Set a woman to catch a woman

The DQ Top 20 annual survey is not just about business and industry statistics. Its also about men and women who are driving the Indian IT industry. And, the good news here is that there are four women CEOs among the top 200 Indian IT companies. In terms of ratio, its globally comparable. Ten of the Fortune 500 companies are headed by the fairer sex.

So what is the big deal? One of the biggest challenges of the future, that industry watcher points to, is availability of talent pool. We expect India to grow in lot of areas where trained and skilled people will be crucial. The population balance in the country is about almost 927 females for every 1,000 males. This is almost 48-52 ratio. Therefore, ideally, there should be almost 40-45 percent  women in all work placesright from laborers to CEOs. But, we know the actual picture is far from this. Most work places, and I am talking about IT, BPO/ITeS, and telecom industry, the female representation is not more than 15-20 percent.

Ideally, there should be almost 40-45 percent women in all work places, but most do not have more than 15-20 percent  females. There is a huge potential to get them in

But, if more females become business leaders, there are very high chances that this ratio will be changed. This essentially means that a big population of women, which has the potential to work, but is not doing so currently, will consider employment and career seriously. The current dearth of good employable people could suddenly end. Or at least over a period of time, this could cease to be a big issue for India. Therefore, India needs to do all it can do to help women get on top.

Successful women will go far beyond just being a source of inspiration to encourage women to take up a career. Women in lead positions are also examples of how office and family life can be balanced. This family and office balancing business is often cited as a major reason for performance issues. The husband and the mother-in-law blame the office, and the boss blames the home. Clearly, women who are the boss in any office are demonstrating that this perception is not always correct.

It has been widely seen that male selection panel members in job interviews have reservations when considering female candidates for employment. The reasons are manysome genuine and some weird. It will be important to change their mindset. And, if that does not work, my recommendation will change the interviewers. Bring women into selection process, and they will give a completely different perspective to the interview and the analysis of the women candidates. Involve senior women in the organization, and they will be more sympathetic to women. In short, get women to pull women.

It is too early to predict, and I am not sure if there are statistics available today to back what I am saying, but I believe that forward-looking organizations will increasingly start looking at the woman workforce. And for that, creating a work environment that is conducive to women and encouraging them will be the first step.

The author is Group Editor of Dataquest.