Semicon Sans Senoritas

The Indian Semiconductor Association (ISA) organized a roundtable in
association with Dataquest on the often ignored but highly relevant issue about
women working in the semiconductor industry. According to a recent survey, HR
experts say that women constitute 20% of the workforce in the software industry
and 16% in BPO, but the number dwindles substantially in the semiconductor
sector. The study also reveals that although the number of women entering the IT
and allied business (including semiconductor) has escalated over the years,
those reaching the decision making position is de-escalating. The discussion
raised serious questions on the factors which act as a hindrance for the growth
of women up the ladder of organizational hierarchy.

Eminent industry veterans including Ibrahim Ahmad, editor, Dataquest;
Poornima Shenoy, president, ISA; Manisha Sood, country manager, India and SAARC,
SanDisk; Pamela Kumar, director, engineering lab, IBM Systems and Technology
Group; and Chitra Hariharan, senior director, engineering, Open Silicon were
panel members.

Giving an insight, Shenoy said, The discussion is not about gender, but time
to time we see many women entering the industry while only few reach at the
decision making level. Being an industry body, ISA took this topic to bring in
some attention from various constituents within the sector. And through this
discussion we will help in creating a common platform for the discussion and
exchange of thoughts.

Ahmad of Dataquest said, The Indian IT industry has undergone a
transformation over the years. There has been a huge demand of talent in various
sections of the industry. Despite the crisis, the IT industry is growing at a
very high percentage and needs much more people as decision makers in small,
medium and large enterprises. As per the current growth rate of the industry,
women would be playing many crucial roles in organizations.

The participants lamented that potential of women have not been adequately tapped by the semicon sector

However, the potential of women in the industry is not tapped and used to
the maximum, he added. India has given birth to many strong ladies in various
sectors but they are not coming up to take charge in the corporate world. There
are many reasons for this. Our tradition and culture is one of the major
reasons. However, some studies have revealed that the growing industry will need
more people as decision makers, and women will come up in the ladder, he added.

Hurdles to Overcome

According to Ahmad, women face initial hiccups at the entry level itself.
While hiring women, HR managers often doubt how long they will continue in the
organization. Another perception about women is that they are very emotional and
will not be able to take tough decisions. As Shenoy added, A question often
raised by the management is the business sense while recruiting women for senior
positions.

Other panel members unanimously agreed on this. But they said that such
perceptions need to be changed for women to reach higher levels in their career.

There has also been a mental block among women because of their cultural
upbringing. As Hariharan said, The Indian tradition has put a fear factor among
women whether they will be able to strike a balance between family and work.
Naturally, even women lack confidence on this front.

Talking about the age factor, Shenoy pointed out that most women marry and
take a break in their career in their 30s, and this is the time when men race to
climb up the career ladder. Companies should take initiatives to support women
in those conditions.

Changing Horizons

Kumar pointed out some signs of hope. Earlier, girls joining the mechanical
electronics courses were less. Now the conditions are changing rapidly and it is
a very good sign. The industry is undergoing a process of evolution. At a
certain stage of evolution we need to recognize that we have to provide an equal
playing field to groom talent, she said.

Citing a recent study done by McKinsey, Shenoy informed that the number of
C level women in fortune 500 companies is declining, and companies that have
more women at senior levels have shown better organizational performance.

Shenoy added that the HR is also evolving and has become a decision maker.
However, it has to be more acquainted with all that is happening in the industry
and market.

Things to be Done

Mentoring came out as a strong point with Shenoy saying that the main thing
that has to be done is mentoring. Many organizations are taking initiatives for
the empowerment of women. As the number of women leaders is less, there should
be a guide who can give a proper guidance in their career.

Supporting Shenoys opinion Sood suggested that the role models can be from
within the organization and outside. Women should also undergo pre-conditioning
in the family and the society. Family members should visit the organization to
understand job responsibilities and the importance of the lady in the
organization.

Hariharan also suggested that women should be helped by providing them
flexi-work environment and support from both office and within the family.

A primary step to be taken is to change the mindset of senior management and HR teams. We have to create an environment where women can work comfortably Chitra Hariharan, senior director, engineering, Open Silicon	Earlier, girls joining the mechanical electronics courses were less. Now the conditions are changing rapidly and it is a very good sign Poornima Shenoy, president, ISA

Kumar added, A primary step to be taken is to change the mindset of senior
management and HR teams. We have to create an environment where women can work
comfortably and support their growth. She further suggested that there
shouldnt be any gender factor in the hiring process. Rather, it should depend
only on the candidates merit and competitiveness. If a lady is able to compete
with men for the same work and is innovative, then the management should support
her merit and help her in professional growth, she said.

According to her, networking is another step which can help in getting
knowledge and support. Many organizations have created women networks and global
forums so that women can discuss their problems.

Yet another way could be tax concession to corporate organizations that hire
women, as suggested by Hariharan.

Taking cue from global practices, Sood said that there should be some
regulations and laws like in Singapore where interviewers are not allowed to ask
about personal matters of women. Ahmad pointed out that China has taken
significant steps in women empowerment and these initiatives should also be
followed in India. He felt that the capability and potential of women cannot be
questioned. Women are now at par with men in their work.

Companies must create an organizational culture where women are accepted and
supported. If those conditions are created, the evolution will be much smoother
and there will be more women leaders, said Kumar.

Pradeesh Chandran

pradeeshc@cybermedia.co.in