INSIGHTS

International Women's Day: Anshu Mordia

She shares her experiences from working with an automaker, to how India is progressing with gender equality. 

More women in boardrooms: Let’s walk the talk

More women in boardrooms and executive committees means sustainable business growth, a more inclusive society, and more confidence and inspiration for your female colleagues. 

Anshu Mordia, Head, PeopleWorks believes this starts with employers shifting their mindset.

 

Start with the basics

I had never imagined the state of gender equality at a workplace could be assessed with a bare minimum necessity.

A few years ago, while I was working with a reputed Indian auto company, one of my earlier projects involved auditing HR practices of its dealers in India. I had just completed my MBA in Human Resource Development& Management and was determined to prove myself, understand the dealership framework in India, and recommend improvements from my audit. I travelled across the length and breadth of India and went into the deep pockets of rural India such as Burdwan, Sikar, Rudrapur, Palawal, Sangli, etc.

During my audit at one of the dealers, things took an interesting turn when I had to use the washroom. I was shocked to see there was none! A necessity as basic as a washroom for females was not there. This highlighted two things – 1) no women employees in male-dominated dealerships and 2) the ignorance of dealers that no women will visit them at all in any capacity.

Quickly after the audit, female washrooms became mandatory across all dealers of the automaker. It stirred something within me that became a quest; increasing female participation at workplaces.

Anshu with daughter

A constant battle

Inclusion of women in the workforce has improved, but it is moving at a snail’s pace. It will remain a constant battle to be fought fiercely.

Gender equality is one of the Sustainable Development Goals (SDGs) for the entire world, and as per the United Nations the world is not on track to achieve it by 2030. It will take 140 years to achieve equal representation in leadership in workplace, if we keep proceeding at the current rate!

In India, one of the fastest-growing economies in the world (IMF forecasts 6.8% growth for India in 2024), the pursuit of gender diversity remains both a critical imperative and a persistent challenge. While strides have been made in recent years that have improved female workforce participation rate in the country to 37% in 2023 vs 32.8% in 2022, significant barriers continue to hinder progress.

The Gender Gap Report 2023 report put India in the lower rungs on providing even access for men and women on economic participation and opportunity, with less than 40% parity. While parity in wages and income has improved, the share of women in senior positions and technical roles has dropped.

The mindset war

To keep the momentum, it is important to first work on the mindset.

The deep-rooted cultural norms and stereotypes often dictate traditional gender roles, leading to bias in hiring, promotion, and leadership opportunities.

  • According to a report from Deloitte, most women in India feel their organisation is not taking concrete steps to fulfil its commitment to gender diversity.

  • Nearly half of women say their organisation’s commitment to supporting women has not increased in the past year.

 

In such scenarios, Diversity, Equity, and Inclusion (DEI) programmes can close gender gaps. These initiatives can start by broadening the focus of business owners. The World Economic Forum’s 2023 Future of Jobs Survey states:

  • More than two-thirds of the organisations surveyed have implemented a DEI programme.

  • 79% of companies are implementing DEI programmes with a focus on women.

 

I believe such programmes can remove unconscious bias, provide organisations with more opportunities to hire skilled workforce and increase profits. Giving deserving women a seat at the table also helps build a more educated and unbiased society.

Anshu in Africa

FCM leading by example

Gender diversity fosters a positive work environment. It sends a powerful message that everyone, regardless of their gender, has equal opportunities to grow and thrive within the organisation. 

At FCM, there is a strong leadership commitment to build a more diverse and inclusive workplace, setting the tone for the organisation's culture and practices. We are focused on conducting regular sessions to raise awareness about unconscious bias and promote inclusive behaviours among employees and managers. We have improved our diversity to 25%, managerial level stands at 20% with leadership at 29%. The company launched a WomenWise programme to encourage and fast track women employees in an immersive leadership development program which prepared them to be successful in their first major management role by learning tools and techniques to lead themselves and their teams more effectively.

That said, gender diversity at FCM in India still requires a concerted effort to challenge ingrained stereotypes and foster inclusive cultures. By recognising the benefits of diversity, implementing effective strategies, and prioritising gender equality, we are ready to create an environment where all employees, regardless of gender, have equal opportunities to succeed and thrive.

I hope for a world where women can rise and lead, not just because of their gender but because of their exceptional skills and talents!

5 learnings from my professional career

  1. The best way to learn management is by doing.

  2. If you feel excited to take the path on - you are ready!

  3. Don’t sell yourself short or “wait to get more experience” before trying management. Say yes *before* you think you are ready!

  4. Learn from the folks that are more experienced, but don’t be afraid to voice your opinions. We all have the unique opportunity to share our fresh perspective. Differences help drive progress and maybe even change the game.

  5. Men as allies — I remember my friends and colleagues who have supported me in my journey, every step of the way. They recognised me solely for my skills and accomplishments, gave me grace when I needed it and encouraged me to speak up when I didn’t feel confident. They reminded me of my strength when I wasn’t kind to myself.

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