If you think that coming out of the four walls of the house is enough for a woman to receive all her rights, you need to delve into the deeper layers. No one can deny that educational enlightenment and the continuous feminist movement have helped women cross some steps.
Still, the journey towards a society in which both genders will be considered equal is far away. The society inside which you live is designed for men using an age-old weapon of dominating women called patriarchy.
These days, women are working in different sectors and trying hard to soar high. One of the greatest obstacles they face on their way to the height of success is the lack of proper infrastructure. Along with productive HR software, company norms must also be protective of female employees.
To enable women to work freely, every sector needs an ideal work environment that ensures women’s protection against harassment, bullying, and sexism. Even in this age of women empowerment, most company laws, rules, and systems are favorable not for both genders but men only. That is why most women find it difficult to grow in the workplace and head to the top.
This article will discuss three ways the HR team of an organization can help its female employees to achieve career success.
1. Introducing women policies
A woman needs support from all sides to reach the top. After mastering the internal challenges, higher management of an organization should develop systems and norms that can eliminate the biases from the existing male-dominated system.
The HR team should always instill courage in the female employees to raise their concerns without any fear. The head HR manager should ensure that all such concerns will be addressed honestly.
An HR can play even a more important role by joining the staff networks and affinity groups that invoke organizational changes for the betterment of women employees. In many cases, it has been found that women are not aware of their rights at the workplace. Hence, the HR department must take an active role in spreading awareness.
The policies of an organization must reflect gender parity. The HR team should review the entire existing policy from recruitment and talent management to the appraisal and release process to find out the biases. The whole process must be uniformed and well-structured.
Moreover, HR executives should identify women’s talents throughout their organization. For this purpose, they may need access to informal networks, influential leaders, and stretch assignments.
2. Flexible timing and job-sharing options
Women should receive facilities such as flexi-time, job-sharing, and work-from-home opportunities. To build a bias-free work environment, men should also be offered similar choices. Many organizations think that physically working within the office campus boosts productivity. This is not the truth. Physical presence at an office premise cannot ensure improved outcomes.
If the management asks an employee to come to the office when dealing with a severe crisis (for instance, the ailment of family members she needs to take care of), it is challenging for her to concentrate and give her best.
If she was provided with flexi-time, job-sharing, or work-from-home facilities, she can balance her personal and professional commitments and work without any tension. Such friendly work culture helps a woman perform better.
3. Onsite child care facility
According to a study conducted by Assocham, 25-30% of urban women (living in Indian metro cities) quit their jobs after welcoming their first child. It is due to the lack of facilities new working moms receive from their organization.
Organizations should introduce onsite childcare facilities. It is not easy to incorporate in a pre-structured business, but many companies have done it successfully.
Onsite child care options refrain talented women from quitting their jobs after having a baby. It also helps the new mom perform better as she will not have any concerns for the child. She will be able to focus on her assignments.
Above all, the HR team should provide mental support to all female employees. Everything else can be provided through HR software, but support can only be transferred from humans.
