its a presentation done after going through an article...........its basically deals with----MAINTAINING THE SENIOR POSITION BY FEMALE........BY sumit mukherjee

1. PRESENTED BY:-
SUMIT MUKHERJEE
SECTION - C

2. PALLAVI JHA,
DEEPALI BAGATI, Chairperson & MD,
Sr. advisor, CATALYST GEETHA KANNAN, CARNIE TRAIN. INDIA
HR Consultant of
CII Karnataka women
Business Leaders Forum
KALPANA MARGABANDHU,
CECY KURUVILLA,
DIRECTOR-INDIA software lab,
Global DIRECTOR (AMECAA)
IBM INDIA

3. Have you ever seen----BOYS AND GIRLS playing together with a TOY KITCHEN
In PRIMARY school textbooks----WOMEN (in kitchen)and MEN (in office)
CORPORATE INDIA is following the same
picturesque …..
According to REPORTS/STUDIES BY CATALYST----MEN were more likely to
reach “SENOIR” Positions than WOMEN
In this article we will focus on some HIDDEN TRUTHS that makes the
TRANSITION to SENIOR LEADERSHIP positions difficult for WOMEN

4. COMPANIES with HIGH REPRESENTATION of WOMEN on their BOARD OF
DIRECTORS significantly outperform those with LOW REPRESENTATION by 84% on
ROS(RETURN ON SALES) yet, fostering WOMEN LEADERSHIP is not a PRIORITY!!!
JHA : 3 % of fortune 500 CEO’S are WOMEN,
INDIA produces more FEMALE graduates than MALE.
RISE OF WOMEN to the TOP is restricted due to 2 FACTORS:-
1. SETTLING DOWN IN THEIR PERSONAL LIVES,
2. SOCIAL PRESSURES
KANNAN : INDIAN companies has LOWER WOMEN representative in SENIOR
positions compared to MNC’s,
MAIN BARRIER – CULTURAL RESISTANCE from within the company ( MALE
dominated/assuming family commitments)
RESEARCHERS state that “ a lot of people RATE the same performance as BETTER when
told it was done by a MAN”…

5. ONLY 17% of INDIAN companies OFFER
LEADERSHIP DEVELOPMENT PROGRAMMES
targeted towards WOMEN
MARGABANDHU : This is to assign them critical roles after a bridge
PROGRAMME, so that they are not refrained key “SENIOR JOBS”
KURUVILLA : Relationship building strategies are often important for the
advancement of WOMEN’S CAREER,
They need to communicate their career aspirations and seek FEEDBACK
from their SUPERIORS,
Taking INITIATIVES,
MAPPING OUT a career plan .

6. A WORKING MOTHER NEEDS NOT ONLY A FLEXI- PLAN, BUT ALSO A
CAREER GROWTH ONE
• Regular “FLEXI” benefits
• Mentoring programs, job rotation, learning and
MAGARBANDHU exposure
• WOMEN crave for CHALLENGING OPPORTUNITIES
irrespective of their FAMILY DUTIES
• When WOMEN settles down---conflict begin
JHA • Then they undergoes STRESS

7. WOMEN
MUST ADOPT
STRATEGIES
DIFFERENT
FROM THEIR
MALE
COLLEAGUES
TO ADVANCE
THEIR
CAREER

8. Though researchers
indentify EI (emotional
intelligence) and empathy as
FEMALE LEADERSHIP
traits, companies fail to
understand that women take
more calculated risks in
business than male.