Yes, a Minister like that !

In the times where policies are redefined and processes audited , what brings the perfect affirmation to this changing world? A Minister who is just a tweet away? Yes, we trust the Judiciary and Police with all our hearts. But then the involvement of the highest authorities in the country sends the best reassurances to the survivors.

The process for complaining and dealing with a sexual harassment at work can often do more harm if not dealt with sensitivity and speed. Predators would continue to survive, till they are taught the biggest lesson. Each and every corrective actions initiated on them sends the strongest message to other predators. Every purposeful response to the complainant, build the morale for them. There is no news for the survivors than a justice served!

Yesterday Mrs. Maneka Sanjay Gandhi tweeted this:

Thankyou Minister for changing the rules of the game! You are building the new world that we have been dreaming for long. A world where even the vulnerable can remain fearless. More power to you !

If you have any HR Query or any query on Future of Work, please write to me in here. Looking forward to learn more while finding solutions for you.

Nabomita is the Founder to Nabomita.com. She is the Top 100 Women Achiever Awardee, awarded by Government of India , TEDx Speaker, Quoted on ForbesUS, one of the Top 20 HR Influencer in Social Media as declared by SHRM India and one among the Top 100 Technology Influencer in India. Connect with her on @nabomita_smiles , Facebook Page and Google+

Recommended reading: Engaging Gender , This fever is beyond Viral , Diversity

Engaging gender equality for organisational success

On 18th March 2017 , Global Workforce Management organised HR Roundtable at SP Jain Global School of Management on ‘Engaging gender equality for organisational success’. The event was graced with HR Leaders from top firms, addressing the burning questions.

The discussion was divided into two panels with ‘Engaging Men to drive Diversity’ and ‘Putting women on the driver’s seat’. Interestingly, the focus was not just into framing women friendly workplace policies but also creating a safe conducive environment for them to work. In the wake of incidents such as Uber and The Viral Fever, deeper questions arise beyond merely creating an ICC or PoSH Committee!

When we run the programs of hiring women in great numbers are we looking at it as an event or are we backing up with the supporting actions too? Such as a question was asked by Brillian Head of HR Times Centre for Learning to Anirudh Khekale , Group Director HR Emerson Process management India , where a huge number of women were recently hired, “What would be the workforce management plan when all these women take 6 months maternity leave?” Interestingly, Anirudh responded, “We have already accounted that, which is why we went ahead and hired them. Inclusion doesn’t stem from a policy but your constant Leadership through every situation.” For a large organisation, it could be easy to arrange different formats of work including Telecommute and a greater talent pool to re-distribute the work till the women workforce resumes office. For the smaller organisation, which wants to count this as a cost they can’t bear, the choice remains on finding a way out. An interesting point on this was raised by Surabhi Mittal, CHRO Lanxess , “What will such firms do when ‘Maternity leave‘ gets redefined to ‘Parental leaves’ and men start availing them too. Will they stop hiring men as well?” Nipa Modi, Director Secure your Credential, said ‘Right at the interview when we ask a woman if she is married, incase she is, if she planning for a baby, creates the inequality. In India it is still legal to ask such questions. Hence we instil fear in the minds of a potential talent long before we hire them!”

Anirudh Khekale , Group Director HR Emerson Process management India raised a question on what an individual can do to create a balanced environment? His question hits that right note at a point of time we are creating 33% reservation for women to ensure inclusivity. Are creating roles for women enough? Would designing policies keep women back? The diversity programs to increase the number of women in the organisation across the continuum is creating balance of power through balance of choices.

My question is how far would balance be created unless the basic safety isn’t restored? When we have cases like The Viral Fever, with the owner to the firm announcing he has the best of legal firms to his support, what is the message we are sending to the world at large? Is it the Predator who threatens the safety or is it the protection that he receives from the power centres supporting him? What will happen if a predator becomes as vulnerable as the survivor? What happens when his social clout is gone? We had few very brave men coming up to support and strengthen all those 50 women helping them to voice their ordeals. No matter how much we applaud these men, it will never be enough! It took them months to convince the women to speak up. When they had started the effort they never knew if it will ever, see the light of the day! Yet they continued. There is still not enough light at the end of the tunnel and no one knows how long will it take before the women finds justice! Most of these men will remain anonymous to support more such women out of such situations. Hence, they don’t stand to get any reward, let alone any recognition of their effort! Advocate Rizwan Siddiquee set the course right with lodging an FIR . All these men are sending one strong message, that there is help available if the women can reach out to them!

But is that enough? What exactly will bring in gender equality at workplaces? Will those programs on Diversity succeed, till safety is restored? What does it takes to let a woman in an organisation voice a concern without any fear that questions her livelihood or the stigma? Can we have enough employers who are ready to hire these talented women, in case they contest and lose their jobs? If we can provide continuity in employment will that strengthen more voices to speak up? When we deal with such complaints , can we ensure enough confidentiality in the processes? There would be no stigma, if we can learn to respect the strength these women show! Finally, can we have men shattering the Bro-code to strengthen these women? What does it take for the men in companies like Uber and TVF or men around any predator to speak up? Would covering up an indecent behaviour with a statement such as ‘Duniya hain, hota hain” [it’s normal for such things to happen] look good, when it hits the news paper? No lies remain hidden for long, no crime unknown. Today, a news no longer needs a media house, to shake up the world. What trends of the social media hits the headline like a wildfire. Exposing misdeeds breed trust. Once a complaint hits the headline, it leaves no room to hide. If a bunch of anonymous men can bring in such a big difference for Uber and TVF, shouldn’t the power centres around the predator find it easy? Real inclusivity is when men show up to foster and safeguard diversity!

If you have any HR Query or any query on Future of Work, please contact me . Looking forward to learn more while finding solutions for you. This have been re-blogged with permission from CSR India where it was originally published, with me as its Guest Author.

Nabomita is the Founder to Nabomita.com. She is the Top 100 Women Achiever Awardee, awarded by Government of India , TEDx Speaker, Quoted on ForbesUS, one of the Top 20 HR Influencer in Social Media as declared by SHRM India and one among the Top 100 Technology Influencer in India. Connect with her on @nabomita_smiles , Facebook Page and Google+

This fever is beyond Viral

I am writing this because I am both angry and worried! Since yesterday each women came up sharing their experience while working with Arunabh Kumar. The number is growing and its getting murkier . It scares me to think what a 22 years old faces while working with the bright and promising young leaders.

Today the incident went even worse with the CEO stating, ” I am 26 year old heterosexual single man, when I find a woman sexy, I tell her she is sexy. I compliment women. Is there anything wrong?”

The Viral Fever was valued at 310 Crores post money last year ! There are 200 employees who are currently working in the firm. How does this impact them? Does the action of their 26 years old CEO question the health of their firm?

What about the revenue? Right now everyone is talking against the man. Hence they will wait till things subside and then release a series to woo the viewers back. So would it actually affect the numbers? We need to wait to see that!

Not sure what the investors are deciding. Does a media-social media trial affects the brand? Would this have any backlash on what the investors decide? In the past, Rahul Yadav, the CEO to Housing.com was fired by the Board in the wake of his questionable antics. According to the statement issued, “The board believed that his behavior is not befitting of a CEO and is detrimental to the company.”

What awaits Arunabha Kumar now? How would his actions affect him and his company? What message would this send across?

A formal complaint is yet to made, hence no legal actions evoked. However, the damage has been done. The reputation in a business is the strongest currency, one looses to realise !