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Women Executive Board….Zensar Technologies

Zensar Technologies is looking to double the proportion of women in middle management and above to 50% in 4 years.

The company’s women executive Board (WEB) is focused on identifying and raising women leaders from within existing associates.

The WEB derives organizational initiative for attracting diverse women talents and nurturing their growth at every step of their respective career. Zensar is in the process of identifying:

……200-300 female executives/potential leaders in the company;

……Mentoring these women;

…..Designing an in-house learning and development program  for networing, business leadership.

At Zensar, women make 50% of the staff at the entry level now the company plans to increase it to 60%.

In the middle management women account for 29% of the work force, which Zensar plans to increase to 50% by 2020. The company has 13% women at Vice-President level and 10% at the top management level.

Zensar offers paid maternity leave of 3 months with an option of extending it by up to another 12 months under a time of scheme without pay.

It offers in-house managed daycare centre for workers with children in the age group from 4 months to 10 years.

It partners with audit firms to do a gender audit to assess the existing growth opportunities of women, pay parity and identify the blind spots.

Prameela kaliva, Executive VP., Zensar Technologies says: “Our gender diversity strategy aims to deliver balanced leadership through balanced gender distribution across all levels.”

In the last few years the company claims to have moved mid-level women managers’ retention from 85% to 94%, reduced voluntary attrition of women form 17% to 10%.

Source: Economic Times, 10^th June 2016, p.8

Cross – Company Mentoring Programe

TataGroup – India’s largest conglomerate is putting in place a cross – company mentoring programme. This project will have 300 high potential women executives mentored by 180 CXO’s and 35 CEO’s for 45 group companies.

Tata the country’s biggest employer of women at 1.45 lakh, has limited number of women in CXO’s position.

The aim of the project is: To have more women in leadership position and it forms a gender diversity vision. At present the current gender diversity ratio is merely 10 % at the top level.

The features of the project are:

·      A women executive will not be restricted to the leaders in the company she operates in;

·         She gets wider network of leaders to choose from.

·         Acts as a retention tool, shielding women managers from dropping out.

The project has 2 phases: to elicit support for the programme; and to map mentors with mentees as well as logistics and technology framework.

This project provides an opportunity for Tata women employees to fulfill their potential and move up the ladder. Mentoring programme reinforces the grownups commitment to women and encourages them to stay and be an integral part of future leadership post.

 Source:  Jun 11 2016 : The Times of India (Chennai)

               In a first, Tatas to groom 300 women leaders for top posts across group cos

Namrata Singh & Reeba Zachariah