ANNEXURE - shodhganga.inflibnet.ac.inshodhganga.inflibnet.ac.in/bitstream/10603/72550/2/annexure.pdf · Capabilities Come from and How do they Matter? A Case in the Software Services

ANNEXURE

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A SURVEY ON GENDER INCLUSIVITY OF WOMEN IN IT ORGANIZATIONS

SECTION-1

Personal and Organisational Profile

1. A. Personal Profile of the Respondents:

Name :

Job Title :

Company :

Email ID :

2. A. Representations of Women Employees in your Organization.

Women Leaders < 15% 15 - 30% 31 - 50% > 50 %

Middle Level

Senior Level

Top / Executive Level

B. Respondents Profile:

1. Age: (In Years) Below 40 yrs 40- 50 yrs Above 50 yrs

2. Educational Qualification Under Graduate Post Graduate Doctoral Others

3. Total work experience

(In years)

Current

Company

Previous

Company

Total Years of Work

Experience

4. No of Promotions in your

Career (In Years) 0-3 3-4 4-5

� 5

SECTION-2

Organizational Initiatives for the advancement of Women Employees

Does your organization have the following mentioned organizational Initiatives for women employees.

Organizational Initiatives Yes (Y) No (N)

1. Existence of women forums and communities.

2. Existence of women lounge and recreation club

3. Exclusive women’s health and wellness programs

4. POSH (Anti-Sexual Harassment policies.)

5. In-House or External Child Care facilities

6. Maternity child care facilities

7. Flexible working arrangements.

8. Gender Diversity and Inclusivity Initiatives.

9. Role Models and Mentoring

10. Networking Initiatives with Senior women Leaders.

11. Leadership skill building and development programs.

12. Women Compensation Policies & Rewards.

13. Coaching facilities for career upliftment.

14. International Women’s Day celebrations

15. Women achiever of the year awards.

16. Job Search programs for spouse or partner.

17. In house counselor to address specific women issues

SECTION-3

Barriers to women for Career Progression

Please Note: Following are several questions about your perceptions on Gender Inclusivity & Barriers that you feel women are likely to experience during

their career growth. Please click on the box to indicate your choice.

Sl. No. Statements

Strongly Disagree

Disagree Neutral Agree Strongly

Agree Opinions 1 2 3 4 5

A Structural Barriers.

1 Higher proportion of men existing in senior roles.

2 Lack of Flexible working opportunities in the organizations

3 Women Leadership is not viewed seriously.

4 Maternity and Parental Leave Facilities are provided.

5 Lack of Senior Role Models in the organizations.

6 Decision making ability is not vested with women employees in their Job Positions.

7 Lack of Training and Development facilities for women employees to take on Leadership Roles.

8 Religion & Racism influencing from excluding women from senior & decision making job positions.

9 Masculine and Feminine attributes are objectively assessed during Performance Assessment.

10 ‘On & Off’ Ramping programmes where women could take a short break & rejoin the organizations are facilitated.

11 Regular Performance Reviews for women employees are conducted. 12 Greater emphasis is placed on the broader mix of employee skills and experience

and not gender specific.

Sl.

No. Statements Strongly

Disagree Disagree Neutral Agree

Strongly Agree

Opinions 1 2 3 4 5

B Managerial Barriers

1 The attitude of senior male managers towards women employees affects career growth.

2 Positioning oneself with the organization’s goals is hampering the career growth.

3 Senior women leaders experience sharing programmes are conducted.

4. Funds for projects & assignments for women’s career advancement.

5 Networking opportunities for women employees are encouraged.

6 Re-Entry opportunities for second career/on career come back are offered.

7 Sabbatical Leaves are offered in the organization.

8 Measure to enhance confidence levels of women employees are undertaken.

9 Sponsorship on travel to complete work assignments are provided.

10 Training Opportunities for gaining International Work Experience.

11 Equal employment opportunities are provided for both men and women with same levels of

work experience.

12 Promotions are purely based on merit and hence been motivating.

13 Promotions have been motivating in my career.

14 Managers recognize good women performers in the organization.

15. Priority is given to internal female candidates for internal promotions.

Sl. No.

Statements Strongly Disagree


Agree

Opinions 1 2 3 4 5

C Psychological Barriers

1. There are No or few women in pipeline for Top positions in the organization.

2. Being too old or too young as an obstacle to move to the higher positions.

3. Cultural perceptions held that women are meant for rearing children/House hold

responsibili ties and hence unable to manage the organizations.

4. Societal attitude towards women also has to be relooked at large.

5. Family and work life balance can hinder the career growth.

6. Stress at work has also affects my career growth.

7. Maintaining good health while working long hours is a challenge itself.

8. Dealing with the organization/company politics is a major challenge.

9. Being Female/Women has been a Barrier for career progress.

10. My Spouse and family actively supports me to move to my next level of my career.

11 Physical appearance & Physical abilities also limit my career growth.

12 Gap in my employment has hindered my career growth.

13 My partner’s Occupation/Mobility has hindered career growth.

14 I don’t want to earn more than my partner syndrome.

15 Family comes First before Job and Career.

SECTION- 4

GENDER INCLUSIVITY PRACTICES IN THE ORGANISATIONS

Sl. No.

Actual

Expected


Disagree Neutral Agree Strongly Agree

Strongly Disagree

Disagree

Neutral

Agree

Strongly Agree

A Talent Acquisition 1 2 3 4 5 1 2 3 4 5

1 The organizations advertisements, posters, and messages to headhunters reinforce Gender Inclusivity.

2 The Job specifications are based on gender neutral policies.

3 The organization focus search actively on Recruiting women candidates.

4 They explicitly encourage women to apply for Jobs in organizations.

5 The organization has a tie up with Resource partners for employing women candidates.

6 Targets are set to attract and retain women candidates.

7 The organization encourages projects and Assignments that will give visibility and success to women employees.

S. N

Actual Expected



Strongly Disagree


B. Talent Management and Retention 1 2 3 4 5 1 2 3 4 5

1 Jobs are graded only in terms of the Content and value and not gender biased.

2 Female jobs are consciously measured and rewarded appropriately.

3 The organizational culture accepts & expects that woman should have equal legitimacy & authority as compared to Men.

4 Transparent policies and procedures exist For promotions within the organization.

5 Competency based Reviews areconducted.

6 Processes to Identify high potential women for Leadership positions are executed.

7 There is unbiased and constructive Feedback on Improving performance being shared with women employees.

8 There exist fast track women careers for Managerial/Leadership Positions through customized developmental plans.

9 They encourage, plan and groom women to take up stretch assignments.

10 Merit Based Succession Planning to promote women to leadership positions are followed.

S.N

Actual Expected



Strongly Disagree


C Professional and Personal Development 1 2 3 4 5 1 2 3 4 5

1. I am encouraged to actively participate in

conferences, seminars and workshops.

2 I have been provided with additional

training for higher responsibilities.

3 I have an opportunity to attend mixed-

gender group programmes.

4. Coaching opportunities for women to

improve confidence and people-skills are

promoted.

5 I am encouraged to attend professional

meetings and serving on nonprofit boards.

6 The mentoring culture is encouraged in the

organization with high potential women

leaders.

7 I am provided with continuing guidance and

support to be effective mentors to others in

the organization.

8 Reverse mentoring programme with male

colleagues so as to learn from their

experiences are encouraged.

9 I am part of women's forum.

1

0

I am actively involved in women's lounge

and recreation activities.

11

.

I am a member of Health Club and

awareness programmes.

12

.

Anti-sexual harassment policies are in place.

13 Cross-cultural exposure and training is

provided.

14 Ideas, training and mentoring that can help

understand and interact with male senior

leaders are encouraged.

15 Senior women leaders' best-practice sharing

sessions at regular intervals are conducted.

Sl. No. Actual

Expected



Agree

Strongly Disagree


Agree D Work Life Balance and Family Friendly

Policies.

1 Doctor-on-call facility.

2 Maternity leave above statutory provision

period exist.

3 Paternity leave for fathers of new-born are

provided.

4 Crèches for kids and parenting workshops

are provided.

5 Transportation and safety facilities during

late-night shifts are provided in the

organization.

6 Flexible working arrangements and schedules

are offered to women.

7 Flexible leave policies are offered in the

organization options.

8 Work from home or job-sharing options.

9 The organization has created mechanism

to keep in touch with existing employees

during the career Breaks.

10 Re-Entry opportunities after a career Break

are Provided.

11 Re-skilling/orient for New Roles after a

Career Break is provided to women

employees.

12 Offers Seminars and Health programs on

nutrition, health care and work life Balance.

13 Organize healthy Homemade food to

Carry back home after work.

14 Recognize and give credit to women

Employees for their work done.

15 Organizations can support women’s Groups

to develop blogs or websites where women

can interact and share problems,

opportunities, and success stories to balance

work life.