HR Bulletin Volume 139

Work-life balance: The key to making women a part of DigitALLinnovation

Women leaders share their experiences and strategies - and provide solutions too - to encourage more women to actively participate in digital innovation.

With the theme “DigitALL: Innovation and technology for gender equality”, this year’s International Women’s Day was an opportunity to recognize the achievements of women who forged their own paths to success, braving all the obstacles thrust in their way. Much remains to be done here still and one key method is digital technology. To be able to leverage digital technology for further betterment and uplift of women and other marginalized groups, more women contributors to digital innovation are needed, as they can come up with solutions and ideas that empower other women However, the demands for digital innovation can be intense and most women may struggle to balance their careers with family and personal responsibilities Women leaders tell People Matters of the challenges women face in contributing towards digital innovation while sharing experiences, strategies, and solutions on how work-life balance

can encourage women to actively participate in digital innovation

Overcoming barriers to contributing towards digital innovation

Work-life balance - a phrase that’s widely used to signify flexi-work and set boundaries at the workplace, is a major issue, and has to be acknowledged as a challenge as the first step towards overcoming it. “As women, we need to understand what our priorities are - both at a personal and professional level, along with our short- and long-term goals. Once we have this clarity, we can then work towards maintaining a steady balance,” says Cheryl George, Product Leader for Data Protection, NetApp India.

Overcome inhibitions about asking for help

Prioritisation and the confidence to take on new challenges has helped Ritu Chakrabarti, Global Head - Learning & Development, LTIMindtree, strike the right balance on all fronts - in her career, family, and personal interests

“Overcoming inhibitions about asking for help has also gone a long way towards building a strong support system that has enabled me to get to where I am today Mentors have played an equally important role in providing the necessary counsel to navigate the various challenges.” She adds the biggest challenge in contributing towards digital innovation is staying relevant in a rapidly evolving technology space. “To make the most of the digital innovation era, it requires a curious and continuous learning mindset. Learning, upskilling, and cross-skilling will remain key differentiators,” she stresses.

Be flexible, as no two days are the same

Boundaries between work and life have blurred, and one needs to be flexible to make the most of them, says Shilpa Singh, Director of Engineering, Druva. A firm believer in living a balanced life, yet realistic, she knows that no two days are the same “Some days are tilted towards work commitments, and some days, life demands your attention Every day brings its own challenges, and you need to be flexible in adapting and giving your best to the important and time-critical tasks The key to successfully navigating these challenges is to have a strong partnership, both at home and at work You need your people and support system to step in as needed This ecosystem then functions like a well-oiled machine,” she adds

Normalize combination of digital innovation and family

Serine Loh, Head of Culture & Talent, APAC, Qlik says the stereotype that women are a "softer" gender and are frequently underqualified regarding technical proficiency still persists. As of 2021, technology is among the industries with the lowest share of female representation in the overall makeup of the industry, and Loh says this is of concern, as it prevents women from having a voice in developing technologies that are increasingly shaping our lives.

“First and foremost, we need to abandon the notion that women are less capable than men and begin to place value on success and development metrics. Because of these existing biases, qualified women are passed over for leadership positions, even if they are more than capable of taking on the role Secondly, the combination of a digital innovator and family has to be normalised Because of the presumed all-consuming lifestyle of digital innovators and the expectations of those around them, many women will be hesitant to step into such roles,” she adds

Woman digital contributors must learn to set boundaries

A perfect work-life balance is unachievable Still, Loh says one can achieve it by knowing their values and personal goals, learning to set boundaries, prioritising their own and their families' well-being, practising time management, staying organised, and simply enjoying their work. “Making time for friends, family, and myself helps me balance work and life. I exercise, refuse unreasonable requests, skip too many meetings scheduled for late at night, and enjoy fulfilling hobbies. This way, I can give my best to both my job and my family while still being able to take care of myself. Finally, we must work to create a more balanced tech community that is appealing to and welcoming to female employees, which requires more women in decision-making positions,” she adds.

Maximise energy

With every new shift in the paradigm, changing gears is critical and Sangeeta Shetty, Senior Director, Human Resources, Ascendion has learnt trying to balance may drain you Instead she believes in maximising energy “So, to me, it is not about 50-50 every day, but it can be 60 per cent home, 40 per cent work and vice versa some days - or the 70-30 equation varies as per needs on both sides Burnout or lack of motivation can be quite common if we don’t plan and act to our strengths - I’ve learnt this over years of careful choices, introspection, forming habits

Read more at : https://www.peoplematters.in/article/diversity/work-lifebalance-the-key-to-making-women-a-part-of-digitall-innovation-37159

How can organizations overcome their learning deficit?

Despite an overwhelming endorsement for learning by employees, only single-digit learners benefit from the plethora of learning resources offered at work Why do learning rates struggle to cross single digits in many organisations?

In today's fast-evolving business environment, the value proposition of jobs is shifting. A LinkedIn study reports that employees are increasingly evaluating potential employers based on the long-term value proposition of personal and professional growth opportunities In fact, 94 per cent of respondents to the study said they would stay in a company longer if it invested in their learning and development Despite such an overwhelming endorsement for learning by employees, the reality is that only single-digit learners benefit from the plethora of learning resources offered at work So, why do learning rates struggle to cross single digits in many organisations? There are four key questions to ask to build a learning organisation in a truly digital way and overcome the learning deficit.

Are you building a learning organisation?

A learning organisation is one that prioritises personal and professional growth through continuous knowledge transfer. Such organisations encourage learning as part of their fundamental work culture and vision for long-term success. Why is transforming into a learning organisation important in today’s business environment?

The transition to digital workplace models, the emergence of new working styles, remote work, changing business models, and customer preferences have led to paradigm shifts Today's post-pandemic business culture requires organisations to make their most vital asset, their people, more agile, productive, effective, and future-ready Learning organisations can be more effective in filling gaps and white spaces that have emerged in the

Read more at: https://www.peoplematters.in/article/training-development/howcan-organisations-overcome-their-learning-deficit-37183

Why women's empowerment starts with an internal shift

Here are some key internal shifts that women in the corporate world must make in order to achieve progress

During a recent speaking engagement with a women's cohort at a company in Bangalore, I was asked a thoughtprovoking question during the Q&A session. A participant inquired, "While progress has been made in increasing women's leadership roles, gender diversity in corporate boardrooms remains a global issue. Why do you think this is the case?

Here's my take on this.

From my seventeen years of experience coaching both men and women, I've noticed that women often unwittingly impede their own progress and success. Despite encountering opportunities, many women hesitate to take the necessary steps to advance This tendency can create a barrier to women's representation at the senior level of organisations

Let me share a real-life example of Megan, one of my coaching clients She is a senior manager at a well-known IT firm in Milpitas, San Jose Her company hired me to coach three of their leaders, among which one was Megan, and the other two were male executives Now, Megan is an intelligent tech leader; she works hard and is known to deliver results Her team loves her and respects her Her boss was keen on giving her some high-visibility projects and moving her into a senior leadership role. Our coaching sessions were going well, and in the first month of the session, on a Friday afternoon, she called me to share the great news. As I picked up her call, I heard an enthusiastic Megan saying, 'Payal, guess what? My boss called me this morning and said I should be heading the North Europe project for the next seven months. It's a huge one, Payal, all thanks to you for bringing about this change in me.” "Wow, this is…

Read more at: https://www.peoplematters.in/blog/diversity/women-must-bringabout-an-internal-shift-37195