CORPORATE

COMMUNICATION FOR
TECHNOCRATS
(HML-411)

GROUP 2
 CORPORATE AND
GENDER EQUITY IN
NORTHERN STATES
(with special reference to
RAJASTHAN)

Submitted to Submitted by
Dr. A.K. Chaubey [Ph.D.] Shubham Chomal (BT16MEC022)
Senior Assistant Professor (English) Shubham Yadav (BT16MEC008)
Department of Science & Humanities Naveen Nitar (BT16MEC012)
Prashu (BT16MEC038)
Alok Kumar (BT16MEC044)
Shalini Chauhan (BT16EEE007)

NATIONAL INSTITUTE OF TECHNOLOGY UTTARAKHAND

2019
ACKNOWLEDGEMENT

We acknowledge our gratitude and indebtedness to our course coordinator

Dr. A. K. Chaubey
(Senior Assistant Professor (English), Department of Science & Humanities.)
who was a constant source of inspiration during this period. We are obliged towards his valuable
comments and suggestions throughout the project making period. He provided us the most
valuable guidance to make this project successful.
With all due respect, we thank all the faculty members of NIT Uttarakhand, MNIT and Rajasthan
University who took the time out of their busy schedule to aid us in bringing this project to a
conclusion.
Without their help and sincere response it would have been really difficult for us
to actually understand the complete working of the plant.
We wish them well.
CONTENTS
• INTRODUCTION
• CHALLENGES FOR GENDER EQUITY IN CORPORATE SECTOR
• OTHER SIDE OF COIN
• BACKGROUND
• THE QUESTIONNAIRE
• DISCUSSION
• FINDING
• ANALYSIS
• CONCLUSION
 INTRODUCTION
– WHAT IS GENDER EQUITY?
• Men and women treated fairly, have equal rights and representation, both participate in decision making and receive a fair share of
benefits.
• Also, considering their varying capacities and vulnerabilities.

– DIFFERENCE BETWEEN EQUITY AND EQUALITY?

• Gender equality is rather a concept, a goal, while gender equity is a practice and way of thinking that help in achieving the goal.
• Gender equality means that men and women enjoy the same rights, resources, opportunities and protections.
– It doesn’t require that they have to be the same.

– WHY GENDER EQUITY IN CORPORATE?

• Since half of our population is women, their talent can’t be ignored as they are an equal human resource.
• The problem of slow economic growth and rise in unemployment.
• A 2015 study shows that increasing women’s labour force by 10% could add $700 bn to India’s GDP.
• not only impacts economic growth but key factor in simultaneous nation development and overall social structure.
HISTORY
– Before industrialization, women had traditional jobs like home making, managing farms and raising children.
– Dramatic shift emerged and women entered workforce in order to support their families during world war 1 and world war 2.
– Women recruited into jobs vacated by men who had gone to fight in war.
– Women worked in factories producing munitions, building ships, coal mining, drivers of trains and trams, nursing and domestic workers in homes of
wealthy.
– The earliest of feminist movements emerged at that time due to differentiation in wages and poor working conditions.

PRESENT
– In India, representation of women in corporate scenario stands 30.55%.
– 20% of women in top leadership roles in 2018 even as country ranks 5 th lowest in having women in such roles.
– Most successful names include Neeru Sharma, Radhika Ghai, Suchi Mukherjee, Indira Nooyi, etc.
– Ministry of statistics and program implementation indicates women in urban areas with a graduate and higher degree earn 24% less than their male
counterparts.
– Countries which are in top of gender equity are Iceland, Sweden, and Norway while the worst are Syria, Iran, Saudi Arabia and Pakistan where women
barely have rights.
– Various govt. programs & schemes have been launched in an attempt to provide equal opportunities like reservations in education and jobs, Rashtriya
Mahila Kosh, Sabla ,Beti Bachao Beti Padhao, etc.
– Recently political parties like INC and TMC have launched their manifesto claiming 33% reservation for women in both Parliament and Legislative
assemblies.
 CHALLENGES FOR GENDER EQUITY IN CORPORATE SECTOR

– Registered cases of sexual harassment at Indian workplaces increased 54% from 2014 to 2017(two cases everyday).
– As many as 70% cases go unreported as women fear repercussions according to a survey conducted by Indian Bar Association in 2017.
– 50,000 women lose their job per year as result of pregnancy. Men don’t have the same issue but they too sacrifice as much of their
time raising a child.
– Gender pay gap, stats show women earn 76 cents on the dollar compared to men.
– Race and ethnicity.
– Work-life imbalance.
– Lack of self confidence and role models on women leadership.
– Favouritism towards any male or female employee can be a hardship for both gender.
– Women’s menstrual cycle that hits every month can be painful for most of the women to continue with the work.
– Gender bias resulting in undermining female employees for promotions, allowances, praise and mentorship.
– Government of India has passed a law named Sexual Harassment of Women at Workplace Act in 2013 to equip women against any
sexual abuse which has somewhat improved the situation.
– Campaigns like #Me Too on social media has given a platform to women to raise their voice against sexual abuse
 OTHER SIDE OF COIN
– Women at workplace can also misuse laws provided for their
empowerment and can use it as a tool to trap men!
– Women may take the advantage of their gender to favour themselves
among a group of good men.
– Women these days may use social media platforms like #Me Too to make
false allegations against men to pamper their ego.
– Women accounting to their gender and contradicting the concept of
gender equality ,may show tantrums at workplace and take advantage of
male colleagues over late night shifts, citing family excuses, etc.
Therefore, when we are talking about gender equity in corporate both sides
have to be treated equally so that overall nation’s development is witnessed.
THE QUESTIONNAIRE

1. What is your designation?

2. What are your qualifications and area of specialization?
3. How long you have been working here?
4. Male female workers ratio in your department?
5. How is the coordination among your colleagues?
6. What types of allowances you are given as a male/female?
7. What is the status of equality upon assigning of duties/projects?
8. What are your working hours for typical workday?
THE QUESTIONNAIRE

9. Is there any overtime payment on any extra duties and responsibilities?

10. Do you even work at home? How much?
11. What is the status of recruitment and promotions?
12. Is there equal remuneration?
13. Any committee or body to address the harassment issue in your organisation?
14. Do you think campaigns like ‘Me Too’ on social media actually help women to
raise their voice against sexual abuse or its just a tool to trap men?
DISCUSSION

OCCUPATIONAL SEGREGATION
–  The rate of female participation in the paid labour market is generally low.
– In rural north India, it has been observed that labour is divided sharply on the basis of gender.
–  Women's participation is also higher in light industries and the unorganized sector, where the
wages are usually lower.

EDUCATION AND TRAINING

–  The literacy rate for women in India is far lower than the rate for men, and it has been
observed that many girls drop out of school and fail to fully complete their education.
–  Investment in education and training also varies.
–  In the corporate sector, it has also been observed that male workers are more likely to
undergo longer periods of skills training.
GENDER PAY GAP IN INDIA

– Gender pay gap in India refers to the difference in earnings between women and men in the paid
employment and labour market.
– For the year 2018, the gender pay gap in India was estimated to be 24.81%.
– A report by the World Economic Forum highlights that in the corporate sector in India, a woman is paid
only
– One-third of what a man in the same position is paid.
– In addition to unequal pay, there is also unequal representation.

CAUSES OF GENDER PAY GAP

– “Equal pay for equal work”. It sounds so reasonable, it’s hard to believe that in 2019, we’re still talking
about the gender pay gap.
– One of the arguments used to explain – and sometimes justify – this stubborn gap is the idea of choice.
BY STATE
FINDING

– Unequal pay
• According to NSSO, At all-India level average wages received by regular salaried employees is Rs. 396 per day.
This is Rs. 299 in rural areas and Rs. 450 in urban areas.

• In the rural areas, wages received per day by a regular salaried employee is Rs. 322 for males and Rs. 202 for
females, indicating the female-male wage ratio as 0.63. In the urban areas, this is Rs. 470 for males and Rs. 366 for
females, indicating female-male wage ratio as 0.78.

– Sexual harassment
• An overwhelming majority of women(90%) who experience sexual harassment do not register a police complaint.
Majority of them do not do so as they don’t think it would serve any purpose revealing abysmal faith in law
enforcement agencies.

• 63% of women in Delhi survey were afraid to go out after dark alone and 21% stated they do not go out at all.
 FINDINGS
Gender Discrimination Against Women and Men

– In the workplace, women are frequently subjected to subtle discrimination by both sexes. Qualified
women may be passed over for promotions because they become pregnant (pregnancy
discrimination). Jobs may be offered to a less qualified male applicant just because he is male.

– Women are less successful when it comes to salary negotiation.

– Generally women are appointed for public jobs. for example – reception, hotel counter .

Reservation For Girls

– According to the suggestions by MHRD, a separate merit list is to be declared for female candidates
of JEE Advanced to ensure that there is 14% candidates given admission to the institutes are female.
Representation of women in Indian IT Industry

Courtsey: theatlas.com
ANALYSIS

– Who is at fault? (History)

– The Equality model and the Equity model.
– Suppose a Vacancy of a receptionist.
– Are both the genders really equal?
– Current Scenario (in different countries, Campaigns in India)
– Environment @ workplace`
Courtesy: imgur.com
Models

Equality Model Equity Model

– All put in a position to manifest – Every category of person is
their talents, abilities regardless of represented in precise proportion
their race, gender, ethnicity etc. to their prevalence in society in a
– Result/Outcome is above doer. workplace.

– Eg. Exams, 100m race – Every group should be represented

in a system.
– Eg. Reservation system, SC ST etc.
CONCLUSION

From our investigation and search we came to conclusion that gender equity in
corporate sector is not only related to organisation or corporate sector but it also
depends on other factors like,
– Society we live in.
– Education and financial status.
– Ratio of females in corporate sector.
– Pregnancy and family.
– Harassment at work place.
QUESTIONS PLEASE
THANKYOU