Tata AutoComp, an auto-components conglomerate, has focused on increasing the representation of women in its direct and indirect workforce through multiple interventions, with encouraging results
Women have come a long way in the workplace, but gender disparities still exist, with women underrepresented in leadership positions. As such, it is crucial to support women in the workplace to create a more inclusive environment that benefits everyone. Here are some ways to do so:
- Encourage gender diversity
- Provide equal pay
- Offer flexible working arrangements:
- Address gender bias
- Offer mentorship and sponsorship programmes
- Create a safe and inclusive workplace
- Encourage work-life balance
- Celebrate women’s achievements
Traditionally, Tata AutoComp’s workforce on the shop floor was largely male dominated, despite being an equal opportunity employer, with women employees making up part of the white-collar force.
According to Sudipta Marjit, Head of Human Resources at Tata AutoComp, “Women have the inherent advantage of being highly dexterous, quality conscious, and able to multitask.” When we expanded our product portfolio to include products that served the emerging EV segment, we realised that the manufacturing process for these products was best suited for women as we needed the above qualities.” With this came the high intake of female employees on the shop floors of all of Tata AutoComp’s EV plants.
The results were encouraging, and Tata Autocomp focused on enhancing representation of women within the direct and indirect workforce through the following multiple interventions:
Group Head Human Resource,
Business Excellence and Chief Ethics Counsellor,
Tata AutoComp Systems Limited
Structured approach to achieving DEI agenda: The Tata Autocomp DEI Charter has been chalked out with support from the Tata Group DEI Team to drive the agenda of diversity, equity, and inclusion with a 3-year road map and a short term, mid-term, and long-term plan.
Inclusive Culture: Promoting and developing a mindset of inclusion is the prime focus in the organisation. Specific initiatives are designed to include women at the shop floor and at the management level. Academy of Linguistics & Cross-Cultural Engagements – Exclusive trainings on foreign languages and cross-cultural learning.
Women Leaders as role models: Women at Tata AutoComp are developed and groomed to take up leadership roles. Mentoring & coaching, handholding them for higher responsibilities, crafting jobs for women, empowerment, and support have helped develop the next generation of women leaders through insight and opportunities.
Support beyond work:
- Helping with career aspiration: Empowering women by providing solutions to personal blocks.
- Supporting Beyond Work: A network of women, wellness, women centric policies, maternity leave, flexible work hours, avenues for capturing voice of women.
- Women leaders as role models for young talent: grooming women, development programmes, mentoring and coaching, handholding for higher responsibilities, crafting jobs for women
- Inclusiveness across all levels: shop floor and staff women
- Women leaders driving community projects to promote gender diversity.
- Inclusive culture through the Academy of Linguistic & Cross-Cultural Engagement
- Structure Approach to achieving DEI agenda: Through DEI charter to attract, retain and grow
The results of this initiative have been encouraging. Today, Tata Auto Comp’s workforce average age is currently 31 years, with 14% gender diversity overall and 16% gender diversity on the shop floor. It aims to achieve a gender diversity of 25% by 2025. With the increase in diversity, the culture on our shop floor has also improved, helping to improve discipline, productivity, and quality,” stated Marjit.
In conclusion, supporting women in the workplace is essential for creating a more inclusive and diverse environment that benefits everyone. Employers can take steps to provide equal opportunities, fair pay, flexible working arrangements, mentorship and sponsorship programmes, safe and inclusive workplace cultures, work-life balance, and recognition of women’s achievements. By doing so, they can help women succeed in their careers and contribute to the growth and success of their organisations.
