It's every woman's duty to stand up and support other women: Deval Singh, TeamLease

International Women’s Day 2022 is being celebrated across the world today, and the theme for this year is “Break the Bias”. While the topic has always been pertinent, the pandemic has further highlighted the hardships faced by women, and what companies need to do to ensure an inclusive  environment. Deval Singh, VP and Business Head, telecom, IT& ITes, media and government, TeamLease spoke to Dataquest about how the perception has changed toward women in the technology industry, and much more.

DQ: How has the perception towards women in technology changed over the years?

Deval Singh: The last quarter witnessed an increase in the number of opportunities in the following sectors: IT, Knowledge Process Outsourcing and E-Commerce & Tech Start-Ups. IT is leading in the intent to hire and is now at 89%. Bangalore is the city with the highest requirements in the sector of Technology. The perception of women is rapidly changing. Supporting this is the fact that, more permanent work from home, flexible options are available for the technology sector. As per the Year in review Dec 2021 report, Women constitute 35 percent of India's technology industry, in India. The rise is about 10% compared to the previous year. Several corporate initiatives and government policies are also building up space to accommodate the perception towards technology which is changing rapidly.

DQ: What are your thoughts on diversity in the technology industry? 

Deval Singh: According to Global Gender Gap Report 2021, the gender gap in India has widened to 62.5% and has slipped 28 places, ranked 140 out of 153. However, women in technology now contribute to 35% of the total workforce in this sector with a 10 % rise. Focusing on Talent Supply Chain to Power India’s 5G Ambition keeping the thoughts of putting women to work, will be an advantage. Artificial Intelligence will be heavily used this year for recruitment processes and in online application tracking, women at work in this segment will probably add more percentage than before. 

DQ: The pandemic has thrown up several challenges for women. How have you dealt with it, and helped your team deal with it?

Deval Singh: Women, usually considered as the primary caregivers, have to stay back home, take care of domestic responsibilities. There is a major challenge for organisations and their leaders to standardise the concerns related to gender equality and the quality of work designated to the workforce. There could be high gender disparity of the workforce in India, which will contribute to a higher rate of attrition in job roles taken up by women. Unfortunately, this would end up widening the skill gap, and creating an occupational divide. Being accommodative of requests.

We have dealt with several concerns by being open to flexible working hours,allowing working in smaller teams instead of assigning individual tasks, giving time for task completions instead of last minute deadlines. Hybrid Work sets out to be a game-changer to include more women in the workforce. Companies placing emphasis on mental health in their return to office initiatives and cultivating an inclusive and flexible workplace will have a positive influence on the overall growth story.

Skilling,upskilling and reskilling programs have added value. 

DQ: What are some of the measures that need to be introduced to help women employees sail through the pandemic?

Deval Singh: As per IMF research in 2018, Women’s unpaid domestic work is estimated to be valued at almost 27 % of its current GDP. Strategic need to have a DE&I policy in place; ensure the execution to nurture a diverse, resilient workplace. Women want to be in a formalised working environment. Workforce in blue collar jobs, labour and marginalised communities of women to be given opportunities. The lack of personal space, concerns differentiating lines of work and home chores/responsibilities with focus on mental health, is essential.  To recruit more women, the job postings should be more inclusive. Initiate schemes for skilling, upskilling and reskilling for women returning back to work along with psychological support. Remote working options, Hybrid working models, Flexibility are absolutely necessary. Long termplan to set up child care and day care facilities for women at work, will be an asset. 

DQ: What are the steps that are needed to be taken to ensure more participation from women in the workforce?

Deval Singh: If we fail at the inclusion of women in the workforce, we are failing on women empowerment. Therefore practising what we preach is essential. One segment of women who have left their careers post maternity are returning to work as more and more employers offer workplace flexibility. Creating women workforce support bodies, and awareness programs that can bridge the wider gap between the problems and solutions. More women entrepreneurs are needed that will create more opportunities for all but especially women. To recruit more women, the job postings should be more inclusive.Initiating schemes for skilling, upskilling and reskilling cannot be overlooked. To share stories and put women in the workforce ahead from lead positions would motivate and empower. Going with the current trends of hiring more women in this sector, maintaining a centralised database of IT and ITeS employees can cut down on background verification time. 

DQ: How do you think the recent top up for the telecom sector is going to affect the industry?

Deval Singh: The industry is going to see a constant surge in the contractual and as well as junior to mid-level roles. New skills and technologies have come in the requirements.

• During the pandemic there was a growth in telecom as we needed to stay connected and be virtual about our work. Connectivity with schools, connecting with family, connecting with colleagues at work and having solutions for seamless working options for remote working.
• The ecosystem of work and the whole process of workstyle has undergone a change.
• The technological boost which was expected to happen in 10 years from now, is already here as the pandemic has amplified it. 
• The industry is working on investing in skilling and upskilling.
  
  

DQ: What are the job trends that we may see in the telecom job industry in the coming quarter 

Deval Singh: As there would be new opportunities, there would be newer challenges.

• As India prepares for new age technological solutions, such as; Artificial Intelligence, 5G technology, Internet of Things.
• Advance data analytics, cloud computing, data science and edge computing
• There is a constant rise in requirements of job roles of Quality assurance engineers, Test engineers, network engineers, developers, installation engineers.
• Talent from rural India will also be targeted.
• Freshers and prospective newly skilled employees seem to be preferred.

DQ: How has your journey been in your organisation?

Deval Singh: I have spent almost a decade in TeamLease in two different stints and it's been an incredible journey so far. TeamLease strongly believes in inclusion and diversity. I am one of the youngest vice presidents in the organisation and have been given this opportunity solely based on meritocracy by the leadership team. TeamLease culture is all about empowerment. She motivates all employees to be and do their best. Opportunities are here for you to grab and make the most out of. Never mind your gender, it's up to you to bring the entrepreneur in you out to solve the day to day business problems. We have a solutions oriented mindset which is one of the reasons why we do sowell as a company with a cause.

DQ: As a woman working in the tech field, do you have any role models that you look up to?

Deval Singh: Absolutely, Sheryl Sandberg - as the COO of one of the most high profile tech companies, Sheryl has become a champion of gender equality in tech. Lean In is one of my favourite books to read, where she writes- “We stand on the shoulders of the women who came before us, women who had to fight for the rights that we now take for granted.” and therefore, I do believe it's every woman's duty to stand up and support women around her who are less fortunate or privileged than the others. Amazing things happen when women help other women.

International Women’s Day 2022 is being celebrated across the world today, and the theme for this year is “Break the Bias”. While the topic has always been pertinent, the pandemic has further highlighted the hardships faced by women, and what companies need to do to ensure an inclusive  environment. Deval Singh, VP and Business Head, telecom, IT& ITes, media and government, TeamLease spoke to Dataquest about how the perception has changed toward women in the technology industry, and much more.

DQ: How has the perception towards women in technology changed over the years?

Deval Singh: The last quarter witnessed an increase in the number of opportunities in the following sectors: IT, Knowledge Process Outsourcing and E-Commerce & Tech Start-Ups. IT is leading in the intent to hire and is now at 89%. Bangalore is the city with the highest requirements in the sector of Technology. The perception of women is rapidly changing. Supporting this is the fact that, more permanent work from home, flexible options are available for the technology sector. As per the Year in review Dec 2021 report, Women constitute 35 percent of India's technology industry, in India. The rise is about 10% compared to the previous year. Several corporate initiatives and government policies are also building up space to accommodate the perception towards technology which is changing rapidly.

DQ: What are your thoughts on diversity in the technology industry? 

Deval Singh: According to Global Gender Gap Report 2021, the gender gap in India has widened to 62.5% and has slipped 28 places, ranked 140 out of 153. However, women in technology now contribute to 35% of the total workforce in this sector with a 10 % rise. Focusing on Talent Supply Chain to Power India’s 5G Ambition keeping the thoughts of putting women to work, will be an advantage. Artificial Intelligence will be heavily used this year for recruitment processes and in online application tracking, women at work in this segment will probably add more percentage than before. 

DQ: The pandemic has thrown up several challenges for women. How have you dealt with it, and helped your team deal with it?

Deval Singh: Women, usually considered as the primary caregivers, have to stay back home, take care of domestic responsibilities. There is a major challenge for organisations and their leaders to standardise the concerns related to gender equality and the quality of work designated to the workforce. There could be high gender disparity of the workforce in India, which will contribute to a higher rate of attrition in job roles taken up by women. Unfortunately, this would end up widening the skill gap, and creating an occupational divide. Being accommodative of requests.

We have dealt with several concerns by being open to flexible working hours,allowing working in smaller teams instead of assigning individual tasks, giving time for task completions instead of last minute deadlines. Hybrid Work sets out to be a game-changer to include more women in the workforce. Companies placing emphasis on mental health in their return to office initiatives and cultivating an inclusive and flexible workplace will have a positive influence on the overall growth story.

Skilling,upskilling and reskilling programs have added value. 

DQ: What are some of the measures that need to be introduced to help women employees sail through the pandemic?

Deval Singh: As per IMF research in 2018, Women’s unpaid domestic work is estimated to be valued at almost 27 % of its current GDP. Strategic need to have a DE&I policy in place; ensure the execution to nurture a diverse, resilient workplace. Women want to be in a formalised working environment. Workforce in blue collar jobs, labour and marginalised communities of women to be given opportunities. The lack of personal space, concerns differentiating lines of work and home chores/responsibilities with focus on mental health, is essential.  To recruit more women, the job postings should be more inclusive. Initiate schemes for skilling, upskilling and reskilling for women returning back to work along with psychological support. Remote working options, Hybrid working models, Flexibility are absolutely necessary. Long termplan to set up child care and day care facilities for women at work, will be an asset. 

DQ: What are the steps that are needed to be taken to ensure more participation from women in the workforce?

Deval Singh: If we fail at the inclusion of women in the workforce, we are failing on women empowerment. Therefore practising what we preach is essential. One segment of women who have left their careers post maternity are returning to work as more and more employers offer workplace flexibility. Creating women workforce support bodies, and awareness programs that can bridge the wider gap between the problems and solutions. More women entrepreneurs are needed that will create more opportunities for all but especially women. To recruit more women, the job postings should be more inclusive.Initiating schemes for skilling, upskilling and reskilling cannot be overlooked. To share stories and put women in the workforce ahead from lead positions would motivate and empower. Going with the current trends of hiring more women in this sector, maintaining a centralised database of IT and ITeS employees can cut down on background verification time. 

DQ: How do you think the recent top up for the telecom sector is going to affect the industry?

Deval Singh: The industry is going to see a constant surge in the contractual and as well as junior to mid-level roles. New skills and technologies have come in the requirements.

• During the pandemic there was a growth in telecom as we needed to stay connected and be virtual about our work. Connectivity with schools, connecting with family, connecting with colleagues at work and having solutions for seamless working options for remote working.
• The ecosystem of work and the whole process of workstyle has undergone a change.
• The technological boost which was expected to happen in 10 years from now, is already here as the pandemic has amplified it. 
• The industry is working on investing in skilling and upskilling.
  
  

DQ: What are the job trends that we may see in the telecom job industry in the coming quarter 

Deval Singh: As there would be new opportunities, there would be newer challenges.

• As India prepares for new age technological solutions, such as; Artificial Intelligence, 5G technology, Internet of Things.
• Advance data analytics, cloud computing, data science and edge computing
• There is a constant rise in requirements of job roles of Quality assurance engineers, Test engineers, network engineers, developers, installation engineers.
• Talent from rural India will also be targeted.
• Freshers and prospective newly skilled employees seem to be preferred.

DQ: How has your journey been in your organisation?

Deval Singh: I have spent almost a decade in TeamLease in two different stints and it's been an incredible journey so far. TeamLease strongly believes in inclusion and diversity. I am one of the youngest vice presidents in the organisation and have been given this opportunity solely based on meritocracy by the leadership team. TeamLease culture is all about empowerment. She motivates all employees to be and do their best. Opportunities are here for you to grab and make the most out of. Never mind your gender, it's up to you to bring the entrepreneur in you out to solve the day to day business problems. We have a solutions oriented mindset which is one of the reasons why we do sowell as a company with a cause.

DQ: As a woman working in the tech field, do you have any role models that you look up to?

Deval Singh: Absolutely, Sheryl Sandberg - as the COO of one of the most high profile tech companies, Sheryl has become a champion of gender equality in tech. Lean In is one of my favourite books to read, where she writes- “We stand on the shoulders of the women who came before us, women who had to fight for the rights that we now take for granted.” and therefore, I do believe it's every woman's duty to stand up and support women around her who are less fortunate or privileged than the others. Amazing things happen when women help other women.