Gender in IT Sector:

A Study of ‘Mommy Track’

Nimisha.M.N
Ph.D Research Scholar
Department of Public Administration & Policy Studies
Central University of Kerala
 Mommy Track is

An interrupted or delayed
career path followed by women
as the result of bringing up a
family.
 Women who want a career and children
may have to accept that it will have some
impact on their careers.

 Mommy Track implies that a woman’s

commitment to her children limits her
commitment to the company.

 Many women are delaying marriage and

children to establish themselves in their
chosen field.
 Barriers can be
Societal barriers

Internal
business barriers
Lack of quality affordable child care
Inflexible work schedules
Time management problems

Governmental barriers
 Reasons for Mommy Tracking

 Male Dominated management, which make all

decisions of the company.
 Lack of proper anti discrimination law and
government action on discrimination.
 Men’s negative attitude towards problems
faced by women.
 Preference of men over women of same
educational qualification and calibre.
 Work life balance

1.An employer that gives work/life

balance a high priority.

2.The need to push for policies and

practices that are favourable to employees
with children.
 HYPOTHESES
 Ifcooperation among the colleagues at
work place is increased then the job
performance of managerial women will be
increased.
 Ifgender stereotyping is reduced at work
place then the job performance of
managerial women will be increased.
 RESEARCH DESIGN

Study was conducted among 100 women techies.

Quantitative methods were used to establish the

profile of women techies and quantifies their
experience of career barriers.

Interview data explored how women techies

perceived Mommy Tracking.
 DATA ANALYSIS

 The co-relation between Gender Stereotype

and Under Representation of women in top
level is .8342.
 The co-relation between Good old boy
Networking in the organization and
increase in number of women in top level
management is -0.232.
 Challenges and
Opportunities

Organizations should recognize the demands

placed on working people and need to
address problems like
 Quality child care
 Flexible work hours
Challenge of Child Care
• Mothers often face overtime and
unpredictable hours.

• Many day-care facilities close at 6 P.M.

and on weekends.

• Workers who cannot balance the

demands of work and available child
care are often disciplined or fired.
 Companies can offer

On-site day-care centres

Vouchers to help subsidize the parents’
costs for outside day-care
Deductions of child-care costs from pre-tax
earnings
Flexible work hours ranks high on the list
of desired benefits
Flexible Work Schedules
Meet over breakfast
 Flexible work schedules
Involves
• Flexitime

• A compressed workweek typically consists

of four 10-hour shifts

• Job sharing

• Telecommuting
 FINDINGS
 It is heartening to note that the unpaid labour at home and
paid labour at work serve the patriarchal capitalism.
 The dilemma of patriarchy and social conditioning has
made women to think that they may have to sacrifice their
career at some point in time which was evident in their
career goals.
 IT sector is not taking any special measures to recruit
women even though every companies CSR focuses on
society development and welfare of women.
 Effective management training and failure to hold
managers accountable for developing and advancing
female employees.
 Inflexibility in defining work schedules is
a reason.
 Networking is a key for corporate
survival and lack of access to informal
networks of communication hinders
women from reaching top level
management.
 Woman’s care role especially as mother is
considered as a detrimental to leadership
traits.
 RECOMMENDATIONS
 IT firms can incorporate mentoring programs for women like
Sensitization programs, Corporate Mentoring Programs and
specific career skills Programs on Professional Networking,
Time Management and developing business strategies.
 Companies should provide facilities like crèches to enable
women to give their best in their profession.
 Companies should be more sensitive to women situations
and need as women generally have to look after family and
work. Management must learn to recognize and appreciate
gender differences as positive qualities which can serve as
an asset for the organization.
 Organization can help women by giving integrated package
of measures for supporting women at work and by framing
family-friendly policies.
 Reverse mentoring of board.
 Gender Audit.
 CONCLUSION
 The study suggests that there is a need for systemic changes to
ensure greater diversity in their management and encouraging
competent women to overcome the hurdles that society places in
their career path.

 The study concludes that the major barrier for promotion of

women managers comes from insensitivity of the corporates
towards women’s social roles and responsibilities.
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