In a recent global study, the renowned non-partisan Washington D.C. headquartered PEW Research Center has found that women are more compassionate than their male colleagues.  The study also finds that women are more suited to creating an environment of psychological safety.  Experts believe that translating findings such as these into practice can help manufacturers build a safe and diverse work culture that would not only celebrate inclusion but also spur innovation and collaboration. Needless to say, gender-diversity in factories and shop floors hinges on a culture of empathy and compassion.

As a starting point, the Government of India could look at bringing women in the ambit of the STEM system of education for them to be a meaningful part of the workforce in the manufacturing sector. Women need to be specifically oriented, even if vocationally, in STEM, or Science, Technology, Engineering and Mathematics because, on the factory floor, there’s much more than pressing buttons and overseeing the conveyor belt.  The STEM system alone, however, would not open more job opportunities for women and bring about gender-equity in manufacturing.

The mind-set of employers has to change. That women are underrepresented in the manufacturing sector has long been an issue though the pro-female debate it provokes has seemingly enthused their ilk in considering manufacturing as a career option. But what has been deterring the conversion is the simultaneous bias towards men. It is in this context, a change in the mind-set of employers has to have a paradigm shift. Companies involved in manufacturing need to lead by example and must recognise Diversity & Inclusion (D&I) as a critical priority.

To lend D&I initiatives traction, the leaders in the manufacturing sector must have a well-crafted outreach plan. As part of this plan, sharing the success stories of women in the public domain is of paramount importance because such women have the potential to become role models. Bringing role models into the mindshare of women can be done through company websites, and at the recruiting point.

Equal opportunities, equal pay, flexible work timings and emotional wellness programs can indicate to women that they are being cared for.  A crucial component of wellness programs is maternity benefits that a woman seeks from workplace when the need arises.  It is around these times, women must be communicated that they are they are being offered autonomy. Between the ages of 25 and 40 years, a woman aspiring to become a professional gives her career-drive the maximum thrust, and shop floors are no exception. During this period of her life, a woman attempts to create a family and work towards building a work-life balance. But then, the subterranean demands many employers make of women to be always present or always on call is a deterrent that lays waste the proclaimed need for putting in place a genuinely inclusive culture in the manufacturing sector. And the signal it emits isn’t of any advantage to women who want to work.

Companies must also introduce a program of mentorship, especially in manufacturing and supply chain. After onboarding, the need for hand-holding becomes essential and that it would be done unfailingly should be a message that must go out to women.

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We can have endless debates on the presence of gender bias at workplace and how best they could be done away with. But as a nation whose Industry is close to a tipping point, Indian manufacturing companies must promote training among women and convince them that such training is not inferior to any other form of education. In keeping with these thoughts, manufacturers need to back job-oriented programs for women. Skilling a woman is important, but more important is to accept standardized credentials and certification. It is that standard manufacturing has to generate for women to be a value-adding part of the sector.

Anjali Gulati is the Founder & CEO of People Konnect. The views expressed are the author’s own.

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