Organisations that advocate for a conducive atmosphere for women to succeed outperform their peers. An article from Forbes states that, “women are expected to work a triple shift,” outside the home, inside the home and a third shift as a carer for elderly parents and other family members. Workplaces in the post-pandemic scenario must make sure that women’s welfare is one of their top objectives. Ramco has always been a strong supporter of diversity and it shows in all areas of the company’s operations. Women make up 37% of the workforce and have a stronger say in the business. Our philosophy of DE&I is closely aligned to one of our core values of being an employee-centric organisation. The HR practices in the company stand a testament to the ability to create a women-friendly workplace that constitutes equal opportunities, flexi-work arrangements, special women-connect groups, a sexual harassment policy and an unmatched learning and development opportunities to not only fly but soar high.
Allyship is something that is immersed in the social fabric of Ramco and the ecosystem here helps them thrive. Women have never shied away from taking up some extremely challenging roles that are customer facing and are quite demanding in terms of timelines and accountability. In my opinion, the cheerleaders for women to succeed, are not just her organisation and her colleagues, but also her family at home, who must resonate with her aspirations and dreams. At Ramco, we look beyond just the woman and extend our partnership to her family and, as a token of appreciation, honour them on their work anniversaries.
Associate Director
Global Talent Acquisition
Ramco Systems
According to a study, it is quite disappointing to see that women hold just 4% of the leadership positions in Fortune 500 companies. Organisations must therefore design contextual leadership programs to build leadership skills in women that enable them to scale higher rungs of the corporate ladder. Another area of concentration could be building safer workplaces by implementing robust policies to prevent discrimination and harassment. It is interesting that several businesses around the world have established Employee Resource Groups where women may talk about problems, offer support, and grow professionally. At Ramco, we place great emphasis on diversity and our hiring panels have women representation that offer diverse perspectives to the selection process. Structured Mentorship programs are one of the ways companies can support women to hone their skills. Networking groups such as Lean In circles could encourage informal interactions amongst co-workers, assist women in networking and help them advance their professions.
One of Ramco’s diversity programs, ‘Return to Ramco’, has had significant success in bringing back talented women who had taken a sabbatical to attend to childcare and other domestic duties. The company has invested in training these women in technical and soft skills and bringing them up to speed in the technological world that is constantly evolving. Businesses that strengthen their networks for women have surely become the “employer of choice,” as the business case for diversity efforts has shifted from being a nice-to-have to a must-to-have goal for greater economic success.
