#WomenInWorkforce

[futureofgreen]

Building Better Futures: How Women’s Health Fuels Economic Progress

In today’s interconnected world, the health and well-being of women have far-reaching implications that extend beyond individual lives to shape entire economies and societies. Despite significant progress in recent decades, a persistent gap in women’s health continues to hinder global development and economic growth. This comprehensive blueprint explores innovative strategies to close the women’s…

[advmannucompliance]

In India, the Maternity Benefit Act, 1961

In India, the Maternity Benefit Act, 1961 stands as a landmark legislation designed to protect the health and welfare of working women during pregnancy and childbirth. It ensures that female workers have access to essential maternity benefits, such as paid leave, medical care, and job security, during one of the most significant phases of their lives. This Act is a critical step towards gender equality in the workplace and plays a vital role in empowering women to maintain a balance between work and family responsibilities.

What is the Maternity Benefit Act?

The Maternity Benefit Act, 1961, is a legislation enacted to provide maternity benefits to women employed in factories, mines, and establishments with more than 10 employees. The Act guarantees paid maternity leave, protection against dismissal during pregnancy, and other rights related to the well-being of women workers during the maternity period.

The Act is a crucial tool in safeguarding women's rights at work, particularly during the prenatal and postnatal stages, ensuring they do not have to choose between their career and their health or family.

Key Provisions of the Maternity Benefit Act

Eligibility for Maternity Benefit

To qualify for maternity benefits under the Act, women must meet the following criteria:

Impact of the Maternity Benefit Act

Challenges and Criticisms of the Maternity Benefit Act

While the Maternity Benefit Act has brought about positive changes, there are certain challenges in its implementation:

Recent Amendments and Future Outlook

In 2017, the Maternity Benefit Act was amended to extend the maternity leave entitlement from 12 weeks to 26 weeks for the first two children. This amendment reflects a growing recognition of the importance of supporting women during pregnancy and childbirth. Additionally, the inclusion of provisions for adoption and surrogacy has ensured that women in diverse situations benefit from the Act.

Going forward, there is a need to ensure the extension of maternity benefits to workers in smaller industries and informal sectors. Improving awareness of the Act and encouraging enforcement will be key to expanding its impact.

Conclusion

The Maternity Benefit Act is a cornerstone of labour laws in India, designed to protect the rights of working women during one of the most important phases of their lives. By offering paid leave, job security, and medical benefits, the Act empowers women to manage both their careers and families without compromising on their health or well-being.

While there are areas for improvement, the Maternity Benefit Act remains a powerful tool for promoting gender equality and ensuring that women can thrive in both personal and professional spheres.

[sankhlaco]

The Employment Exchanges Act in India: Empowering Job Seekers

In a country like India, where the labor market is large and diverse, ensuring that individuals find suitable employment opportunities is crucial for economic growth and individual welfare. To bridge the gap between job seekers and employers, the Indian government established the Employment Exchanges Act of 1959, aimed at providing a platform to connect job seekers with potential employers.

The Employment Exchanges Act is a key piece of legislation that has played a vital role in enhancing employment opportunities, particularly for educated youth and marginalized groups, while ensuring that job placements are more systematic and transparent.

In this blog, we will explore the key features of the Employment Exchanges Act, its objectives, how it operates, and the impact it has had on India's job market.

What is the Employment Exchanges Act?

The Employment Exchanges Act, 1959, is an Indian legislation that established a formal system for the registration of job seekers and placement services. Under this Act, the government set up employment exchanges across the country to provide employment-related services to individuals, help them find suitable work, and assist employers in finding qualified candidates for vacancies.

The primary function of the Employment Exchange system is to create a connection between the available labor force and employment opportunities, especially in areas where there is a shortage of skilled manpower or where employment opportunities are not easily accessible.

Key Objectives of the Employment Exchanges Act

The Employment Exchanges Act was introduced with the following objectives:

Facilitate Job Placement: To provide a centralized system for matching the demand and supply of labor in various sectors, including government, private, and public sectors.

Promote Employment Opportunities: To assist individuals, particularly the educated youth, in securing suitable employment based on their qualifications, skills, and interests.

Assist in Vocational Guidance: To offer guidance on vocational training, career counseling, and guidance on skills required in various industries.

Collect Employment Data: To gather data on the employment trends, labor market conditions, and unemployment levels across the country, which can be used for policy-making and program planning.

Provide Services for Special Categories: To help marginalized groups, such as women, disabled persons, and rural workers, find employment opportunities that suit their skills and qualifications.

Key Features of the Employment Exchanges Act

1. Establishment of Employment Exchanges

The Act empowers the central and state governments to establish employment exchanges at various locations, primarily aimed at providing services to job seekers. These exchanges collect and maintain the details of individuals seeking employment and match them with available job vacancies.

The services of these exchanges are free for job seekers, and they are open to all, irrespective of gender, caste, or religion.

2. Registration of Job Seekers

One of the fundamental functions of employment exchanges is to maintain a register of job seekers. Any individual seeking employment can register their details, including their qualifications, skills, work experience, and preferences, with the exchange. This information is then used to match the individual with appropriate job opportunities.

Eligibility: The Employment Exchanges are open to all unemployed individuals, including students, professionals, skilled and unskilled workers, and people seeking new job opportunities.

Registration Process: Job seekers need to visit the exchange, fill out a registration form, and provide necessary documents, such as academic qualifications, experience certificates, and identity proof.

3. Placement and Referral Services

Once registered, job seekers are provided with placement services, which involve matching their qualifications and experience with available job vacancies. The exchanges help by referring candidates to employers and facilitating interviews.

The exchange may conduct job fairs or placement drives where multiple employers gather to meet potential candidates.

4. Vocational Guidance and Training

Many employment exchanges also provide vocational guidance to individuals, helping them understand the skills required in various industries. They may organize training programs or offer advice on enhancing employability by upskilling, thus making it easier for individuals to compete in the job market.

5. Special Services for Marginalized Groups

The Employment Exchanges Act also mandates that special efforts be made to assist women, disabled persons, and other vulnerable groups in finding suitable jobs. Many exchanges focus on offering opportunities to these groups and help employers understand the benefits of employing a diverse workforce.

6. Data Collection and Reporting

Employment exchanges play a crucial role in collecting data related to unemployment, labor force participation, skill shortages, and job market trends. This data is valuable for government agencies, policymakers, and labor organizations to formulate labor policies and development programs.

Impact of the Employment Exchanges Act

1. Reducing Unemployment

Over the years, the Employment Exchanges Act has been instrumental in helping millions of individuals find employment across sectors. By providing a structured platform for job seekers, the Act has contributed to reducing unemployment and improving the matching process between employers and employees.

2. Improved Accessibility to Jobs

Employment exchanges have made it easier for people from rural and remote areas to access employment opportunities in urban centers. This has helped bridge regional disparities and brought employment options to underdeveloped regions.

3. Facilitating Skill Development

Through vocational guidance and training initiatives, employment exchanges have helped individuals enhance their skills and prepare for the demands of the modern job market. This has empowered individuals to pursue careers that align with their capabilities.

4. Improved Labor Market Data

The comprehensive data collected by employment exchanges has provided valuable insights into employment patterns, skills shortages, and industry trends. This has helped the government and businesses make informed decisions on policy, training programs, and job creation strategies.

Challenges Faced by the Employment Exchanges Act

While the Employment Exchanges Act has had a significant positive impact, it faces several challenges:

1. Limited Reach and Infrastructure

Despite having numerous employment exchanges across the country, their reach is still limited, especially in rural areas. The infrastructure and resources of these exchanges are often inadequate to meet the growing demand for employment services.

2. Low Registration by Job Seekers

Many job seekers are unaware of the benefits of registering with employment exchanges, or they may prefer to use informal networks to find jobs. This has led to low registration numbers, which impacts the effectiveness of these platforms.

3. Mismatch of Skills and Jobs

One of the major issues faced by employment exchanges is the mismatch between the skills of job seekers and the jobs available in the market. This often leads to prolonged job searches for individuals who may lack the necessary qualifications or training.

4. Inadequate Employer Participation

Many employers do not actively participate in employment exchanges, preferring to use other recruitment methods. This reduces the number of job placements facilitated through employment exchanges.

The Way Forward

To enhance the effectiveness of the Employment Exchanges Act, several improvements can be made:

Digitization and Online Platforms: By developing a comprehensive online platform for employment exchanges, the government can increase accessibility, especially for remote regions, and provide more efficient services.

Public Awareness Campaigns: Increased awareness about the services of employment exchanges will encourage more job seekers and employers to participate in the system.

Collaboration with Industry: Employment exchanges should work closely with industries and employers to ensure that job seekers are trained and prepared for current market needs.

Focus on Skill Development: Providing better vocational training and skill-building initiatives will help bridge the gap between job seekers' skills and the requirements of employers.

Employment Exchanges Act 1959, has played a vital role in India's efforts to reduce unemployment and connect job seekers with employers. Although there are challenges to its full implementation, the Act remains an essential component of India's labour market infrastructure. With modernization, increased awareness, and collaboration between government, industry, and job seekers, the Employment Exchanges Act can continue to evolve and serve its purpose of providing fair and equal employment opportunities for all citizens.

[pragatileadershipindia]

Building Leadership Abilities: A Guide for Women

To thrive and become a good leader, one must possess solid leadership skills. Even in today’s modern business environment, women are not reaching their potential and being promoted to

C-suite roles. This is not because women do not possess leadership qualities but due to females face more challenges when compared to men.

However, the role of women leaders is becoming increasingly more important. Additionally, the need for women to be at the helm of the corporate world is rising and below are the top leadership skills every woman aspiring for higher roles must develop:

Top Leadership Skills for Women

Adaptability and Agility

Today, leaders must contend in highly competitive environments. Several geopolitical factors, climatic changes, and the post-Covid business environment require leaders to be adaptable and agile. Women leaders must be capable of embracing, innovating, and pivoting in a rapidly transformation business environment.

Efficient leaders must be capable of adapting to internal and external transformations and must be willing to work out of their comfort zones. A women leadership program encourages participants to be accountable and assume higher responsibilities with a realistic plan that is continuously monitored and tracked to determine their progress.

Emotional Intelligence

Another important leadership quality is emotional intelligence (EI). Female leaders can harness the power of EI and navigate through challenging situations with empathy and finesse. Understanding and managing not only their own emotions but others as well fosters more effective communication, conflict resolution, and team collaboration.

Strategic Thinking and Decision-Making

Strategic thinking empowers female leaders to envision the future and chart a plan towards their vision. Some skills that encourage strategic thinking include data analysis, anticipating future market trends, and identifying potential opportunities that drive organizational growth in a dynamic business environment. Decision-making is an integral part of effective leadership. An efficient women’s leadership development program helps participants develop strong decision-making skills with conviction. Additionally, it empowers female leaders to stand by their decisions and adapt to any changes if the decisions do not result in the desired outcomes, which is an important balancing trait needed by effective leaders.

Resilience

Facing adversity and setbacks requires resilience and is a defining skill of effective leaders. Despite the challenges and obstacles, resilient leaders are steadfast and committed to their goals and vision. By cultivating resilience and maintaining a positive mindset, women leaders can inspire confidence and ensure their team members persevere towards achieving the desired goals. Resilience encourages women leaders and their teams to change challenges into opportunities for mutual growth and learning.

Employee Motivation and Relationship Building

Effective leaders forge strong work relationships to develop a cohesive and engaged team. Women leaders must possess the skills that help them to develop strong and trusted relationships with their team members. Strong workplace relationships enhance employee engagement, which in turn increases organizational growth and profitability.

Motivating team members is another important skill to ensure higher employee engagement. The best women leadership training companies in India teach innovative strategies and methods to keep their teams motivated and engaged. Motivated teams are confident and develop innovative thinking to navigate through challenging situations, which optimizes organizational performance.

Conflict Management

Conflicts may arise in any area and may potentially disrupt the working of an organization. Conflict may go beyond the workplace and may involve suppliers, competitors, and customers. During such situations, an effective leader intervenes and ensures resolution in a way that is a win-win for all involved parties. While conflict resolution is important, effective leaders must possess the skills to foresee potential issues and ensure these do not arise in the future.

Negotiation

Negotiation is the process where two parties come together to arrive at a mutually agreeable outcome. Effective negotiation includes six stages, preparing, discussing, clarifying goals, negotiating towards a win-win, agreeing, and implementing the necessary course of action. Positive negotiations help to build stronger relationships with external and internal stakeholders. A leadership program enables participants to develop these skills to ensure their organizations progress towards a stronger future.

Networking

Many female leaders overlook the importance of networking to promote their growth. With a strong network, women leaders can achieve positive results and influence other individuals. Networking with mentors, coaches, sponsors, and leaders within the industry helps them to develop their skills, procure lucrative promotions, and avail of newer opportunities.

As companies navigate through a dynamic world, the role of women leaders evolves and expands to drive positive changes and innovations. By developing the aforementioned skills, women can move up to C-suite roles and thrive in the dynamic business environment. The Women Leadership Program by Pragati Leadership is a valuable step towards unlocking the full potential of women leaders and building a more diverse, equitable, and successful future. Contact us now!

[presexpre]

Women in Bangladesh’s RMG Industry in Leaving Row

In the 1990s, nearly 90 percent of Bangladesh's Ready-Made Garment (RMG) employees were female. According to one report, the percentage was 76% in 1995 and will drop to 54% by 2021. Moreover, 51% of those who left the industry in 2021 were female...

Read more at:

[sambhav-foundation]

Women's Economic Empowerment | Sambhav Foundation

India's labour force is vast, but the participation of women remains a complex mosaic. Historical, cultural, and economic factors interplay, influencing the roles women play. As a stalwart in championing women's empowerment, Sambhav Foundation recognises these intricacies. Our mission goes beyond mere awareness — we are actively shaping a brighter, more inclusive future. Visit our website to discover our dedicated efforts in enhancing women’s contributions to the Indian workforce.

Visit https://sambhavfoundation.org/decent-livelihoods/womens-empowerment/ #WomenInWorkforce #SambhavFoundation #LeadingChange

[evogel303-blog]

Facebook COO Sheryl Sandberg looks at why a smaller percentage of women than men reach the top of their professions -- and offers 3 powerful pieces of advice to women aiming for the C-suite.

This shows how barely any women make it to the top of any profession and how those who do have to choose between family and work.

[sankhlaco]

The Maternity Benefit Act in India: A Comprehensive Guide

The Maternity Benefit Act, 1961, is one of the key labor laws in India that provides protection to women during their pregnancy and post-delivery period. It ensures that working women are entitled to receive maternity benefits such as paid leave, medical care, and job security during their maternity period. The Act is aimed at supporting women’s health and welfare while enabling them to balance their professional and personal lives during a significant life event.

The Maternity Benefit Act, 1961, was enacted to regulate the employment of women during pregnancy and to provide maternity benefits. The Act applies to women working in factories, shops, establishments, and other specified employment sectors in India. It mandates paid maternity leave for women, along with provisions for nursing breaks and job security during the period of absence.

The Act aims to safeguard the health of the mother and child, allowing women to recover from childbirth while maintaining their financial security and employment rights.

Key Provisions of the Maternity Benefit Act

1. Maternity Leave

Under the Maternity Benefit Act, a female employee is entitled to 26 weeks of maternity leave. This is one of the most significant provisions of the Act, ensuring that a woman can take time off work to give birth and recover without worrying about her income.

Eligibility: To qualify for maternity leave, the employee must have worked with the same employer for at least 80 days in the 12 months immediately preceding the date of her expected delivery.

Leave Duration: The total duration of maternity leave is 26 weeks. This is broken down as follows:

For the first two children: A woman can avail up to 26 weeks of maternity leave.

For the third and subsequent children: The maternity leave entitlement is reduced to 12 weeks.

Post-delivery Leave: Out of the 26 weeks, 8 weeks can be availed post-delivery. This ensures that the mother has sufficient time to recover and care for the newborn.

2. Wages During Maternity Leave

During the maternity leave period, the female employee is entitled to receive her full wages. The employer is required to pay her the same amount she would have earned if she had been working. This helps ensure that women do not face any financial hardship during their absence from work.

Wages are defined as the amount the employee receives on a monthly basis, including basic wages and any allowances that form part of the employee’s regular salary.

3. Job Protection

The Maternity Benefit Act guarantees that a woman on maternity leave will not be dismissed, terminated, or discriminated against during her absence. Upon returning to work, the employee must be reinstated to her original position or an equivalent position, ensuring that there is no loss of career progression due to pregnancy.

4. Nursing Breaks

After the delivery, the Act also allows for two nursing breaks each day for a woman to breastfeed her child. These breaks are provided for up to the child’s age of 15 months. This provision ensures that mothers can continue to nurture their babies even while resuming work.

5. Medical Bonus

If the employer does not provide any pre-natal care or medical benefits, the Maternity Benefit Act entitles the woman to a medical bonus of ₹3,500 (as of the latest amendment) to help with the costs of medical treatment related to childbirth. This bonus is given in addition to the maternity leave benefits.

6. Adoption and Surrogacy

In 2017, the Maternity Benefit Act was amended to extend its provisions to women adopting children or those using surrogacy. In these cases, the mother is entitled to 12 weeks of maternity leave from the date the child is handed over to her, enabling the mother to bond with the adopted child or child born through surrogacy.

7. Employer Obligations

Employers are required to notify their female employees about the provisions of the Maternity Benefit Act. Additionally, they must ensure that the benefits are provided in a timely manner, and any violation of the Act may lead to penalties and legal action against the employer.

Eligibility for Maternity Benefits

The Maternity Benefit Act applies to the following categories of employees:

Female employees working in factories, mines, and plantations, or other establishments with 10 or more employees.

Women employed in any industry, trade, or occupation that is specified under the Act.

Employees who have worked for a minimum of 80 days in the 12 months preceding the expected delivery date.

Maternity Benefit for Employees in the Unorganized Sector

The Maternity Benefit Act does not explicitly cover women working in the unorganized sector, such as domestic workers or agricultural workers. However, some states in India have introduced their own welfare schemes to extend maternity benefits to women in the unorganized sector.

Amendments to the Maternity Benefit Act

The Maternity Benefit Act was amended in 2017 to provide greater benefits to women in India. The key changes were:

Extension of Maternity Leave: The leave was increased from 12 weeks to 26 weeks for the first two children.

Adoption and Surrogacy: Women adopting or using surrogacy were also entitled to maternity leave.

Crèche Facility: The amendment mandated that establishments with 50 or more employees must provide a crèche (childcare) facility. Mothers can visit the crèche to feed their child during working hours.

Rights of Employees Under the Maternity Benefit Act

The Maternity Benefit Act grants several rights to female employees, including:

Right to Paid Leave: Employees have the right to 26 weeks of paid maternity leave, as well as nursing breaks after childbirth.

Job Security: Women on maternity leave cannot be terminated from their job and must be reinstated to their original position or an equivalent position after the leave period.

Right to Medical Benefits: Women who do not receive medical care from the employer are entitled to a medical bonus to cover the expenses.

Right to Equal Treatment: Women who avail maternity benefits should not face discrimination or retaliation at the workplace.

Maternity Benefit Act 1961, plays a crucial role in promoting women’s welfare, ensuring that working women receive the necessary support during pregnancy and after childbirth. It offers paid leave, job protection, and other essential benefits, which are fundamental to ensuring that women can maintain a healthy balance between work and family responsibilities.

Employers must comply with the provisions of the Maternity Benefit Act to ensure the well-being of their female employees. At the same time, female employees must be aware of their rights under the Act to safeguard their interests during one of the most important phases of their lives.

In an era where gender equality and women's empowerment are increasingly emphasized, the Maternity Benefit Act represents a significant step toward ensuring that women are not forced to choose between their professional aspirations and their roles as mothers.

[evogel303-blog]

Why can't we move past judging worth based on appearance?

[evogel303-blog]

Interview with my mom

1. Do you think that the gender gap exists?

"Yes, in certain professions it does."

2. Should the pay gap be eliminated?

"I think everyone should be paid based on how well they perform at their job. If a man is doing a better job he should be paid more, and if a women does a better job she should be paid more; it should not be based on gender."

[evogel303-blog]

This poster from WWII as been shown everywhere for years, but has anyone thought about what Rosie the Riveter means today? Answer: the same thing. She still calls for women to enter the workforce, only now she also stands for asking for equality. 

[evogel303-blog]

Context

Growing up, I was always told I could be whatever I wanted. Everyone I knew told me that, and I was surrounded by women who previously had their own careers before settling down to raise a family. Two different best friend's mom were a lawyers, and my mom worked as a government contractor who had also sailed in the America's Cup on the B team. So I never was told that girls couldn't do something as well as boys.

[evogel303-blog]

What occupations would lead to a gender gap because of the nature of the work being done all else equal? Would it still be fair to have to pay equal amount?

The business world tends to have some of the largest gaps, however if the gap is due to the work being something like construction, where men are more likely to be employed because of their strength, it is more about the quality of the work. Construction workers tend to be paid around $30,000 a year which is on the lower end of the pay scale. I believe if a woman is doing just as good of a job as a man, she deserves to be paid equally.

[evogel303-blog]

Remix

So last unit in class, we had to first write as many facts as possible about a person, real or imaginary and then we switched facts with another person and we had to write our research paper directed to that person. Now I'm not going to write what I wrote for that here, and I'm not going to give random facts about my brother, but I am going to talk about how that exercise impacts this blog. I wrote nothing about the pay gap or inequality in the work place, so I can't tie it in that way, but it is making me think about who I am writing to on this blog. I don't have a target audience and I know that my only followers are my classmates and they aren't going to read this because I know I wouldn't in their situation. So I hope that anyone not in English writing 112 reading this bears with me as I stumble through this attempt at tumbling.

[evogel303-blog]

Why should women be paid equal to men? Men have been in the working world a lot longer and deserve to be paid at a higher rate. Heck, I’m a working mom and I’m not paid a dime. I depend on my husband to provide for me and my family, as should most women… and if a woman does work, she should be happy just to be out there in the working world and quit complaining that she’s not making as much as her male counterparts. I mean really, all this wanting to be equal nonsense is going to be detrimental to the future of women everywhere. Who’s going to want to hire a woman, or for that matter, even marry a woman who thinks she is the same, if not better than a man at any job. It’s almost laughable. C’mon now ladies, are you with me on this?

Ann Romney

Wow. I mean good for her for being proud of the fact that her job is being a mother and she doesn't get paid for it, but is it really that strange to believe that you are equal to your male coworkers? And why was marriage even mentioned in this?

[evogel303-blog]

Ten key findings from a new Pew Research Center survey and analysis of Census data that explores the views, values and economic realities of women and men in the workplace.

The statistics in this article seem to show that women are at a disadvantage in the workplace, however the commentary after the statistics make it seem like women are complaining for no reason. Just because the pay gap has decreased doesn't mean that it doesn't exist.