When it comes to leadership roles in HR in business world, women are clearly making its way ahead, though not with a dominance but stupendous visibility. Coming out as strong and competent with leadership abilities, women in HR at senior levels have proved that they too are emotionally valiant. The result is women HR Leaders are making a difference.
In spite of this achievement by women professionals, still there are issues for them to address, because it is not that they have to look after themselves, but in a leadership role, they need to pave way for next line of women to sail smoothly. Issues like gender pay gap, ingrained gender bias, ego conflicts, physical and psychological abuse, maternity breaks and work life imbalance will continue to haunt women HR leaders unless certain effective measures are taken by them in the organisations. You as HR leader may not find enough support system in this male dominated world in business to clear the mess and putting policies in place that help future women to contribute and demonstrate their talent and abilities, but that should not dishearten. You should continue to struggle for others as you fought for yourself. There are many examples in Indian corporate world where women HR leaders introduced the innovative HR policies like sabbaticals, flexi work timings during maternity period, work from home and restarting careers after break to encourage young women employees so that they find possibilities to make work life balance and fulfil their responsibilities at home and workplace. Reaching to leadership role is not sufficient for women in HR. They need to develop themselves as role models for younger generation.
It is also required for men to understand the workplace reality and read the writing on the wall. Women are fastly occupying the workplace and proving their talent, delivering the results and moving ahead. It is time for them to change their mindset and come out of gender bias syndrome. Workplace policies should not prefer someone on the basis of gender but competencies and capabilities. Maternity breaks should not be viewed as cost that prompt managements headed by men to discourage females employment but investment to support the call of nature and mankind. After all, business should not always be viewed only as pure economic activity separable from people issues. Men in the boards should give women their due with respect and dignity because woman’s desire is that she should be recognised with her talent and not gender.
With entering into 20th year of publication, for this anniversary issue, Business Manager reached out to women HR professionals, who have written their destiny of their own and made own place fighting with all odds. The leaders profiled here representing variety of industries have inspiring stories with unique blend of people and business skills. Let us celebrate the achievements of women HR leaders with sense of pride and joy.
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