Gender diversity in workforce

Generally, our diversity discussions stop at % of women workforce (devs, QA, analysts etc.) hired. But diversity is more than that, it’s representation also at leadership level.

For the sake of simplicity, let’s define what a manager means. A manager is someone who has reportees. As of mid-April 2019, we have 51 managers including IT services for 203 employees. That’s roughly 25% managers. 49 in Technology solutions. That’s roughly 27% managers. You can count them through.

Only 8 of 49 are women, that’s about 16%.

It’s important because people tend to look up to role models in their own image. We need a wider pool of them. How can we improve this?

It’s important because people tend to look up to role models in their own image. We need a wider pool of them. How can we improve this?

Step 1 – Identify potential managers.

Step 2 – Create a six to eight month plan to groom them for more responsibility. The plan would roughly look like this:

Inform them of the need to meet their reportees every month, make them shadow current managers in monthly meetings to learn best practices, track their progress, teaching them on conflict management, making the best use of smart goals, how to create a career path for reportees at Gramener.

With a heavy influx of people in coming months we have an opportunity to address this gap.