Shubhi Sharma

Gender-Diversity is something which almost all companies wants to focus on. The Human Resources Manager has a responsibility to bring a diverse workforce for a company whenever recruitment takes place. Despite the pure intention behind this motive to include the women, the fresh graduates out of college fighting to secure a place in their dream companies with their dream roles, don't really seem to like the idea. In situations like these, though companies are able to diversify their workforces, but inclusion inside the company is getting difficult. 

Having said that, it's really easy for companies to come up with something to work for the benefit of the society and the country it is working in, but when the employees have their jobs and positions at stake, no one wants to compromise and it's totally natural! Afterall, who really wants to compromise just because of some policies for secitons of society exploited way back around 1990s or before? It's 21st century and everyone today have equal opportunities and hence these diversification and inclusion may seem of no use to them.

But in a country like India, not everything changes at a go. With a population of over 137 crore, there are so many views of a same social issue and so many still reluctant to change over time. There are chances that the employees at the workplace have beaten the odds of the society and are progressing with their thoughts, but this still forms a smaller section if society even after so many years of Independence and hence these policies still need to be in place and bring more people in company. Though India has progressed from 'keeping the women at home' to 'sending them to schools and getting them educated', they are still expected to prioritize their families over career and hence the dropout from colleges and companies after getting their marriages fixes or after becoming parents for the women is still huge. 
This makes the policies for diversification in company play a major role to bring the women workforce. But can these policies still retain that workforce after they bring them to company? If in the company the other and the major section still disapproves these things, how are we actually retaining the women we brought to our companies? Is the motive to uplift them and willingness to provide them with equal opportunities will still work? Or do we need to modify our process and the way we preach about these policies in the company and in Industry? Do we still need to cut out the jobs to bring more women in Industries or can men and women share their jobs together?  

These are some important questions an Human Resources Manager needs to ask himself. Because if these initiatives are leaving the women more vulnerable than before, than a company needs to modify the process or maybe the way it brings it to it's employees. The employees are humans afterall, and if some needy is brought to work with them, the humanity inside them won't let them have any grudges against them. It, then, makes high chances for all the employees to work in peace and take if forward. Though these initiatives do state the section to be brought into the workforce, the managers and the HR still needs to draw the line between the people who actually should be benefited from this and People who should be not. It's true that women needs to be brought in the workforce, but bringing the women who are already privileged enough and have always been entitied to equal opportunities nullifies the intention of these policies. It not only becomes disastrous for the companies but also the women themselves.