Interestingly, in a survey done by People Matters, women respondents felt that factors like ‘leadership development programs’, ‘mentoring and networking opportunities’, ‘sensitization of managers to gender’ along with some hygienic base of ‘flexible work arrangement’ and ‘assistance in the form of leaves’ are vital to retain women (these factors were chosen by more than 75% of respondents as very important). Factors like company providing ‘child care facilities at the workplace’ and ‘internal women forums’ Respondents in a survey see lack of flexible work solutions, work-life balance and lack of an inclusive work culture as important barriers hindering women from rising to the top. At the same time, they believe that training programs at the executive and leadership level, mentoring opportunities and sensitizing managers will help retain women.
While most organizations are taking care of addressing the barriers, more emphasis must be laid on what will actually ensure in retention.
• Lack of adequate re-entry opportunities (29%) is a problematic area. However, only 2% of organizations provide for reintegration programs.
• 85% respondents feel that leadership development programs are key retention measures for women. However, only 22% respondents claim that their organizations provide such programs.
• Mentoring and networking opportunities is another key measure to retain women, state 81% respondents. However, only 28% respondents claim that their organizations undertake this initiative.
• 62% respondents claim that having an internal women forum is an important retention factor for women. However, only 33% respondents claim that their organizations have such a forum.