Gender Diversity Project

A STUDY OF GENDER DIVERSITY & INCLUSION
A
PROJECT REPORT ON
“A Study of Gender Diversity & Inclusion”
AT
“Schreiber Dynamix Dairies Pvt. Ltd., M.I.D.C., Baramati”
SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY
IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR THE AWARD OF
THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION (MBA)
SUBMITTED BY
MISS. SABALE SAYALI SAMPAT
UNDER THE GUIDANCE OF

Dr. Amit M. Hole
B.E. (MECH.), M.B.A. (HRM / OPERATIONS), PhD
THROUGH
S.V.P.M’S
INSTITUTE OF MANAGEMENT
MALEGAON (BK), TAL. - BARAMATI, DIST- PUNE-413115
ACADEMIC YEAR
(2017-2018)
S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

GUIDE CERTIFICATE
This is to certify that Sayali Sampat Sabale completed his project satisfactorily on
“A Study of Gender Diversity & Inclusion to the Schreiber Dynamix Dairies Pvt. Ltd.,
M.I.D.C., Baramati” under my guidance.
The project work is of original nature and not copied from any other earlier project work
And further no part of it has been submitted to any other University as a Partial fulfillment
of
Condition for passing any examination.
Place: - Baramati. Name of Guide: -
Date: - Prof. Mr. Amit Hole Sir

DECLARATION
I, Sayali Sampat Sabale student of SVPM ‘s IOM Malegaon (BK),

the undersign here by declare that the project report entitled “A Study of Gender Diversity
& Inclusion to the Schreiber Dynamix Dairies Pvt. Ltd., M.I.D.C., Baramati.” is a
genuine and bonafide work prepared by me under the guidance of Prof. Mr. Amit Hole the
empirical findings in this Project report are based on data collected by myself.
The work has not been submitted for award for any degree or diploma either to University of
Pune or any other University.
This project report is submitted to the University of Pune, in partial fulfillment of the degree
of Master of Business Administration.
Place: - Baramati.
Date: - Sayali Sampat Sabale

ACKNOWLEDGEMENT
I wish to express my deep sense of gratitude to my project guide Prof. Mr.Amit Hole , for his
able guidance and useful suggestions, which helped me in completing the project work in time
that provided me an esteemed opportunity to undergo in plant training in this elite industry
“Schreiber Dynamix Dairies Pvt. Ltd. Baramati, Dist. Pune”.
I with great pleasure and accountability am giving my obligations to Ms. Savita Garud,
For their constant support and valuable technical guidance in each section which granted me to
explore more ideas and improve my knowledge in those corresponding sections.
I will always be indebted to HR Department who managed my training program so efficiently at
the same time without compromising the effectiveness of the program so that I was able to
cover all the areas of the plant with an ease.
I am also extending our obligations to all the partners who helped me in successfully
completing my training program here.

EXECUTIVE SUMMARY
This project was carried out Schreiber Dynamix Dairies Pvt. Ltd., M.I.D.C., Baramati .
for granting me the project work was done in Human Resource Department of the Dairies.
The area of project was “Gender Diversity & inclusion”.
The objective of project is to increase female ratio. Gender Diversity is increasingly an issue
for any country. Gender Diversity is a term which means giving equal importance to both
men and women in the workplace. The sample size is calculated by using probability
sampling Stratified Simple, Random Sampling and Data is collected by primary and
secondary data collection method. The analysis and interpretation of data is carried out. The
conclusion of overall study is to introduce new technology for productivity, multitasking,
group culture, etc. will be more emphasized upon. For the study serve is done with of
questionnaire and observation at the time of work. Maintaining of Gender Diversity among
employees have various techniques and methods which is used to increase productivity and
also for development of employee and Dairies.
An organization must undertake to maintain a valuable and knowledge work
force. The involved skills, knowledge and attitude but always the objective or the definite
purpose of Gender diversity & inclusion the success of Dairies depends upon quality of
products and on the job performance, so study of employees Gender Diversity is very
important aspect.

INDEX
LIST OF CONTENTS
SR. CHAPTER NO TITLE OF THE TOPIC PAGE

NO. NO.
1 CHAPTER- I INTRODUCTION
2 CHAPTER– II AIM AND OBJECTIVE OF THE STUDY
3 CHAPTER– III ORGANISATION PROFILE
4 CHAPTER– IV RESEARCH METHODOLOGY
5 CHAPTER– V DATA ANALYSIS AND

INTERPRETATIONS
7 CHAPTER– VI FINDINGS
8 CHAPTER–VII SUGGESTIONS
9 CHAPTER- CONSULSION
VIII
10 CHAPTER-IX BIBLIOGRAPHY

CHAPTER-I
INTRODUCTION

INTRODUCTION
Gender Diversity” is a term, which emphasizes on giving equal importance to both men and
women in the workplace. Also referred to as “Gender Equality”, incorporating this work
culture in organizations will be an add-on to the company’s bottom line results. Many
organizations though adopt latest technology and innovative processes to manage teams, yet
one area that may be overlooked by them, is creating the gender inequity. Focusing on this
specific aspect is rather quite essential, as the productivity and effectiveness relies on
treatment which company gives to their employees.
Humans are always different from each other on the basis of different attributes and skills.
Managing the humans is also an art. Diversity is a sprouting notion. Diversity is that people
are different due to race, gender, physical and mental skills, religion, work and family
standards, appearances, origins, sexual orientation and cultural orientation. Every person is
made uniquely and he/she is recognized by different attributes. Managing diversity is a big
challenge for organizations, especially managing gender diversity in top management team
of organization. Heterogeneous groups provide diversity advantages such as innovation and
formulating new ideas
Primary dimensions Secondary dimensions

Age Religious beliefs
Gender Education
Ethnicity and origin Geographic location
Sexual orientation Income
Race Work background
Workplace diversity does not mean only to bring the different workforce to an organization.
It is to bring diversified talent to the organization. Due to social and gender diversity group
members will have expectation and belief that different people have different perspectives
among the group and through this people will learn how to change their behaviours with
Other members of group/team. Supporters of a group which is homogenous will have the
collateral to some extent that they will reach to agreement with each other, they will easily
understand the beliefs and perspectives of one another and it will lead them to one single
decision.
But when members of a group notice that they are socially different from one
another, they change their expectations. They anticipate differences of opinion and
perspective. They assume they will need to work harder to come to a consensus. This logic
helps to explain both the upside and the downside of social diversity, People work harder in
diverse environments both cognitively and socially. They might not like it, but the hard work
can lead to better outcomes.

NEED OF STUDY
1) To analyze whether men & women receives equal treatment.

2) To improve decision making process
3) Better Reputation of Dairies
4) To develop new skill management style.

SCOPE OF THE STUDY
The scope of the study of this project is to study current gender diversity is practiced in
Schreiber Dynamix Dairies, Baramati the main focus is.
1) The project will enable a research to study throughly gender diversity in the Dairy
industry.
2) This project will help in better evaluation of gender diversity & identify strength &
weakness of employee mapping.
3) To prove that women are just as valuable in the workplace as men are.

Literature Review
The South African legal and best practice framework of board duties and the King III Report
(“Duties of directors,” 2011) concur with Adams, Hermalin & Weisbach (2010) that
directors’ duties are mainly: to serve as advisors to the CEO and top management; set
strategy; assess management performance; guide the appointment and retrenchment of
executive managers and promote the interests of shareholders. Within this mandate, we
examine the theory and existing literature to determine which dimensions of diversity could
contribute to effective board operation and superior Dairies financial performance.
Hafsi and Turgut state that “the precise meaning of boardroom diversity is still unclear”
(2013:463). They define two constructs of board diversity; namely structural diversity
amongst different boards; and demographic diversity within boards. Diversity amongst
boards refers to dissimilarities in board characteristics; for example “size, leadership
structure (duality of chairman and CEO), founder leader as director, the presence and
number of international directors, nature and operations of board committees, board
independence, director ownership, director tenure,and director compensation” (Hafsi &
Turgut, 2013:464). Diversity within boards refers to dissimilarities between directors and
has been categorised between directly observable (demographic) and less visible (cognitive)
dimensions (Erhardt, Werbel & Shrader, 2003; Mahadeo Soobaroyen & Hanuman, 2012;
Marimuthu, 2008). Definitions of demographic dimensions include
Gender , age and ethnicity for example, whilst cognitive dimensions include educational
Background and political ideology. Listed below in
Table 1, in descending order of frequency of mention, are the accumulated dimensions of
Diversity gleaned from the literature:
Theory Referenced in
Agency theory linked to board

2.1 Agency theory

A recent paper commented on the value of diversity amongst directors and indicated that
“the positive relationship between board diversity and financial performance is predicted by
both agency theory and resource dependence theory” (Nguyen, Locke & Reddy 2012:5).
Hafsi and Turgut (2013:464) state that “Agency theory has emphasized the board’s control
function, and prescribed in particular both independence of the board from management and
leadership structure duality or separation of the functions of CEO and chairman of the
board”. Bryant and Davis (2012) describe agency theory along the following lines: because
an organisation’s representatives or agents, for instance its management, act on behalf of the
organisation, and because agents’ interests are never fully aligned with those of the
organisation, agents would experience conflicts of interest in some situations and would act
in their own self interest unless controlled or incentivised to act in line with those of the
organisation. Fiduciary functions have been introduced by organisations to counter the
effects of misaligned interests. Agency theory substantiates the argument for board
independence to “reduce the likelihood that the agenda and initiatives will be dominated by
the CEO” (Kim et al., 2013:223). Diversity within boards can be seen as a way of increasing
board independence and ensuring a broad base of balanced interests, resulting in improved
control and alignment of interests.
2.2 Resource dependency theory
Nguyen et al. (2012) describe resource dependency theory as an association between board
constructs (such as size and diversity) and the “security of firms’ vital resources”, including
aspects such as the firms’ “prestige and legitimacy” (Nguyen et al., 2012:5). Bryant and
Davis (2012) point out that resource dependency theory asserts that organisations act in
ways relevant to their dependence on certain resources. Organisations respond to cues from
their external environment I n order to reduce their dependence on, and maintain
independence over relevant resources. Organisations that cope better with uncertainty and
are able to reduce uncertainty for their stakeholders and which have control over scarce

resources and the substitutability of their controlled resources, have a competitive
advantage. Expanding this view, Hafsi and Turgut (2013:464) state that in terms of board
Composition , “diversity is desired by customers and other stakeholders for whom it is a
demonstration of management sensitivity to stakeholders’ preferences, aspirations, and
Concerns”. Bryant and Davis (2012) indicate that more diverse boards would have better
access to information and networks to assist with achieving organisational goals in terms of
the resource dependency theory by increasing “the ability to cope with uncertainty and
minimize uncertainty” (2012:6).
2.3 Human capital theory
Carter et al. (2010) summarise human capital theory as an organisation’s view and utilisation
of employees’ experience, skills and education for its benefit. When diversity within boards
Increases, directors “having unique human capital” (Carter et al., 2010:398) increase,
because different individuals have different human capital attributes. Increased diversity
within boards is therefore seen as a way to increase the range of unique human capital
aspects represented, leadingto enhanced decision- making abilities and greater innovation
(Hafsi & Turgut, 2013).

CHAPTER- II
OBJECTIVES OF STUDY

OBJECTIVES OF THE STUDY
The objective of the study as follows.

1) To study Gender diversity in Scheriber Dynamix Dairy.
2) To Analysis advantages & limitation of gender diversity in Dynamix dairy.
3) To increase female partners for women empowerment.
4) To improve employment and career development opportunities for women.
5) To provide better work environment for women.
6) To promote gender equality & diversity in all campus through training.

CHAPTER-III
ORGANIZATION PROFILE

INDUSTRY PROFILE:
Late Mr. K. M. Goenka the founder of the Dairies had a vision. He always wanted to harness
the rich and natural resources that are abound in India. There was 2 billion US dollar
wastage of fresh agricultural produce which includes milk. He was anxious to correct this
situation in his own way. Opportunity was awarded to him when the government of
Maharashtra offered him 7 districts in the state as the largest cow milk shed area in the
country. To realize his vision, he created with the help of national and international experts,
the state of the art dairy plant, Schreiber Dynamix Dairies Ltd.
In the year of 1993 the construction of plant started at Baramati, Pune, Maharashtra. In
the year of 1996 main plant commissioned. The milk available currently from the
various Co-Operative Milk Unions in the milk-shed area is about 2.72 million liters
per day from which Schreiber Dynamix procures about 1.0 Million liters of milk per
day from 3 out of 7 districts. The UHT plant commissioned in the year of 1998, The
Dairies obtained export approval in year 2001, in the year 2002 - ISO 9001:1994 and
HACCP certification was obtained. ISO was upgraded to 9001:2000 and 22000:2005
in the year of 2004 and 2007 respectively.

In the year of 2004 Schreiber Foods Incorporation USA acquired 51% share of the Dairies.
Schreiber Foods Inc. is the second largest cheese manufacturer across the globe and largest
in USA. It was founded in 1945 by Mr. L. D. Schreiber. It was based on the site of the
Brewery in Green Bay, Wisconsin, USA
Dairies started in 1995 as a committed vision to procure surplus cow milk from the
farmers to produce value-added dairy products through superior technology and
process is a world-class giant entity today. Presenting Dynamix Dairy Industries Ltd.
A fully integrated dairy Dairies. The products produced include, cheese, butter, ghee,
dairy whitener, SMP, WMP, lactose, casein, whey protein concentrate, whey powder,
baby food and UHT products.
Located in Baramati near Pune in Maharashtra State, India, Dynamix ensures the
quality standards followed are indeed world-class. The technology is absolutely
state-of-the-art with most of the equipment sourced from the best in the world.
There’s in-house R&D and technical team to monitor every single aspect of
production which follows GMP, HACCP, ISO 9001:2000 and ISO 22000:2005
certifications. Dynamix Dairy Industries commenced its operation in the year 1995.
In 2004 Dynamix Dairy Industries collaborated with Schreiber foods international
and was renames as Schreiber Dynamix Dairy Industries Ltd. Currently the overall
management of Dairies is with Schreiber. Dynamix ensured the quality standards
followed are indeed world class. The technology is absolutely state of the art with
most of the equipment served from the best in the world.
It is one of leading dairy business in Asia Dairies have good place in Indian market
but Dairies have also target to getting top place in world market. .by maintaining
following things.
1. Increase production
2. Waste control
3. Food safety
4. Safety at work place
5. Quality of products

Dynamix has also set up hundreds of bulk cooling station spread over 110 villages. A
demonstration dairy farm has been set up to educate milk producers in clean milk
production, regulated feeding disease control and genetic improvement of cows. Their also
a field extension service to provide artificial insemination, vaccination and treatment of
sick animals.
Plant History: -
1993 CONSTRUCTION STARTED
1996 DAIRY PLANT COMMISSIONED
1998 UHT PLANT COMMISSIONED
2001 OBTAINED EXPORT APPROVAL
2002 ISO (9002:1994) & HACCP CERTIFIED
2004 SCHREIBER FOODS ACQUIRED 51% STAKE ISO UPGRADED TO

22000:2005
2009 CERTIFIED FOR ISO 14001:2004 & OHSAS 18001:2007
2012 ISO UPGRADED TO FSSC 22000:2010
2013 DAIRY BASED PLANT COMMISSIONED, KUPPAM, AP
2014 CONSTRUCTION COMPLETED, SAHARA PLANT

2016 SAHARA PLANT COMMISIONED,
2016 FAZILKA PLANT COMMISSIONED, FAZILKA, PUNJAB
PRIORITIES OF SCHREIBER DYNAMIX DIRIES PVT. LTD.

Hire develop and retain the best partners.
1. Grow through being a global supplier to our customers by joint ventures,
acquisition and by being the high quality low cost procedure of products and
services.
2. Business process improvement through implementing and leveraging a

common and shared information system to improve result

3. Improve profitability through continuous improvement to achieve process
excellence
4. Increase value to our customer’s through team scribers global supplier’s chain
initiatives.
TOTAL QUALITY COMMITMENT POLICY

1. Schreiber believes in a total quality commitment to customers.
2. Schreiber defines quality as conformance to customer’s requirement.
3. Schreiber Will provides defect free products and service delivered on time
4. At competitive price to achieve superior customer satisfaction.
5. Schreiber Partners thrives on continuous improvement.
6. Schreiber define continuous improvement as the diminution of waste
7. Reduction of process variation and implementation of innovative process.
8. Schreiber partners will accept personnel responsibility to apply quality
9. Principle to our work, our family and our community.
BELIEFS AND VALUE OF SDDL:

1. Customer commitment:
We create value for customers through quality products and services.
2. Ownership:
We own our future
3. Caring:
We care about our customers our community and each other.
4. Partners:
We work together to raise and revolve issue rapidly.
5. Continuous improvement:
We drive out process variation to improve result.

STRATEGIC DIRECTION
1. Partners -
We will invest in partners and provide opportunities for personnel growth.
We have high expectation and will shared in our success through pay for
performance, developing leader ship and teamwork skills is important to our
future
2. Growth -
We will grow through delivering through customer designed high value
products and services to customers around the world. We will pursue
business development, acquisition and alliance that leverage our business
process.
3. Technology -
We will invest in and protect technology so as to improve the effectiveness
of our business profile.
4. Process Excellence -
We will use quality management principles and tools to design,
development, measure, audit and continuous improvement our process.
5. Supply Chain -
We will invest in facilities and equipment that enable us to produce and
distribute at the lowest cost.
6. Result -
We will improve result year over year so as to increase EBITDA and
shareholder value.
7. Purpose -
We exist to attract and grow profitability customers worldwide in order to
increase shareholder value.

DAIRIES LOCATION
SCHREIBER DYNAMIX DAIRIES PVT. LTD,

E-94, MIDC, BHIGWAN ROAD, BARAMATI,
DIST. PUNE, MAHARASHTRA (INDIA).
PIN. 413133

MAJOR CUSTOMER OF DAIRIES:

PEPSICO INDIA, NESTLE, BRITANNIA, MOTHER DAIRY, MCDONALD,
D’LECTA ETC.

MAJOR PRODUCT MANUFACTURING

CHEESE, GHEE, BUTTER, DAIRY WHITENER, YOGHURT (DAHI), MILK
POWDERS, UHT MILK & JUICES.

ORGNIZATION CHART
CHAIRMANN
BOARD OF DIRECTORS
MANAGING DIRECTOR
PLANT MANAGER
PURCHASE PRODUCTION SALES HR FINANCE
EMPLOYMENT HRD HUMAN RELATIONS

CHAPTER-IV
RESEARCH METHODOLOGY

Research is an academic activity and such the term should be used in a technical problems,
formulating hypotheses or suggested solutions, collecting, organizing evaluating data,
making deductions and reaching conclusion and at the last careful testing the conclusion to
determine whether they fit the formulating hypothesis.
RESEARCH DESIGN
Preparing a “research design” is an important stage in the process of conducting research.
Research design is a plan, structure, and strategy of investigation conceived so as to obtain
answers to research questions and to control variance.
RESEARCH DESIGN PROCESS
1. Formulation of Research Problem
2. Identification of Objectives of Research
3. Literature Survey
4. Selection of Research methodology
5. Sampling (Sample Population Selection, Technique: Stratified Sampling & Selection
of Sample Size)
6. Data Collection (Use of Structured Questionnaire and Focused Group Interviews)
7. Data Analysis (Using Percentage Analysis Method)
8. Findings, Suggestions and Conclusions

RESEARCH PROBLEM
The research was primarily undertaken to study whether the respondent sample faces
Selected challenges regarding their Gender Diversity and further more identify the cause and
effect relationship between work and personal life... This study firstly proposes to identify
the Gender Diversity issues that are of concern to employees and also focus on checking out
whether the employees able to balance Gender Diversity or not. Therefore the title signifies,
“Study on Gender Diversity & Inclusion with reference to Scheriber Dynamix Dairy
Baramati”.
 No Gender equality in the workplace
 Willingness/Mentality problem Identify
 Gender difference Identify
Research methodology is the frame working solution on the decision making problem. It
helps in explaining the tools and techniques used for study (C. R. Kothari)
Research problem
Setting Research Plan
Methodology
Methodology Methodology
Execution
Analysis of data
Complete Report
Fig- : Research Methodology Process

DATA COLLECTION
To attain the objective of the study, the following data are required.
1. Feedback from employees on various variables on job responsibilities.
2. Some important data collected from middle level management and top level
Management on job responsibilities.
3. Secondary data is collected from various books, internet by researcher to know the basic
Concepts of employee retention, profile of the organization.
SOURCES OF DATA
To fulfil the objectives, the researcher got different type of primary/secondary data.
Primary Data
Primary data means data which is collected a fresh and for the first time and thus happens to
be original in character.
Under Primary Method, the following technique has been adopted.
a) Structured Questionnaire
b) Personal Observation
c) Discussion
Secondary Data Sources
It refers to the data which has already been collected and analysed by someone else.
Under Secondary Method, information and data from the following documentary sources
Have been gathered.
a) Personnel manual
b) Books and Magazines in the library.
c) Company Databases.

SAMPLING DESIGN
SAMPLEING AREA
Schreiber Dynamix Dairies Pvt. Ltd., M.I.D.C., Baramati.
POPULATION
2000 Employees
SAMPLE SIZE
Researcher took a sample of 50 employees.
STATISTICAL TOOLS USED
Tables and Graph etc.
SAMPLING TECHNIQUES
Sampling method used Simple random sampling.

LIMITATIONS OF STUDY
1) The perceived Gender Diversity remains a difficult variable and concept to measure
and understand within certain contexts. This is mainly because different researchers use
different concepts to measure the balance.
2) Apart from this the domain of life of an individual remains the most difficult variable
to measure. The study is restricted to understand the perceptions of gender diversity of
employee in Dairies.
3) The study is also restricted only to Schreiber Dynamix Dairies Pvt. Ltd. Baramati, Dist.
Pune”.The study findings cannot be generalized as the characteristics and work culture
of Dairies could be different from employee to employee at the same level in the
different parts of the Baramati.

CHAPTER-V
DATA ANALYSIS AND INTERPRETATION

Production and non production male & female percentage
Table
Utility &
Department Main plant UHT plant Quality maintenance Others
No of Male% 67% 82% 87% 100% 91%
No of Female% 33% 18% 13% 0% 9%
Total 360 82 31 19 74
Graph
Interpretation
Form the above table it can be understood that the equality of Schreiber Dynamix Dairies
Pvt. Ltd. was recorded the Main plant under no of female 33% highest female ,UHT Plant
no of female 18%,Quality no of female 87%,utility& maintenance no of female 0%,other no
of female 9%.
 Utility & maintenanance under can’t work of female because of heavy work,
required technical background.

Availability of female in Main plant

Table
Main Plant sub Butter & Cheese Process Mozz

section Ghee Manufacturing Cheese Cheese Yogurt
Opportunity of
Female 44% 49% 48% 47% 61%
Actual No of
Female 18% 0% 44% 57% 39%
Graph
Interpretation
As per above table & chart, it can be under` that the main plant different subsection , butter
& ghee section contractual female is 33%,cheese Manufacturing 47%, Process Cheese
44%, Mozz cheese 44%,Yogurt 44%.
 Cheese Manufacturing 5% because heavy lifting, food safety important so this
section can’t allow female task.

Availability of female in Yogurt
Table
Yogurt Danone Dahi Dahi
Common Common Tool master Tropko
Opportunity of
Female
60% 50% 75% 60%

Actual
Female
Deployment 3% 1% 3% 4%
Graph
Interpretation
As per above table & chart, it can be under Yogurt that the Danone Dahi Comman 60% of
aggred of female in Yogurt Highest aggred of female in Tool master.
 It can be provide food safety.

Availability of female in Supply Chain
Table
Packing
U.H.T(F.G U.H.T(RM- F.G STORES Stores(Main
Supply Chain STORES) PM STORES) (Main Plant) Plant)
Opportunityfor
Female 8% 10% 0% 17%
ActualFemale
Deployment 2% 0% 0% 0%
Graph
Interpretation
Pvt. Ltd. was recorded the Supply Chain under no of female Agreed Highest in Packing
Stores.
 Supply Chain stores required fork leaft operator machine this machine can’t operate
female.

Availability of female in Supports Area

Table
Guest House,
Ambulance Room,
Supports Area Drivers House Keeping Security
No of Male % 88% 70% 74%
No of Female%
13% 30% 26%
Graph
Interpretation
Pvt. Ltd. was recorded the Supports Area under no of female in Guest house is 33% and
Housekeeping 30% and security under 26% female.

Availability of female in Others Area
Table
No of No of
Other Areas Male % Female
Range M/F 50% 50%
Graph
Interpretation
Form the above table it can be understood that the equality of Schreiber
Dynamix Dairies Pvt. Ltd. was recorded the Other Areas under no of Male 50% And Female
is 50% ,Other Areas including in Safety , Engg.Store etc.

To provide better work environment for women

Table
Welfare Welfare Medical Creche Local Maternity Rest Washroom Changing

Facility Facility facility facility Transport leave Rooms Facility Rooms
Agree
100% 100% 100% 100% 100% 100% 100% 100%
Disagree
0% 0% 0% 0% 0% 0% 0% 0%
Graph
Interpretation
In this graph highlight to provide better work environment for women in different facility
through .

CHAPTER-VI
SUGGESTIONS

SUGGESTIONS
Organizations are now realizing that many of the immerging aspects which affect gender
diversity at work place. Family management is necessary for both mother and father. So
workplace policies are beginning to change. Many organizations have introduced flexible
work hours for men and women. Likelihood of career growth for females will also improve
with the passage of time.
1) Mentoring is also necessary part for women career advancement. Organizations
provide such trainings and activities especially to women to enhance their skills.
2) Organizations should developed social networking so that females can meet to other
organizations females and share their knowledge.
3) Success of organization lies in addressing such perceptions. Women have reached
now to top positions of many organizations but still there is a less number of them to
be seen at top positions. Still there is an inequality when there is the matter of
salaries, promotions, entering special fields.
4) Women should show extraordinary performance that if they are competed with their
men workers, then they should have same skills and abilities to perform all tasks.
5) Organizations should revise their gender specific policies according to concerns of
both genders. Proper implementation of policies should be done and continuous
monitoring is needed to overcome such issues.
6) Need to hire educated female partners like 12th+ and ITI.
7) Must give Training & make them feel safe in night shift e.g. Self Defense Trainning.
8) Must provide bus facility near to their home in night shift.
9) We can shift some of female in cheese manufacturing from process cheese section.
10) Some of the positions require technical qualifications, but where it was found that
non-technically qualified candidates are deployed in the responsible positions.

9) Most of the employees are not satisfied with provided payment. So employees are unable
to solve family issues. It is suggested to have good payment structure and reward schemes in
the organization.
10) Now -a –days’ time management has become issue of concern. Most of the female
employees are not able to attend their personal & work time balance. So employees face this
kind problem where they get stuck in work on the day of personal family commitments. So
Organization should give training to the Contractual employees on time management.

CHAPTER-VII
OBSERVATION & FINDING

OBSERVATIONS
1) Most of the employees in the organization make sure that they balance their Gender
Diversity by considering factors like time management, work satisfaction and other
factors.
2) If employees have a good balanced work Satisfaction only then the efficiency at
work can be obtained.
3) The employees do not face any problem with shift timing since it is a standard time.
4) There is cordial atmosphere maintained in the organization.
5) Organization providing Safety kit compulsion and other safety precautions ensure
safety to the employees at work.
6) Organization allowed to take rest after lots of hard work, due to overload, continuous
stress organisation have rest room for female partners.
7) Botheration and worry about the family life at works affect the Gender balance.
8) Problems at or related to work are solved at the right time in the organization making
sure that the problems do not occur again.
10) Most partners are qualified & practically experienced.
11) Communication between other employees& manager is not transparent. It means,
there is communication gap between employees & manager.
12) Employees are aware about technical devices such as computer, mails etc., they
should be given the information about the current affairs

FINDING
 We have an opportunity at several departments like:
1) UHT
I. Chemical Lab – Sampling and testing
II. Micro Lab - Sampling
III. D.E Lines – Box lifting (12kg approx)
IV. Filling section – As a operator
V. UHT-Maintenance – Maintenance purpose
2) Main plant
I. Cheese manufacturing – cheese cube lifting manual work, sampling
II. Butter and ghee – Packaging, all lines, box lifting, sampling
III. Yogurt – All lines, packaging and sampling purpose
IV. New Dryer – Operator, sampling
V. Maintenance Electrical – Electrical maintenance
3) Quality control
I. FMR Lab - collecting sampling
II. Laxmi gate security – As a security guard
 We can replace female partners with many male partners in night shift also.
4) It reveals that majority of the employees are ready, willingly to expert more
responsibilities then what they currently have while other do not prefer that.
5) Most of their subordinate’s communication regarding their problems to their
superiors.
6) Most of the subordinates feel that their juniors can handle the specific problem well
& few of them feel that they cannot handle the specific circumstances.
7) The subordinates are given complete authority to take their own decisions to
perform.

CHAPTER-VIII
CONCLUSIONS

CONCLUSIONS
Typically, men and women face a situation or problem from different viewpoints and come
up with solutions accordingly. It helps an organization in better decision making, improved
problem solving and greater creativity.
1) Schreiber Dynamix Dairies Pvt. Ltd. encourage gender diversity in the workplace
and inspire all of their employees to perform to their highest ability not only gain
higher productivity, increased sales and profit margin but also good return on
investment.
2) By maintaining gender equality at the workplace the company can create a pool of
dedicated, qualified and talented employees who play the significant role in taking
the business forward in a right away.
3) With a gender-diverse workforce, the company can expand its customer base and
offer better services. A diverse collection of skills and experiences (e.g. languages,
cultural understanding) allows a company to provide service to customers on a global
basis.
4) A gender-balanced team brings with it greater industry knowledge and helps the
company to access more resources, as well as multiple channels of information.
5) In a gender diverse workplace, good morale always leads to a healthy work culture
where employees motivate each other to perform at the highest level. It further
results in Higher Job Satisfaction, Fastens Team Work, Happiness and Prosperity.
6) Because of Crèche facility women’s are happy and concentrate on work & Company
organise “we power” programs for women empowerment.

While doing summer internship project work I have chosen a topic on “A study
of Gender Diversity & Inclusion”. While doing this project I have visited employees of
Schreiber Dynamix, Baramati with a questionnaire related to concern topic. While surveying
I have collected a questionnaire from 50 employees & analyzed that there is need to gender
diversity of the employee in the organization .So we have to be concluded that balance
gender at individual level and at organizational level need to be implemented very
effectively these days. The Gender Diversity of the employees need to be assessed
efficiently and regularly in order to improve and enhance the employee’s Gender balance.
Indicators of success and failure need to be established by individual and finding solutions
over these problems to be done. It also need to be explored to a greater extent to determine
what changes are needed successfully adopt gender diversity and to establish more clearly
the hidden practices that hinder the implementation.
In the end, the project require a complete support from the organization & I
received it in very professional manner in Schreiber Dynamix it means that due to such
support from the organization I was able to achieve the objectives set by me before starting
my project.

QUESTIONNAIRES
1) What Gender Are You?

o Male
o Female
o Both Male & Female
2) Which age group do you belong to?

o 21-25yrs
o 26-30yrs
o 31-35Yrs
o 35-40Yrs
3) Do you offer equal wages and other allowances for male as well as female
employees?
o Yes
o No
4) Do you feel that your workplace has a gender inclusive culture?

o Yes
o No
5) If their any occasion at work where you feel you were harassed or believed due to
your gender?
o Yes
o No
o If Yes please Explain___________________________________
6) Do you think male employees are more efficient than female employees?
o Always
o Mostly
o Something
o Never
7) Women employees achieve their target well in time than men?

o Yes
o No

8) Do you feel or know of women getting lower positions in your occupation

because of their gender?
o Yes
o No
9) How does diversity affect employee hiring?

o Always
o Mostly
o Something
o Never
10) Do you offer career development program for employees in your unit?
o Yes
o No
11) Do you agree company provide better work environment for women ?
o Agree
o Disagree
12) Have you been sexually harassed since you arrived at this company? By sexual
harassment, we mean unwanted touching.
o No
o Yes, but rarely
o Yes, sometimes
o Yes, frequently
13) Have you received any of the following services in your company? Please tick.
o Health insurance
o Health check up
o Medical allowance
o Child care
o Family care
o Welfare facility
o Local transport
o Local conveyance allowance
o Local transport concession
o If others, specify

CHAPTER-IX
BIBLIOGRAPHY

WEBSITES:
Web site of a company - www.schreiberdynamix.com
Web site for Dairy industry - www.schreiberfoods.com
NEWS PAPERS:
Economic times
Business Standard



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A STUDY OF GENDER DIVERSITY & INCLUSION

UNDER THE GUIDANCE OF

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

Condition for passing any examination.

Place: - Baramati. Name of Guide: -

Date: - Prof. Mr. Amit Hole Sir

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

I, Sayali Sampat Sabale student of SVPM ‘s IOM Malegaon (BK),

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

SR. CHAPTER NO TITLE OF THE TOPIC PAGE

2 CHAPTER– II AIM AND OBJECTIVE OF THE STUDY

3 CHAPTER– III ORGANISATION PROFILE

4 CHAPTER– IV RESEARCH METHODOLOGY

5 CHAPTER– V DATA ANALYSIS AND

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

Primary dimensions Secondary dimensions

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

1) To analyze whether men & women receives equal treatment.

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

SCOPE OF THE STUDY

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

2.1 Agency theory

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

OBJECTIVES OF THE STUDY

The objective of the study as follows.

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

1993 CONSTRUCTION STARTED

1996 DAIRY PLANT COMMISSIONED

1998 UHT PLANT COMMISSIONED

2001 OBTAINED EXPORT APPROVAL

2002 ISO (9002:1994) & HACCP CERTIFIED

2004 SCHREIBER FOODS ACQUIRED 51% STAKE ISO UPGRADED TO

2009 CERTIFIED FOR ISO 14001:2004 & OHSAS 18001:2007

2012 ISO UPGRADED TO FSSC 22000:2010

2013 DAIRY BASED PLANT COMMISSIONED, KUPPAM, AP

2014 CONSTRUCTION COMPLETED, SAHARA PLANT

PRIORITIES OF SCHREIBER DYNAMIX DIRIES PVT. LTD.

2. Business process improvement through implementing and leveraging a

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

TOTAL QUALITY COMMITMENT POLICY

BELIEFS AND VALUE OF SDDL:

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

SCHREIBER DYNAMIX DAIRIES PVT. LTD,

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

MAJOR CUSTOMER OF DAIRIES:

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

MAJOR PRODUCT MANUFACTURING

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

PURCHASE PRODUCTION SALES HR FINANCE

EMPLOYMENT HRD HUMAN RELATIONS

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

S.V.P.M’S INSTITUTE OF MANAGEMENT, MALEGAON (BK)

RESEARCH DESIGN PROCESS

1. Formulation of Research Problem