Attrition rates among women workforce in IT are mainly due to personal reasons and not due to adverse organisational policies, reported a study, “Crossing the digital barrier: Enhancing leadership, opportunities for women in IT and ITeS sector” presented at Nasscom-IT Women Leadership Summit 2007, on Thursday . 

Jointly conducted by Nasscom and Indian Institute of Management-Ahmedabad (IIM-A), the study considers women at the entry, middle and senior level. At an all India basis, the study is a work in progress to be completed in the next 5 to 6 weeks.

Some of the key findings of the study suggest that at the entry-level women needed special focus on induction, training and appraisals. Also 33 per cent women reported that if relocation was needed than family committments would make it difficult.Findings from the middle-level suggested: 40 per cent women felt that their male colleagues were not gender sensitive and 70 per cent viewed that women attrition was due to personal issues, not due to organisation problems.

The senior-level women, sample profile constituted about 10 per cent of the sample size. “As per our qualitational analysis we noticed that in senior-levels the number of women are limited,” said Asha Kaul, Gender Resource Centre - conducting the study.

Of the senior level women, 81 per cent reported that they played a critical role in mentoring, career counselling and networking to motivate other women. Also 80 per cent felt that there was no gender differentiation in deciding rewards or compensation.  In the BPO sector 43 per cent women suggested that their male colleagues were not gender sensitive and 68 per cent disagreed that security issues were a cause for concern. To the question across all levels: “There are/have been instances in my organisation where women have not been given the career opportunities based on their gender,” on an average 75 per cent women disagreed with the observation. “This shows that gender bias is not an issue in organisations,” said Ms Kaul.

Rate of rise

Among recommendations from the study for women were: “Give up the need to be a super woman and do away with self doubt.”

For organisations Rekha Jain, from the Gender Resource Centre, said, “Prediction of rate of rise of women not keeping pace for which organisations need to see that policies are enforced. And managers need to be made more accountable.” 

The glass ceiling effect was still visible in organisations which makes it necessary to have leadership programmes for women, make senior women more visible and incorporate networking programmes for mixed genders to foster interactions. Companies should  set up tele working policy to help women manager their careers.