Bande Kodigehalli Deep Dive Analysis

Employment

December 2015

Executive summary

Throughout the month of December, a deep dive team engaged in a focussed

study into employment needs within the village of Bande Kodigehalli (hereafter

BK Halli). This process involved extensive interviews with people from BK Halli,

engagement with NGOs and academics, as well as for profit organisations

operating alongside NGOs and government agencies. Each of these entities

operated within the low skilled labour market, many also focussed on rural

development. From this data, we ascertained a need for employment within the

village. Primarily, the capacity of the people within the village to gain

employment differs depending on their geographical location. It became

apparent that the level of poverty within the houses on the side of BK, closest to

Bagalore, is the most pervasive. Primarily, these families are characterised by the

man’s employment as a seasonal farmer/labourer, and high female

unemployment. Both factors limit economic and social development; both the

skill set and level of affluence tended to increase as we moved through the

village, with many living in the area closer to 40K’s house in BK, enjoying a

comfortable life.

How might we?

How might we create an employment solution that is affordable for jobseekers

from BK and would enable unskilled, or low skilled villagers to increase their

employability?

From both our interviews, and our secondary research, we concluded that

low and unskilled workers are the most in need of employment

assistance. For the most part, these people are younger women, whose

husbands are farmers. Generally, they have at least one young child, and

are therefore confined to their homes in order to care for them. However,

we also identified an employment need among the educated youth. It

became apparent that there are few services available in either schools or

universities, which enable young people to enhance their employability

skills. For example, many young people are not well versed in interview

techniques or resume writing, limiting their job prospects. Hence, we

identified this ‘how might we?’ above all others, as it ensures basic skill

development remains at the forefront of any solutions proposed.

The ideate team should focus on matching the skills identified in the

village, with the skills desired by employers. Thus, it is imperative that

solutions focus on how to enhance or diversify the skills identified in the

village, to correlate with the skills required by employers. This will ensure

socio-economic development by enhancing BK villagers’ employability

skills.

Method

Summary: Throughout the month of December, the deep dive team conducted

122 interviews in the village of BK Halli. Primarily, we interviewed village

women and youth; however, a few interviews were also held with village men,

most of whom were employed. For the most part, interviews were conducted

between 10am and 3.30pm, as we were confined to interviewing during the

periods we had access to interns; this may explain why the majority of

interviews were conducted with housewives and unemployed women.

Through this engagement, we identified the key demographic in need of

employment services as village women. Many of these women are destitute, as

they lack both sufficient schooling and/or employable skills. For the most part,

these women were located on the outskirts of BK, on the side closest to Bagalore.

First stage: we began by analyzing the hand over document provided by the

needs analysis team from July. We also attempted to analyze the data gleamed

from their surveys, in an attempt to ascertain which social groupings were most

in need of employment.

Second stage: We spent a day in BK building rapport with villagers, as well as

familiarizing ourselves with the village. Questions at this stage were often vague,

and were structured to allow us to better understand the culture of the village,

rather than specific barriers to employment. For example, we often asked: ‘do

you think there is an employment need within the village?’

Third stage: We engaged in a short session of individual, bullet point research,

in which each team member researched various NGOs that may be able to

provide insight into barriers to employment in rural areas around Bangalore.

Fourth stage: After familiarizing ourselves with the village and its people, we

attempted to build on the questions posed by the needs analysis team. For

example, rather than simply asking: ‘are you employed?’ we also sought to find

out where they were employed, and what skills their job required. If they were

not employed, we attempted to discover their skill set, and where barriers to

employment existed.

Fifth stage: Though we planned to run our interviews through a strict

framework, we soon realized interviews needed to be tailored to each individual

interviewee. This enabled us to gleam more detailed responses from

interviewees, as each interviewees circumstances differed. Despite many of the

responses having similarities, a flexible interview structure allowed us to adapt

to the responses of the individuals, thereby providing further insight into the

employment situation in BK.

Sixth stage: The interviews provided by the needs analysis team did not provide

us with the location of the interviews, or images of interviewees; this prevented

us from following up any interviewees of interest. Hence, we began taking photos

of interviewees, and attempted to provide the coordinates of their houses.

However, many interviews were held away from peoples’ houses, and/or the

internet was too unreliable for us to take down map coordinates. For the most

part, however, many interviewees identified as being the most needy, i.e. those

living on the Bagalore side of BK, have had their coordinates noted down.

Primarily, these interviews were taken between the 3rd and 5th of December.

Seventh stage: All interviews were compiled into a single document. The data

from these interviews were then translated into statistical evidence through

excel; people were defined as employed, unemployed, and housewife.

Eighth stage: Coupled with our primary research, we also engaged with a

number of NGOs working in the area of rural employment, through online

research and interviews. These resources often backed up our own research, and

provided new insight into our project. For example, Dr. Kiran Jeevan, the Head of

the Department of Social Work at St. Joseph’s College in Bangalore, suggested we

teach women banking skills, in addition to employable skills. This would help

them save, thereby mitigating the ill effects of possible hardship in the future,

due to circumstances beyond their control.

Difficulties:

Our primary difficulty throughout the project remains the disconnect between

the raw data, and conclusions drawn in the hand over document, by the July

needs analysis team. Many of the responses were simply marked N/A, others,

particularly the question ‘are you employed?’ was insufficient to ascertain a need

for employment, as it was not coupled with the question, ‘are you looking for

work?’ Moreover, interviewees were not all of working age, and so could not be

considered unemployed simply because they were not working.

The handover document was limited to a slide deck, in which fragments of only a

few interviews were provided, and a brief executive summary, 2 pages long. The

slides, containing the initial interviews, and the executive summary, did not

provide evidence as to how the July team had reached their conclusions.

Communication with the Team Leader of the previous team helped us clarify that

there was much of what was done by the July group that wasn’t included in the

Handover Documents because of the restrictions imposed on them. Despite this

information, we were not provided with further data so were required to carry

out interviews in the hope of finding the need for employment the July team had

identified. Thankfully, we were able to find these people.

Due to the difficulties we faced during the deep dive phase, we were constantly

changing our approach when interviewing and seeking out NGOs. This was the

result of the limitations we found in the model provided to us by 40K, and our

increasing understanding of life in the village. Hence, though our methods may

seem sporadic, it should be noted that this is the result of our increasing

understanding of the project. Thus, it may be of use to read through the

interviews chronologically, in order to better understand our transition

throughout the project.

Findings

Unemployment rate:

From the interview data, we have found 46% of the village to be employed; most

of which, however, are male. A further 27% of people are unemployed, that is,

people who are not working but would like to; the majority of the unemployed

are women. A final 27% of the village are housewives who are not looking for

work. These women are, for the most part, either content with their position, or

are constrained by cultural barriers, such as husbands not supporting their

wives to work; though there are also other factors preventing those not working

to seek employment. Though only in the minority, these reasons are further

elaborated in the interview transcripts.

Foremost, the primary reason behind BK’s high levels of unemployment are

cultural restrictions. Within the 27% of unemployed not seeking work, some

stressed that they were content with their role as a housewife, whilst others

simply noted they were not working because their husbands would not support

any decision to work. In addition, many women also noted in home pressures as

an impairment to employment. Coupled with the demands of household jobs

such as cooking, cleaning and shopping for fresh groceries, many women also

had young children, below school age. Again, some women suggested they were

content with their position as a housewife, while others suggested they would

seek employment after their children reached school. Though it is difficult to

navigate cultural and patriarchal restrictions on employment, there are gaps that

could be filled. Where it was suggested that the primary barrier to employment

and/or learning employable skills were in home pressures including young

children, it might be possible to provide services in which training and/or jobs

could be undertaken closer to home. This would allow women to work and

complete household tasks.

Second, coupled with a lack of skills, the majority of unemployed women also

lack an understanding of the skills required to gain employment. For the most

part, interviewees identified the primary employable skills as English language

competency, and computer literacy. However, many interviewees are unaware of

any services they might be able to access in order to increase employability;

moreover, it seemed as though they were unable to pinpoint which jobs these

skills might enable them to get. Coupled with this, many young people stressed

they were not well versed in job interview techniques, as they had not been

provided with these opportunities throughout school or university. Hence, often

this also led to a lack of understanding about what was required of job seekers.

Third, job availability comes primarily through verbal communication between

friends and family; strong community spirit meant many skilled and educated

individuals had found it easy to find employment. However, in an interview with

17-year-old Kumari, she suggested she would not look for work until she had

made contact with someone who could put in a good word for her. Though she

was not studying, working or married, Kumari had completed a 3 month

computer training course at the JKK Skills Centre; Kumari had heard of job

vacancies at a number of banks, but had not attempted to fill them due to her

lack of contacts. It should be noted, however, Kumari’s sentiment was not

indicative of the majority of interviews taken. Yet it does suggest the importance

of personal contacts, over other types of job services, such as recruitment

agencies, within the Indian job market. On the other hand, many students use the

internet to search for job vacancies; this information was gathered in a

discussion with our intern, Lakshmi, and so has not been recorded. Lakshmi is in

her final year of a BBM degree at Bangalore University. The majority of villagers,

particularly those we have identified as possessing the greatest need, do not

however, have access to reliable internet services. Therefore, they continue to

rely on friends and family to assist them in their job search.

Finally, though in the minority, some interviewees suggested they were confined

to employment within the village due to the inability to afford transport. Thus,

their opportunities, and solutions to employment gaps, must be restricted to the

area surrounding BK.

Skills:

The village of BK Halli is characterized by a stark wealth divide, which runs

geographically through the village. The wealth divide is closely mirrored by a

disparity between skill sets. The impoverished region seems to know only hard

labour, while many people living in more affluent areas have a university

education.

On the near side, closest to Bagalore, the majority of people interviewed were

unemployed, or employed in low skilled work, such as hard labour or farming.

These people lived, primarily, in small straw huts with tarps as roofs. For

example, Gawaramma, interviewed on 3 December 2015, was an unemployed

housewife. Gawaramma stressed that she would like to work, yet lacked the

skills to find employment, having only completed 8 th standard; she did, however,

suggest she would like to learn new skills, and would be willing to travel to learn

them. Secondly, 22 year Danakalshimi, who had studied in university until

second standard, was forced to cease studying due to her marriage; she now has

one small baby. Danakalshimi similarly wanted to work, and suggested she

knew tailoring skills, but would also be willing to travel to develop, or learn new

skills. Finally, many women also expressed a desire to work in Agrabati. We

spoke to one woman, 52, whose name was given to us in Kannada (we were

unable to find the transcript to have it translated, and so do not have her name;

hence, we will refer to her as ‘Agrabati Lady’). Agrabati Lady suggested she was

too old to work outside the home, but was currently selling brooms made of hay

for 20 rupees each. Agrabati Lady wanted to make Agrabati (incense); a company

could provide material for Agrabati allowing her to make 500 units per day, and

earn 200 rupees per day. Agrabati lady was the first to suggest this, yet for the

remainder of the afternoon, it seemed every woman wanted to make Agrabati.

We surmised this was likely due to the misconception that we would provide

women with jobs making Agrabati. Moreover, many of the women noted they

had previously been employed by companies to make Agrabati, the companies,

whose names they could not recall, seemed to have stopped making Agrabati. In

addition, a 40K team has previously attempted to make and sell Agrabati, to little

success. Hence, though many women expressed the desire to make the product,

it seems there is little to no demand for Agrabati. Thus, it may not be a feasible

business venture for 40K to take on, but should nonetheless be noted as a skill

possessed by many of the impoverished women.

Conversely, many women worked sporadically, but suggested they knew only

‘hard work,’ and wished to continue with this work. For example, Rathnamma,

32, stated that she would love to work, but only in hard work or crop cutting;

Rathnamma showed little interest in learning new skills, stating though she did

not know of any skills services, she would not try them even if she did. Despite

Rathnamma’s contentment with hard labour, she stressed the importance of

education, with her 17-year-old daughter enrolled in PU, and 15-year-old

daughter in high school; Rathnamma’s children want to attend university.

However, though her children know little English and computer skills, they have

been reticent to attend the Jeevana Koushalya Kendra, to improve their

employability skills. Rathnamma’s experience was indicative of many

interviewees; though parents often lacked much formal education, generally,

they stressed the importance of education for their children in order for them to

secure employment.

As we moved through the village, both the level of skills and affluence, increased.

These people, though not living in luxury, enjoyed somewhat more stable

lodgings than the interviewees in the poorest parts of the community. Their

houses were typically made of cement, and had steel roofs. Moreover, both the

skill and education level of interviewees were more extensive. For example,

Munjapa, 38, worked at the airport. In order to earn this job, Manjupa was

required to undertake 3 days of training. She found the job through friends. The

skills Manjupa suggested were necessary for this job were education (though she

did not specify to which level she had completed), and language (Manjupa spoke

English, Hindi and Kannada). In spite of Manjupa’s strong skill set, she suggested

that high levels of youth unemployment were the result of laziness, rather than a

lack of jobs. Secondly, Gangaraja, who also worked at the airport, has risen to the

position of Airport Supervisor and Team Leader by the age of 25. Gangaraja, who

got the job through the airport, moved to BK to be closer to his job; no interview

or training was required. Gangaraja has a BBM degree, and was therefore

assisted in finding a job through campus selection; this process sees companies

go to top colleges to recruit the best students for employment. Moreover, though

he has computer training skills that he learnt at college and private school,

Gangaraja does not have to use these skills at work. Hence, many individuals

from BK have found employment at the airport. For the most part, it seems it is

relatively easy to find employment, as most individuals ask friends and family to

help them find jobs there. The skill level required, however, is often beyond that

of the people within the poorest regions of BK.

The area of the village in which we identified as possessing the greatest need, is

also the area in which people possess the fewest skills. For the most part, these

people are younger women, whose husbands are farmers. Generally, they have at

least one young child, and are therefore confined to their homes in order to care

for them. However, they have stressed a desire to learn new skills. Some have

suggested they were willing to travel to learn these skills, a select few have also

suggested they would be willing to pay for services. However, during the

interview stage, the term ‘skills’ was often clarified with the example of

‘tailoring’; we are yet to ascertain whether there would be either sufficient job

opportunities should 40K choose to go down this path in BK, it is also unclear

whether these women would like to learn any other skills. Thus, though tailoring

has been identified as both the primary skill women currently possess, or would

like to learn, it should be noted that solutions to the employment gap within BK

should not be confined to this practice.

Meetings with experts

In addition to our own research, we wanted to consult with experts and NGO’s

who are working with the problem.

Hardware Park:

The handover document mentioned the opening of a new IT park just outside of

BK. Although the park is not currently functioning, it is set to be built in three

sections:

Information Technology

Aerospace and Engineering

Hardware Park

As of the 4th of December, Royal Dutch Shell is the only company that has built

any meaningful infrastructure. From a brief interview with a Shell employee, we

believe the Bangalore site will come to serve as Shell’s Asia and Middle Eastern

Hub.

What does this mean?

Though the vast majority of Shell’s employees will be sourced from elite schools

and universities, the construction of this plant, alongside the rest of the Park, will

provide a plethora of low skilled jobs, such as basic admin, labour, cleaning,

cooking and transport. Thus, the construction of the park over the next 10-15

years will likely facilitate economic development within the area, including BK.

More importantly, we found that Shell has set up a life-skills training centre on

the road into Bagalore from BK.

Jeevana Koushalya Kendra (Shell Life Skills Centre):

We met with Denis Brian, the Centre’s Implementer to learn more. Though it is

funded by Shell, it is operated by People Pro. The Centre aims to target

education, capacity enhancement, environment, road safety and health. English

and computer skills training are provided for free, to anyone who wants it. In

addition, a library and independent study centre are provided.

The JKK seeks community involvement by first approaching the Punchar. Denis

informed us that though community involvement was generally present, some

Punchar’s were reticent to have community members access their services.

Denis suggested that though community engagement was slow in the beginning,

once they began operating in a few villages, community engagement was much

easier to achieve.

What does this mean?

There is already a service within 3km of BK Halli that provides free access to skill

development services, backed by Shell. This should be a consideration when

thinking of how to help the villagers gain meaningful employment.

Kiran Jeevan:

We obtained Kiran’s details via Sriranjini from 40K. Kiran is an academic at St

Josephs College, and is the head of the Social Work department. During our

meeting we discussed the work that he had previously done particularly around

rural villages, skills and women. A key issue that Kiran raised during this time

was on the importance of teaching banking/savings skills to women who are

working.

Unnati:

Unnati is a skills centre that offers English, life and vocational skills to

underprivileged youth. They attract young people to their service by

guaranteeing them a job after 50 days of training, and have hostel

accommodation and food provided for the whole time. During our meeting with

Unnati we learnt about the jobs that people are provided with, which depends on

their level of education and can range from security to guest care and admin

assistants. They do not just focus on getting the youth a job, but overall hope to

see a transformation within them in order to really change their lives. They have

sessions on values, and emphasise the importance of coexisting in their

environment.

GIZ:

We obtained the details for GIZ via GL Rory, who had been sent these details

from Sriranjini. Along with the department of labour, GIZ is implementing a

project on Single Window Service Centres for facilitating better access to social

security schemes of Central and Karnataka State Government for informal sector

workers. BK Halli forms part of the Bangalore North taluk. GIZ’s primary focus is

on people within the unorganised labour market. Therefore, the majority of

interviews they had done, were with people working in construction, labour, or

Agrabati. These findings are consistent with our interviews. Essentially, GIZ

takes census data from the Indian government, regarding the level of

employability of each citizen within each locality. From this, they are able to

direct workers from the unorganised labour sector, towards the social welfare

benefits to which they are entitled.

Airport Recruitment Centre:

Since our interview findings showed many villagers worked in the airport, we

attempted to meet with the recruitment department to investigate how they

were recruiting employees and what skills they were looking for. Unfortunately,

we were denied entry to the airport to meet directly with them, and we could not

get through to anybody on the contact numbers provided.

Punchar’s office:

The July needs team contacted the Punchar within BK to find out more about his

thoughts on the village. According to their notes he was not well receiving of

their team and did not highlight many issues within the village. We attempted to

meet with the Punchar twice and also called him twice to no avail. However,

another December 2015 team located in BK advised us of their meeting with

him, which went relatively successful, so it may just mean he was busy during

the times we contacted him.

Solution sets

Positive:

How might we create an economically viable employment solution that is

affordable for jobseekers from BK?

How might we expand upon the skills students learn during school, to

increase their employability?

How might we create an employment solution using common property

within the community? Including but not limited to, the government and

private school, temple, and tailoring studio.

Negative:

How might we create an employment solution for women who cannot

leave the house due to cultural and/or in home pressures?

How might we create an employment solution for people with limited

English skills?

How might we create an employment solution for people with little to no

employable skills?

How might we make people aware of jobs and job training, without access

to the internet?

Unexpected resources:

Intrinsic

How might we use existing infrastructure, including but not limited the

government and private school, and temple, to develop employment

services?

How might we use the number of skilled tailors in BK, to improve

employability skills?

There are two computers in the government school, how might we use

these to improve employability skills?

Extrinsic

The Shell Skills Centre is facilitated by PeoplePro, who seem more willing

than Shell to share their information and resources, could we establish a

partnership with them?

The government has emphasised skill development as fundamental in the

socio-economic development of the country, could we propose solutions

that build on the government’s policy reforms?

India is one of the world’s fastest growing economies, many MNCs are

investing in rural areas, particularly close to BK, could we assist in helping

villagers find employment in these companies?

Recommendations

We think this project should address:

The skill development of people with little to no employable skills. During

the ideate stage, it is imperative that the skills villagers possess or want to

possess, are matched with skills desired by employers in the surrounding

area.

Though only touched on briefly during this document, our group engaged

in extensive discussions regarding financial management. We strongly

recommend that any solution posed to mitigating barriers to

employment, should be coupled with the teaching of financial

management. This skill is imperative in alleviating future pressures,

should these people come into financial hardship in the future. It should

be stressed that savings will ensure parents can continue sending their

children to school, a key skill recognised by villagers for securing stable

employment.

The primary barrier to skill development is in home pressures,

particularly caring for young children. Any solution must take into

account that job seekers, particularly women, are unable to travel for

employment and/or skill development.

o Two solutions that you might want to explore further are:

Child minding services: whereby mothers would pay a

small amount to have their child cared for, whilst they

receive training.

Village based training: women may be able to access

training services if it is provided closer to home.

General recommendations:

Seek out Ramya, the intern from BK, to ask her questions about the

project

o She will be back at college during your month, but would likely be

happy to help out

Ensure you read through the handover document carefully, try and gauge

the geographic layout of the village so that you are looking for people in

the right places, rather than the wealthier parts of BK. We made this

mistake, and lost a week interviewing the wrong people.

Try and propose long-term solutions. This will require a more innovative

approach than providing people with employment, but has the possibility

of improving the lives of a greater number of people.

If you are trying to get in contact with external companies such as NGOs,

for profit organisations or government agencies call rather than email.

For the most part, our emails went unanswered, it was much easier to set

up meetings by phone.

Engage with other 40K teams living and working in and around BK, or on

similar projects elsewhere. In doing so, you will be able to gain further

insight into differing aspects of the project, allowing you to propose

solutions far more efficiently.

Understand that there will be a number of roadblocks you will face

throughout the project. These come from a number of different areas. We

would suggest holding team meetings to work through issues, and

propose possible solutions to these challenges. A collaborative approach

will always be the most effective method.

During our interviews, a number of people stated that they were

‘unemployed,’ when they were merely ‘underemployed.’ Ensure you

clarify this, as the skill level between these groups is vastly different;

hence, solutions proposed may not reach the right target group.

A number of NGOs proved very helpful during the interview stage,

particularly Unati. We would recommend making contact with these

organisations, they may prove useful in ideating innovative business

solutions.

Contact details

1. Young Buzz (NGO)

Bangalore Office Address – Young Buzz India Ltd, S-612, south block, 6 th

floor, Manipal Center, Dickenson Road, Bangalore- 560042

Website: www.youngbuzz.com

Phone: 080 41134534

Email: yb@youngbuzz.com

We attempted to make contact with Young Buzz through both

email and phone contact, but were unsuccessful. We tried to visit

their office in Bangalore, but they were not there, and none of the

surrounding businesses had heard of them.

2. Lend a Hand (NGO)

Adress: 9 Jeevan Vihar Society Off Senapati Bapat Road Near Pride

Panorama, Pune 411016 India

Website: www.lend-a-hand-india-org

Email: LAHI@lend-a-hand-inda.org

Phone: +91 95522 41905

We emailed Lend a Hand, but did not get any response.

3. Dr. Arulmani

Address: C/o The Promise Foundation, 346/2 1st A Main, Koramangala 8th

Block, Bangalore 560 095, India

Email: garulmani@t-p-f.org

Phone: +91 805711129

We tried emailing Dr. Arulmani, but did not get a response. His

phone number did not work.

4. Rehab India Foundation

Address: N-44, Ground Floor, Hital Homes, 2nd Stage, Abul Fazal Enclave

Road, Part 1 Abul Fazal Enclave, Block N, Jamia Nagar, Jasola, New Delhi,

Delhi 110025

Website: www.rehabindiafoundation.org

Email: contact@rehabindiafoundation.org

Phone: 011 2994 6637

Hotline: +91 1129945003

We tried emailing the Rehab India Foundation, but received no

response.

5. Youth for India

Facebook: https://www.facebook.com/sbiyouthforindia/

Email: contactus@youthforindia.org

Phone: N/A

We emailed Youth for India, who called us and supplied us with

two email addresses. The two email addresses provided are to

people who have worked in the area of career counselling.

o Gautam Jayasurya: goutamjay@gmail.com

o Siddhant Panda: siddhanta.navin@gmail.com

We sent emails to both Gautam and Siddhant, but

received no response.

6. Unnati Centre

Mr. Narayanan AS

Email: narayanan.as@unnatiblr

Phone: +91 9541 229025

We phoned the Unnati centre and set up a meeting for the

following day. Team members had an interview, and were shown

around the centre.

7. PeoplePro Trainers & Consultants, Pvt Ltd

Vasavi Plaza, Opposite Jal Vayu Vihar Kammanahali Main Road, Kalyan

Nagar, Bangalore – 43. INDIA

Denis Brian – Implementer

Mobile: +91 9901117385

Email: denis@peopleprointl.com

Rakshith, the English language teacher at the government school in

BK Halli helped us set up this meeting. Though Denis was very

happy to tell us about the program and training offered at the

centre at our initial meeting, when we tried to set up another

meeting, Denis told us he was not allowed to speak to us, and put

us in contact with Shell representatives.

8. Shell Skills Service Center

Rakshith

Phone: +91 08 365147

The English language teacher at the government school in BK Halli,

Rakshith helped us set up the initial meeting with PeoplePro.

Agatha Rao

Permitt & SP Cordinator at Shell Technology India

We called Agatha who agreed to meet within the hour. Though our

meeting was a lesson in Shell PR, Agatha noted she would be

happy to speak to us in future if we had more questions.

Mathew

We are not entirely sure of his role, but from what we are aware, Mathew

oversees the JKK centre.

Phone: +91 98 45264639

We called Mathew to set up a meeting. Mathew said he would call

us back, to let us know when he could meet. We did not hear back

from him, and did not follow up.

9. BK Halli Panchaith

Nagaraju Pdo

Phone: 88 84 642787

We visited the office of the Punchaith on a number of occasions.

We did not speak to him, only to accountants, who were unhelpful

and did not stop work to answer our questions. Eventually they

provided us with Nagarju’s number. We tried calling him multiple

times, but he did not pick up, and did not return our calls.

10.St. Joseph’s College

D. Kiran Jeevan – Head/ Assistant Professor – Department of social

network

36 Lalbagh Road, Bangalore – 560027

Email: kiranjeevan@sjc.ac.in

kirandj@gmail.com

Phone: +91 9739057989

College:+91 80 22211429

Fax: +91 80 22245831

We emailed Kiran to set up a meeting. He was very happy to help

out, and stressed that if we had any more questions, he would be

more than happy to answer them. We did feel, however, that his

work was not too closely aligned with ours.