professional development as well as skills development, mentoring and networking opportunities will help Women Associates advance in their careers, move forward and take on leadership roles. These resource groups also bring together women and their male allies at different levels of the organization to collaborate, build engagement, and create an environment of inclusivity and success.
Success as a priority for women: Finally, it is imperative that women make their success their priority. To sustain a career, especially in technology, the need for continuous skill improvement is paramount. The tech industry is at the forefront of constant advancements, and female associates must continually seek out new ways to grow, improve their skills, and keep their abilities current. In addition to being up to date with technology and know-how, it is essential to take advantage of opportunities related to experiential learning, networking workshops, leadership discussion sessions, learning modules at your pace and networking programs to achieve holistic development and talent mobility.
It is imperative that organizations foster an open, safe, and growth-oriented environment for women, especially in tech and STEM (science, technology, engineering, and math) roles. With these elements in play and technology fostering greater engagement, now is the time for everyone to make gender balance a priority, to improve the proportion of women in the workplace, especially in of management.

Disclaimer: Content produced by ET Edge