“Diverse teams bring fresh perspectives, innovative problem-solving, and improved decision-making. Studies consistently show that organizations with balanced gender representation perform better financially and culturally.” – Amita Sonsale, HR Manager – Chicago Pneumatic Compressors (Part of Atlas Copco Group)
What are the current barriers to women’s participation in the Indian manufacturing sector? How can we overcome the same?
Women’s participation in manufacturing sector remains notably low, this is despite the progress that has been made in this direction in recent years. Manufacturing has always been a male-dominated sector with gender stereotypes and biases contributing to limited participation of women.
There are barriers to women’s participation in the manufacturing sector, such as limited access to vocational training and skill development programs that hampers their ability to acquire the necessary qualifications for these jobs. This also hinders their career opportunities which in turn restricts their access to leadership positions within manufacturing organizations. Long working hours and shift patterns create significant obstacles for women, often leading to their withdrawal from the workforce. Additionally, manufacturing jobs in India involve physical labour and can be hazardous due to which women face additional safety concerns and problems around work-life.
To overcome these challenges a multi-faceted approach is required. There should be polices within the companies for promoting gender equality in the workplace. They should also invest in skill development and mentorship programs specifically targeted at women. Also, there should be a flexible and supportive workplace culture which is essential for retaining women in manufacturing. In the past, physical strength was essential for operating machinery on factory floors, however, in Industry 4.0, there has been a major shift toward automation. It has resulted in the displacement of physically demanding, task-based jobs from the factory floor. These knowledge-based roles create numerous opportunities for women in the manufacturing sector.
What successful initiatives are currently underway to promote women in manufacturing in your organization?
In our organization we have undertaken many initiatives to set examples of inclusivity. We have hired female service engineers is a significant breakthrough. It is not just a milestone for the organization but also sends a powerful message to the industry that women can also do technical and field jobs. We also engage actively with diversity councils at the group and local levels, helping them mould their policies and practices to be very inclusive. This has provided the basis upon which the council creates strategies toward improving women’s representation in the workforce and also fosters belonging. Their networking meetups helps women create a platform for discussing challenges, aspirations, and ideas.
“In a country like India, where women form a significant section of decision-makers in household purchases, having women in the manufacturing workforce can be crucial in understanding market trends.”
What are the advantages of increasing women’s participation in manufacturing?
Increasing women’s participation is not just a matter of equity; it is a matter of performance. Diverse teams bring fresh perspectives, innovative problem-solving, and improved decision-making. Studies consistently show that organizations with balanced gender representation perform better financially and culturally.
Apart from the benefits of internal efficiency, gender diversity can also help a company understand diverse customer needs. In a country like India, where women form a significant section of decision-makers in household purchases, having women in the manufacturing workforce can be crucial in understanding market trends.
What are the best practices for creating a gender-inclusive workplace in the manufacturing sector?
To create a gender-inclusive workplace in the manufacturing sector deliberate actions and policies like the following are required:
Recruitment and hiring practices – Implement bias-free recruitment processes, including gender-neutral job descriptions and blind resume reviews. Instead of simply listing qualifications, consider establishing performance-based job descriptions. Stress more on what the successful candidate will be responsible for and what they can do for your firm.
Flexible work policies – Introduce flexible working hours, shift options, and remote working opportunities wherever feasible. It is also important to provide on-site childcare facilities or childcare support to assist working parents and ensuring physical safety measures, such as well-lit spaces and secure transportation options for shift workers.
Equal pay and growth opportunities – Ensure that your organization has equal pay and growth opportunities. This includes removing disparities in wages, adopting fair compensation structures, offering transparent promotion criteria and succession planning processes to ensure equal possibilities for career development. Monitor and fix any differences in promotion rates to ensure that talent is identified and rewarded based on merit, not bias.
Training and development – Training programs that focus on diversity and inclusion can also assist improve workplace culture, making it more accepting and supportive of women. For example, vocational training and upskilling opportunities, particularly in technical jobs, can help bridge the skills gap. Organizations should establish merit-based performance evaluations, support career development through mentorship, and actively promote women for leadership positions to foster inclusivity.
“To ensure that the concerns raised by women in manufacturing are addressed, we must enforce equal pay, promote gender sensitivity, ensure health and safety, implement zero-tolerance harassment policies, offer flexible work conditions, and provide training and leadership opportunities. True inclusivity means women are heard.”
How can we ensure that the voices of women in manufacturing are heard, and their concerns addressed?
To ensure that the concerns raised by women in manufacturing are addressed, we must enforce equal pay, promote gender sensitivity, ensure health and safety, implement zero-tolerance harassment policies, offer flexible work conditions, and provide training and leadership opportunities. True inclusivity means women are heard. Companies must create feedback mechanisms, such as anonymous surveys and women’s councils, to allow female employees to voice their concerns and suggestions. The recognition and celebration of women’s achievements in manufacturing can inspire others and show what is possible. Showcasing role model will help to create a norm. By encouraging open communication, empowerment, mentorship opportunities, and addressing workplace challenges, organizations can empower women and ensure that their voices shape the future of the industry.
