The problems of female working performers in connection with their ability to combine their work and households remained an urgent issue in the context of the constant transformations in the sphere of enterprise activity. A new, late report titled “Women in India Inc HR Managers Survey” brings out the riveting reasons why ‘women leave their current job’. Indeed, the gap is quite revealing when compared with men. This insightful paper calls for organizations to realize that the talent squeeze is real and that they have a responsibility to figure out why so many smart women are leaving the workforce.

Work-Life Balance: A Persistent Struggle

The first and most obvious gap highlighted by the report is the difference in the top drivers for women’s job change compared with men. An interesting fact is that while the lack of job opportunities is undesirable, equally for women and men, The issue of work life balance is considered as the main reason for leaving the current job by 34%-of women and only 4% of men. Such a discrepancy further points toward modern-day struggles women confront in the balancing of their career and family/professional work. It also revealed that policies to support women’s employment and remain in workplace do require targeted efforts because women continue to conduct a disproportionate number of of domestic and childcare responsibilities . Addressing work-life balance issues has cardinal importance, for if unnoticed, it may lead to burnout and lessen satisfaction at workplace and also force individuals to voluntarily leave their jobs. That’s the reasons why ‘women leave their current job’.

Concerns relating to compensation and job progression

Another factor that featured prominently in the report did point out that there was a problem with work-life balance but it also spoke of other matters that were considered important by women and they included issues to do with remuneration and a lack of promotional opportunities that make women change employers. Such conclusions correspond to the gender pay gap which exists at the present time and the further challenges women experience in their professional growth within the organization.

Indeed, it is a complex problem that can be solved only with a set of measures aimed at providing equal and transparent wages or salary strategy, offering workplace coaching or sponsorship programs, and launching clear and transparent promotions and career ladder policies. Thus, with the help of male managers and through the promotion of With female leadership, companies should be able to realize significant improvements in their employee turnover policies and increase their pool of talented and capable women workers.

Stereotyping and Other Preconceptions about Candidates for Employment and Career Advancement

Hiring and promotion of employees and promotions being another vital finding of the report that helps in explaining the prejudices that people develop to affect the hiring and promotion processes in their organizations. Another interesting detail of the survey is that 38% of managers who worked in the field of human resources admitted that they paid attention to the fact that a woman is married; as for men, only 22% acknowledged that they thought about this circumstance. Likewise, age and location were factors of inequality favored among women over men in the models tested.

Such biases can often hinder women’s employment opportunities and careers promotions, thus contributing to aggravated gender disparities in the workplace. Unconscious bias training, the introduction of objective assessment criteria, as well as the development of policies regarding diversity and equality are all necessary measures for ensuring that male and female employees are to be treated equally within the enterprise.

Compliance with POSH Act and Maternity Benefits

An added feature of the said report was the revelation of worrisome noncompliance with the POSH Act and failure in the provision of maternity benefits. Another worrying detail was that a majority of these organizations, or 59%, had not established Internal Complaints Committees, which the POSH Act requires be created to protect employees and prevent harassment, thereby discouraging those who want to report such incidents.

Moreover, the study revealed that only 64 percent of the companies embraced maternity leave benefits, something that exposes working mothers to some real and overwhelming challenges, forcing some of them to relinquish their fruitful jobs in an attempt to withdraw from their careers. Also, these problems can be solved only with rigorous policies, awareness and a good work climate that will help to keep and get talented women into the company.

Conclusion

The insights provided by the compendium of observations made in the “Women in India Inc. HR Managers Survey " are therefore rather a wake-up call for these organizations to sit up, get serious and start to address the structural issues that are constraining women workers from staying with their employers. It is crucial and even economically beneficial for companies to espouse work-life balance and equal employment opportunities, as well as create an environment that supports and nurtures women to stay at work; fostering an effective and diverse workplace. Platforms like Rozgar.com can discover ways to differentiate such issues and provide good opportunities to women candidates.

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