Status of women employees and gender policies of organizations in dhaka by Md Papon

Status of Women Employees and Gender Policies of Organizations in Dhaka

COMPANY PROFILE Renaissance Consultants Limited (RCL) is a Service Oriented Organization. It is a unique consultancy provider designed to provide state-of-the-art management support for modern organizations looking to maximize their effectiveness. With the core strength of Human Resource (HR) management and development expertise, RCL offers full services in terms of Human Resources related activities. In addition, RCL has a pool of consultants affiliated with them who can offer a wide range of management expertise, including but not limited to, Supply Chain Management, Office & Security Management, Project Management, and Organization Development for Business & NGOs, Customer Relationship Management, Monitoring & Evaluating, Gender & Equal Opportunity Policies etc. RCL is a part of Renaissance Group which consists of 9 large manufacturing units & 10 service providers. Renaissance Group has more than 10,000 employees for which they require consistent HR support. The management of Renaissance Group conceived the idea of RCL as a HR support providing unit, which will take care of all the Group HR management & development needs.

Corporate Headquarter (CHQ): Corporate Headquarters of RCL is now located at the following address: Renaissance Consultant Ltd. (A Member of Renaissance Group) House # CWN (A) 3B, Flat # 1C, Road # 49 Gulshan – 2, Dhaka- 1212, Bangladesh. Tel: 88028852494 Fax: 88025857929 E-mail: info@rcl-bd.com Web: www.rcl-bd.com Logo of the Company:

• • •

HR Development for Better Bangladesh OBJECTIVES: Offer the state-of- the-art

• •

Modern look of the organization Maximize effectiveness

Renaissance Group Members: • • • • • • •

Araf Apparels Interstoff Clothing Ltd. Interstoff Apparels Ltd. Seam Line Ltd. Millennium Textiles (Southern) Ltd. Fashion House (Southern) Ltd. Pandora Fashion Ltd.

• • • • • •

Pandora Sweaters Ltd. NSN Printing & Packaging (Pvt.) Ltd. Anam Clothing Ltd. Renaissance International Ltd. Renaissance Apparels Ltd. Renaissance Fabrics Ltd.

Organogram of RCL- Renaissance Consultants Ltd

Chairman

Managing Director

Program Coordinator

Accounts

Manager HRM

Manger HRD

Senior Executives and Executives

Trainees and Interns

IT and Admin

Support Staff

Services of Renaissance Consultants Limited (RCL): RCL services can be categorized into 5 types. This are• • • • •

IRS : Industrial Relation Services HRO : Human Resource Outsourcing TRY :Training Resource and You HRM : Human Resource Management SCAN : Services for Cranium Anthology thru Networks

1) IRS: (Industrial Relation Services) Management has a responsibly to ensure that workplace is free from unnecessary hazards and that condition surrounding the work-place is not hazardous to employees’ physical or mental health. Of course, accident can and do occur on many jobs, and the severity of these may astound the employer. From a moral standpoint, employees also have an obligation to maintain a workplace that will facilitate the operation of the work tasks employees are assigned and will minimize any negative aspects of situation effecting the employees’ health and safety.

IRS provides agenda setting insights and analysis on worker management issues. Through consultancy, conferences, etc. IRS offers comprehensive coverage on training, human resource management at the factories pay and benefits, occupational health, safety, worker productivity improvement and labour laws. In brief IRS offers• • • • • •

Employment conditions Review Equal opportunities Review Occupational Health and Safety Review Industrial Law Advice Worker Management Improving Relationship Between Worker and Managers

• • • • • • • •

Pay and Benefits Adjustments Productivity Analysis Improving Productivity Restructuring Work-flow mapping Bottle neck Analyzing ISO 9001 Support SOP Development in Training

2) HRO: Human Resource Outsourcing Whatever a company's human resources require, RCL’s HR outsourcing services can satisfy those needs. RCL offers HR outsourcing to meet the organization’s general HR service requirement, offering a wide variety of services. At the same time, RCL offers specialist services, focusing on specific areas such as payroll management, contract recruiting, customized training etc. Depending on the size of the business and how much control the organization want to maintain over HR functions, the organization can either outsource all HR tasks or contract for services a la carte to RCL. The basic services offered by RCL include: • • • • • • • • • • •

Overseeing organizational structure and HR planning requirements Recruiting full time or part time employees Managing training and development services including TNA (Training Need Assessment), outsourcing etc Tracking department objectives, goals and strategies Conducting employee and manager training Benefits administration including PF (Performance Evaluation), Insurance etc. Designing & Conducting employee orientation programs Management & legal support in employee relations issues Providing skilled professionals who are focused specifically on HR Reduce and manage operating costs Improving employee relations

If the organizations need to hand off the entire HR function, they can consider RCL as Professional Employer Organization (PEO), RCL is the employer of record, handling employee relations, payroll, benefits, workers’ compensation and all the other areas that fall under the HR umbrella. If it is not needed the comprehensive services of a PEO, the organization can contract specific projects through RCL to help – o o o

Implement a human resource information system (HRIS) Create or update employee handbooks and policy manuals Develop and implement a compensation program

o o o

Create or review a performance appraisal system Write and update affirmative action plans Provide sensitization training

RCL offers the options of working with an international, national or regional provider all at once based on their wide networks and strategic alliances in Central Asia, Africa and the US. 3) TRY: Training Resource and You TRY was established in 2003 as a Human Resources (HR) training and consulting firm. RCL’s aim is to provide the best training resources in Bangladesh. TRY (Training Resources & You) is a full-service HR Development support provider, which helps companies – of all sizes, create and execute their training solutions. Since outsourcing often has different meanings, let's look at different ways TRY support clients: •

Clients who need to conduct HR Development Need Analysis for their employees – can TRY in order to get a biased-free, dedicated expert opinion regarding the topics that need to be trained or developed.

•

Clients, who need to create a large number of Training Manuals or E-Learning Courses, hire TRY as specialists to work alongside the company's in-house team members to get the project done.

•

Clients who need one or more Customized Training / Workshop designed and delivered for their employees, hire TRY as their facilitator.

•

Companies which need to provide Sensitization on subjects like gender awareness, cultural diversity, prevention of sexual harassment, grievance handling etc. type of courses which is best delivered from an external expert, outsource the entire project to TRY.

•

Companies, who needs trained new recruits on a regular basis, Outsource the Entire Business Process of recruiting, selecting and training of those staff to TRY, so that they can focus on its core business.

List of some customized Training Programs: o Customer Care, service Excellence & Team Building for AMC (a buying house for TARGET) – organized by BDJobs.com o Improving Organizational Effectiveness for REMEX Corporation (a chemical indenting firm)organized by BDJobs.com o Customer Care for Global On-Line services (ISP service Provider) o Work prioritization and Self Organization for Huawei (Telecom Technology Solution Provider)organized by BDJobs.com o Performance Management system for REMEX Corporation o Improving Worker- Management Relationship for Interstoff (Garment factory) sponsored by Inditex (Spanish buyer) o “Customer Relationship Management” for Homebound (freight forwarding company) – organized by BDJobs.com o How to make more TIME for Expolanka (freight forwarding company) o Effective Budgeting Techniques for Navana Group o Supervisory Management for La Farge Surma Cement (Proposed)

List of Some Public Training Programs Organized by BDJobs.com o o o o o o o

Work Prioritization and Self Organization Customer Care Management Effective Customer Care for Front Desk Professionals Performance Management systems HR Accounting Modern Concepts of HR Management Basic Human Resources Management

Benefits of Using TRY • The clients receive the advice and support of skilled training specialists who dedicate themselves to employer and the company’s success. • The clients instant access to a pool of training specialists who can provide a full range of training skills. • The clients can shift the company’s training load to meet short-term needs. • The clients can avail world class training facilities- without having to maintain a full fledge training venue, and minimize his/her headache in arranging the training support facilities needed to organize a program. 4) HRM: Human Resource Management RCL is a comprehensive HR Management service provider, which helps companies – of all sizes, create and execute their HR systems, policies and procedures. HRM does its works by the following ways• Clients who need to develop a HR Policy for their employees – hire RCL in order to get a professional policy which takes into account various legal compliances regarding HR and puts in a comprehensive procedural guideline for them in managing their day-to-day and occasional HR related tasks and problems. 

Clients who want to hire talents – but do not want to go thru the recruitment and selection hassles – hire RCL to SCAN© the right incumbents for them.

•

If clients need to assess their own standing in the Job Market in terms of salary, wages and benefits paid, they hire RCL to conduct Benchmarking of Positions and a Salary Survey amongst similar organizations. Based on the finding of the survey, RCL recommends changes to the salary and benefits.

•

New organization, which need to set up their Salary and Benefits Structure also take the help of RCL, to develop a comprehensive and market oriented pay package to attract and retain their HR.

•

Organizations in NAISSANCE or RENAISSANCE, hire RCL to conduct Job Analysis for them – in order to develop or refine their Job Descriptions and Job Specifications.

•

Existing organizations also hire RCL to conduct Job Load Analysis in order to reallocate / redistribute their work, find out the distribution of authority vs. responsibility and RIGHT SIZE their organization.

•

Clients, who already have set policies and procedures – but are large and geographically disbursed, sometimes need to Audit HR Systems in order to ensure that the systems are being implemented as per set guidelines. These clients include large MNC (Multinational Corporations) with Head Offices out side the country and need a Third Party Auditor to ensure compliance to HR systems and procedures.

Additional Services of HRM• Early Retirement Plan Development (Golden Handshakes!) • Outplacement Services • HR Accounting • Designing HRIS (Human Resource Information System) • Developing Medical Policy • Affirmative Action Plan • Women & Minority Development • Stress Management • Employee Relocation • Exit Interview Design • Selection Methods Development • HR Planning • Job Enlargement / Enrichment / Sharing • Career Management & Succession Planning • Designing Induction/Orientation Programs

• Performance Management System • MBO (Management By Objectives), KRA, KPI Based PMS • Balance Score Card System • Development of Performance Based Incentive Plans • Sensitivity Training • Organizational Climate Survey • Employee Satisfaction Survey • Staff Development Policy • Work Life Balance Strategy • Implementing Flexible Organization Systems • Leadership Development • Communication Improvement • Team Building • Competency Mapping & Framework Development

5) SCAN: Services for Cranium Anthology thru Networks RCL’s SCAN provides support for two types of clients- the organizations who are looking for the right employees and job seekers looking for the right place to work. It supports the clients throughout the executive-search process, fully utilizing extensive skills, experience and expertise of seasoned Human Resources (HR) professionals comprising a vast global network that ensures confidentiality in completing a successful executive search. SCAN realizes that organizations are gradually outsourcing more and more of their recruitments because they find it more cost effective to give the total recruitment assignment (e.g. Job designing, advertisement, application receiving, short-listing, and communication, Test or Interview etc.) to a third party. SCAN is qualified in conducting these functions as a specialty skill. At the same time, RCL ensure neutrality, confidentiality, and biased free selection. Job seekers are also realizing that it is difficult, if not impossible, to get a job of their choice by going through the normal recruitment channels. Today’s competitive job market calls for knowing where the jobs vacancies are, customizing resumes, learning how to face interviews, and having excellent negotiating skills, but at the same time also ensuring that their current job security is not compromised. So, they gradually prefer to seek jobs thru SCAN as we are neutral and help them develop all of the above skills and work as their exclusive agents.

Having a recruitment agent like SCAN provides even more cost effectiveness and leverage – when the job market expands beyond the National boundary for both the Organization and the Job Seekers. SCAN provides recruitment services for their clients, which include international organizations looking to hire HR from Bangladesh, or Bangladeshi organizations looking to hire expertise not available in Bangladesh. It also caters to Job Seeker clients such as Bangladeshis looking for overseas jobs or expatriates looking for jobs in Bangladesh. Scanning process: The SCAN process is done by complete understanding of client’s needs. A sound, strategic understanding of the client's business and strategy – combined with corporate culture – enables SCAN to deliver a successful search. SCAN is driven by a firm understanding of the client's longterm view on job requirements, including knowledge, skills and attitudes. SCAN also takes into consideration the business environment of the country of operation and the rest of the relevant countries in the world. Most importantly, all arrangements for the executive search are thorough, avoiding any discrepancy between what the client wants and what SCAN needs to do – arriving at a mutual understanding of candidate requirements. RCL SCAN in Wide Range but with Precision: SCAN team conducts broad-ranging research on the local and International markets, the relevant industry – as well as on competitors. RCL also provides advertising facilities to clients through various medias including web based job sites and newspapers. Possible job seekers are then determined and presented, along with the results of research, in a feasible executive-search proposal. RCL actually begin SCAN – in every sense possible – well before the contract is signed with a particular client, as the company do continuous groundwork research on job market variables including job trends, available talents, salary benchmarks etc. The company also has strategic alliances with other professional recruiters, in country and across continents. RCL Provides Professional Job Placement SCAN RCL takes pride in seeking and introducing high-potential job seekers. To this end, the SCAN through a team-based, professional approach that ensures close contact with carefully selected groups of job seekers. The company places high value on collecting accurate information, sustaining motivation in qualified job seekers, protecting the confidentiality of invaluable client information, and utilizing our ability to complete coordination and negotiations with the preferred candidate. In order to ensure accuracy of the company’s information regarding a candidate RCL maintain memberships in professional association. RCL’s SCAN Reports Ensure Objectivity in Decision-making RCL’s SCAN consultants adhere to the principles of trust and professionalism, and take responsibility in providing the materials used for making a decision, which include profiles on qualified job seekers and evaluations of job seekers in regards to the particular position being filled. The team SCAN and identify job seekers using our database and network of contacts. RCL conduct a thorough SCAN of the job seekers using Assessment Centre Tools, including but not limited to, written tests for knowledge, simulation tests for skills, psychometric tests for attitude and one-to-one or group interviews. Based on those tests, we prepare detailed profiles and evaluation reports of the job seekers, providing a sound decision making base for the organization. In order to facilitate our International clients, we offer telephone interview facilities and hope to soon offer video conferencing facilities. Our Salary Survey reports also provide a basis for clients to SCAN industry average and negotiate salary and benefits – balancing equity for both parties.

SCAN Supports a Successful Landing SCAN supports all requirements necessary for successful commencement of the job for the finally selected candidate (s) including reference checking, drug testing, health checks, issuance of work permits and/or work visas, travel documentation & bookings, relocation support, and all other legal / statutory requirements. SCAN also supports by continuously motivating each hired talent, instilling a willingness to meet the challenges of a new working environment and job responsibilities through induction / orientation of the country, culture and organization. The company believes that a successful search also involves supporting an early, smooth and successful landing in a new exciting frontier, ensuring smooth transition and assimilation for the job incumbent and client satisfaction. SCAN Time Requiblue: Each SCAN cycle range from 20 to 30 working days from the data of work order. However, the requible time may vary based on the requirements of the position and maybe customized as per urgency of the clients. Financial Arrangements for RCL SCAN:

Service SCAN Down payment SCAN For top level positions SCAN For mid level positions SCAN For entry level positions SCAN For cluster recruitments SCAN For Virtual Facilities SCAN For successful landing

Charges Will include at actual costs of sourcing candidates Two month’s Take Home pay Two month’s Take Home pay One month’s Take Home pay Negotiable At Actual At Actual

Remarks Will range between US$ 100-500 based on the sourcing requirements of the clients Will be based on cost to the company when the salary structure of the company is lower than industry average -Do-DoBased on the number of positions, level, number of tests to be conducted etc. Based on the country specific telephone rates, internet facilities etc. Based on the country specific regulations, company policies, tests requiblue etc.

Company at a glance • • • • • • •

Name : Renaissance Consultant Ltd Brand Name : Renaissance Nature : Consultancy Logo : Starting Operation : November,2006 Product/ Services : 1. SCAN 2. HRM 3. TRY Operation Management: Managing Director: Parveen S. Huda o Manager HRD: Augustine Baidya

4. HRO

5. IRS

• •

Vision Objective

•

Division

o Manager HRM: o Program Coordinator: Nahid Sultana : - HR Development for Better Bangladesh : - Offer the state-of- the-art - Modern look of the organization - Maximize effectiveness : 3 Divisions: - Human Resource Division, - Business Development division - And Finance division

BACKGROUND: Women play a key role for the development of the society and the family. No country or society can achieve its potential without adequately investing in developing the capabilities of women and encouraging the empowerment of women. In most developing countries, women have much less access to education, jobs, income and power than men. Women are discriminated against in many spheres. Human resource development involves women. It is appeared that when the capabilities of women be improved and all disadvantages and discrimination be removed and then women have the opportunity to become active participants in all aspects of society. Empowering women is a key element in the success of any Human Resource Development Program. In March, 1997, the BD government declared the National Policy for the development of women. The objective of the National Policy is to develop women as a human resource and establish women’s human rights, eliminate all forms of discrimination against women and girls and to recognize women’s contribution in the social economic spheres. Gender discrimination is very common in most organizations in our country. Due to this discrimination women are not in top position in job sector in many cases, men are getting most of the priority. In 2007, even after 10 years of the existence of this national policy, we are yet to see the great improvements in term of achieving, equality and equity for women and assurance of all their human rights. It is assumed that women are differentiated in terms of organizational experience; job performance evaluations and career outcomes etc. Most women work, in clerical jobs and few enter middle-or- topmanagement position. Objectives: Broad objectives: Identify the status of women employees and gender policies of organizations in Dhaka. Specific objectives: • Identify the number of employees in the organization • Identify the gender ratio in various level of the organization • Identify whether the organizations have any policy or expressed management policy for trying to improve the gender ratio • Identify whether the female employees increase administrative hassle or not • Identify whether the organizations’ recruitment policy encourage women or not • Identify whether the organizations’ have any policy to address gender discrimination or not • Identify whether the organizations have any alternative development plan or not for females in case they are not willing to take a transfer • Identify whether the organizations’ have any additional medical facilities for female employees

• • • • •

Identify whether the organizations’ maternity leave policy independent or not of the number of children Identify whether the organizations give paternity leave or not Identify whether the organizations have policy for mothers to take leave for sick children or not Identify whether the organizations’ have any policy supporting breaks during working hours for lactating mothers or not Identify whether the organizations’ have any transport facilities for female employees during odd hours and distant travels or not.

Scope of the study: The frontier of this research is to identify the organizations’ environment for the women employees in supervisory, managerial and worker level in the private sector in Dhaka regarding number of employees, women’s working level, management policy, different type of facilities for women, working environment for women. This research will identify whether women employees are getting proper working environment from the organization or not. METHODOLOGY: Research design The research is exploratory in nature because the attempt of the research paper is to identify the Organizations’ Environment for the Women Employees in Supervisory, Managerial and Worker level in the Private Sector in Dhaka. At first, the project paper has been described the organizational background, objectives, scope, and methodology. Then the most important part of the project paper has been covered. This part is known as analysis and finding through which mostly the objectives of the project paper has performed. Lastly, recommendation and conclusion have been given. Population The population of the research paper was different types of organization of Dhaka City. Sampling unit In Dhaka there are many organizations. So the sampling unit of the research paper was from multinational organizations, local large organizations, NGO’s, and service sectors in Dhaka. Sample Size: To conduct this research project sampling size will be n = (Z2 * pq)/ e2 Here,

n = sample size =? Z = Value of confidence level (90%) from Z table = 1.65 P = 0.5 So, q = (1 - p) pq = (p = 0.5, so q = 0.5) = precision = 0.5 * 0.5 = 0.25

e = level of significance (10% error) = 0.1 (1.65) 2 * 0.5 * 0.5 ∴n= (0.1)2 = 68.06 = 60 Sampling Procedure: For conducting this research project I have followed the probabilistic sampling procedure in order to select the sample which is Simple random sampling.

DATA SOURCE: In order to collect the aforesaid information and data followings potential sources has been used •

•

Primary source: • Key information (senior officers of Renaissance Consultants Ltd • Primary data will be collected from multinational organizations, local large organizations; NGO’s and service sectors in Dhaka. Secondary Sources: • Different book • Internet • Organization’s brochure • HR hand book.

Collection of Primary data For collecting primary data personal interview technique have been used through a set of organized and structured questionnaire. Collection of Secondary data In order to collect the secondary data different related printed materials like brochure, profile. Moreover, various library sources and textbooks also have been used as secondary sources of collecting aforesaid data and information. Data processing and analysis After collecting all the required data, the question area has been coded and data processed by a specific form in Microsoft Excel or SPSS software for analyzing purpose. These two soft-wares also have used to prepare graphical representation and the graphs have been interpreted accordingly. Data Requirements In order to conduct this research project the following information will be required: • Information about the number of employees in the organization • Information about the gender ratio in various level • Information about the working environment for women • Information about different types of policy of the organizations • Information about different facilities for women in the organizations LIMITATION: The first limitation of this research paper is to identify the status of women employees and gender policies of Organizations in Dhaka. This research did not concern about all types of organizations. It deled with only four categories of organization. There is another limitation also that is- though Renaissance Consultancy Ltd is newly formed, so all documents are not organized. For this reason I could not collect enough information about the organization.

Multinational Organizations Do you have any policy or expressed management policy for trying to improve the gender ratio in this organization?

No 33% Yes No Yes 67%

From the entire respondents of multinational organizations it is found that 67% organizations have policy or expressed management policy for trying to improve the gender ratio. On the other hand, 33% multinational organizations do not have any policy or expressed management policy for trying to improve the gender ratio. Do you think that having more female employees increase administrative hassle in an organization? Yes, 0%

100

No, 100%

100% multinational organizations think that having more female employeesâ&#x20AC;&#x2122; do not increase administrative hassle. So, it means they want female employees in their organization. Does your recruitment policy encourage women to join your organization? 80%

Yes, 73%

70% 60% 50% 40% No, 27%

30% 20% 10% 0% Yes

Out of 100 percent respondent 73 percent organizations’ recruitment policy encourage women to join in their organizations and on the other hand 27 percent organizations’ recruitment policy does not encourage women to join in their organizations Do you have any policy to address gender decimation?

No 40% Yes 60%

Out of 100 percent respondents, 60 percent organizations’ have policy to address gender discrimination. On the other hand, 40 percent organization’ do not have any policy to address gender discrimination. Do you have any alternative development plan for female in case they are not willing to take a transfer? 100% 87%

90% 80% 70% 60% 50% 40% 30% 20%

13%

10% 0% Yes

13 percent organizations have alternative development plan for female in case they are not willing to take a transfer and on the other hand, 87 percent organizations do not have any alternative development plan for female in case they are not willing to take a transfer. So, the condition is not better in term of this policy. Do you have support for female employees if they go on tours or are posted in remote location? 80% 70%

67%

60% 50% 40%

33%

30% 20% 10% 0% Yes

Out of entire respondents 67 percent organizations have support for female employees if they go on tours or are posted in remote location and 33 percent organizations do not have any support for female employees if they go on tours or are posted in remote location.

Did you ever have 25% women in the top management team in the last 5 years? 120% 100%

100% 80% 60% 40% 20% 0% 0% Yes

None of the organization did not have ever 25% women in the top management team in the last 5 years. Is the average salary/wage within a same grade or not ? 100%

100% 90% 80% 70% 60% 50% 40%

30% 20% 10% 0% Yes

Yes, average salary/wages is within the same grade in terms of man and women. There is no difference of giving salary/wages to the employees Do you give maternity leave to your female employees? 120% 100%

100%

80% 60% 40% 20% 0% 0% Yes

All of the organizations give maternity leave to their female employees.

If yes, how many days do you give break for maternity? 4 month 20%

3 month 4 month

3 month 80%

As per government law 80% organizations give three months maternity leave for their female employees and 20% organizations give four months break for their female employees at the time of their pregnancy. Do you have additional medical facilities for female employees? Yes 4%

Yes No

No 96%

There are only four percent organizations those who have additional medical facilities for female employees. On the other hand 96 percent organizations do not have any additional medical facilities for their female employees. So, the condition is not good in terms of this facility. Is your maternity leave policy independent of the number of children? 81%

90% 80% 70% 60% 50% 40%

19%

30% 20% 10% 0%

Yes

19 percent organizations maternity leave policy is independent of the number of children an on the other hand 81 percent organizations maternity leave policy is not independent of the number of children.

Do you give paternity leave in this organization? Yes 13%

Yes No

No 87%

13 percent multinational organizations give paternity leave for their male employees and 87 percent organizations do not give any paternity leave for their male employees. Do you have day care facilities (crĂ¨che) for new mothers? 90% 80% 70% 60% 50% 40%

No, 80%

30% 20% 10%

Yes, 20%

0% Yes

Most of the organizations do not have any day care facilities for new mothers. Only 20 percent organizations have day care facilities for new mothers and rest 80% do not possess this facilities Do you have specific policies/work practices/ infrastructure to support expecting mothers to work in your organization? Yes 6%

No 94%

Out of 100 percent respondents only 6% multinational organizations have specific policies/work practices/ infrastructure to support expecting mothers to work in their organizations and rest 94% organizations do not have any specific policies/work practices/ infrastructure to support expecting mothers to work in their organizations.

Do you have any sick leave policy for mothers to take leave for sick children? 87% 90% 80% 70% 60% 50% 40% 30%

13%

20% 10% 0%

Yes

Only 13% organizations have sick leave policy for mothers to take leave for sick children and 87% organizations do not have any sick leave policy for mothers to take leave for sick children. Do you have a policy supporting breaks during working hours for lactating mothers?

Yes 20%

Yes No

No 80%

Out of 100% respondent only 20% organizations have a policy supporting breaks during working hours for lactating mothers and 80% organizations do not have any policy supporting breaks during working hours for lactating mothers Does the career path in your organization allow maternity breaks? 120% 100% 80% 60% Yes, 100% 40% 20% 0% Yes

No, 0% No

Yes, 100 percent organizationsâ&#x20AC;&#x2122; career path allows maternity breaks. There is no other multinational organization that does not allow maternity break.

Do you have a canteen? No, 0%

Yes No

Yes, 100%

All of the multinational organizations have canteen for their employees. Do you have any special menu for pregnant/ lactating mothers? 120% 100% 80% 60% 100% 40% 20% 0%

0% Yes

None of the organizations have any special menu for pregnant/ lactating mothers. So, 100 percent organizations reply is negative. Do you have transport facilities for female employees during odd hours and distant travels?

No, 20%

Yes No

Yes, 80%

Out of entire respondents 80 percent multinational organizations have transport facilities for female employees during odd hours and distant travels and rest 20 percent organizations do not have any transport facilities for female employees during odd hours and distant travels. Do you have separate wash rooms for female employees? 120% 100%

100%

80% 60% 40% 20% 0%

0% Yes

100% multinational organizations have separate wash rooms for female employees. Is your female wash room adequately female friendly? 120% 100% 80% 60% 100% 40% 20% 0%

0% No

Yes

100 percent multinational organizations female wash room is adequately female friendly according to the respondentsâ&#x20AC;&#x2122; response. Do you receive complains?

Yes, 0%

Yes No

No, 100%

None of the multinational organizations receive complains. It means all women employees are satisfied enough of getting wash room facility. Do you have a female prayer room?

Yes, 33% Yes No No, 67%

Only 33 percent multinational organizations have their female prayer room. On the other hand 67 percent organizations do not have any female prayer room. Do you have suitable uniform for women in the factory floor? No, 0%

Yes No

Yes, 100%

The organizations I have surveyed, all of those have their suitable uniform for women in the factory floor. Do you have female counselors in your organization to handle female related issues and grievances?

56% No, 54% 54% 52% 50% 48% Yes, 46% 46% 44% 42% Yes

Out of 100 percent respondent 46% organizations have female counselors to handle female related issues and grievances in their organizations and 54% organizations do not have any female counselors to handle female related issues and grievances in their organizations Do you have cultural orientation for new employees to welcome female/ male as colleagues? Also regarding the various female friendly policies? No, 0%

Yes No

Yes, 100%

According to the information, 100 percent organizations have cultural orientation for new employees to welcome female/ male as colleagues and also regarding the various female friendly policies. Have you ever done any research on how to be a more women friendly organization?

120% 100% 80% 60% 100% 40% 20% 0%

0% Yes

None of the organization has ever done any research on how to be a more women friendly organization. Gender ratio in various level 100%

91%

90%

79%

80%

81% 74%

70% 60%

Male

50%

Female

40% 30% 20% 10%

21%

26% 19%

0% Top level

Mid level

Junior/Entry

Worker Level

In top level there is 91% male and only 9% female which is comparatively so less. In mid level, 79 percent I male and 21 percent is female. In junior/ entry level, 81 percent is male and 19 percent is female. In worker level, 74 percent is male and 26 percent is female. Number of male and female employees

Female 19%

Male Female

Male 81%

Total number of male employee is 81 percent and total number of female employee is 19 percent which is comparatively so less than male employee. Local Organizat Do you have any policy or expressed management policy for trying to improve the gender ratio in this organization? 100% No, 87%

90% 80% 70% 60% 50% 40% 30% 20%

Yes, 13%

10% 0% Yes

From the entire respondents of local organizations it is found that 13% organizations have policy or expressed management policy for trying to improve the gender ratio. On the other hand, 87% local organizations do not have any policy or expressed management policy for trying to improve the gender ratio.

Do you think that having more female employees increase administrative hassle in an organization?

Yes, 27%

No, 73%

27% local organizations think that having more female employeesâ&#x20AC;&#x2122; increase administrative hassle. So, it means some of the organizations do not want female employees in their organization.

Does your recruitment policy encourage women to join your organization?

No, 27%

Yes No

Yes, 73%

Out of 100 percent respondent 73 percent organizations’ recruitment policy encourages women to join in their organizations and on the other hand 27 percent organizations’ recruitment policy does not encourage women to join in their organizations.

Do you have any policy to address gender discrimination?

Yes, 26%

Yes No

No, 74%

Out of 100 percent respondents, 26 percent organizations’ have policy to address gender discrimination. On the other hand, 74 percent organization’ do not have any policy to address gender discrimination.

Do you have any alternative development plan for females in case they are not willing to take a transfer? 120% 100%

100% 80% 60% 40% 20% 0% 0% Yes

None of the local organizations have any alternative development plan for female in case they are not willing to take a transfer. Do you have support for female employees if they go on tours or are posted in remote location?

Yes 27%

Yes No

No 73%

Out of entire respondents 27 percent organizations have support for female employees if they go on tours or are posted in remote location and 73 percent organizations do not have any support for female employees if they go on tours or are posted in remote location.

Did you ever have 25% women in the top management team in the last 5 years? Yes 0%

Yes No

No 100%

None of the organizations did not have ever 25% women in the top management team in the last 5 years. Is the average salary/wage within a same grade or not?

No 0%

Yes No

Yes 100%

Yes, average salary/wages is within the same grade in terms of man and women. There is no difference of giving salary/wages to the employees

Do you give maternity leave to your female employees? No 0%

Yes No

Yes 100%

All of the organizations give maternity leave to their female employees. If yes, how many days do you give maternity leave? 3 months

100%

As per government law100% organizations give three months maternity leave for their female employees. Do you have additional medical facilities for female employees? 94%

100% 90% 80% 70% 60% 50% 40% 30% 20% 10%

0% Yes

There are only six percent organizations those who have additional medical facilities for female employees. On the other hand 94 percent organizations do not have any additional medical facilities for their female employees. So, the condition is not good in terms of this facility. Is your maternity leave policy independent of the number of children? 120% 100%

100% 80% 60% 40% 20% 0%

0% Yes

None of the organizations maternity leave policy is independent of the number of children. Do you give paternity leave in this organization?

Yes, 0%

Yes No

No, 100%

None of the local organizations give paternity leave

Do you have day care facilities (crĂ¨che) for new mothers?

Yes, 20%

Yes No

No, 80%

Yes, 0%

Yes No

No, 100%

None of the organizations have specific policies/work practices/ infrastructure to support expecting mothers to work in their organizations

Do you have any policy for mothers to take leave for sick children?

Yes, 0%

Yes No

No, 100%

None of the local organizations have sick leave policy for mothers to take leave for sick children Do you have a policy supporting breaks during working hours for lactating mothers?

Yes, 20%

Yes No

No, 80%

Does the career path in your organization allow maternity breaks? 100% 87%

90% 80% 70% 60% 50% 40% 30% 20%

13%

10% 0% Yes

13 percent organizationsâ&#x20AC;&#x2122; career path allows maternity breaks and 87 percent local organizationsâ&#x20AC;&#x2122; career path do not allow maternity breaks Do you have a canteen? No, 0%

Yes, 100%

All of the local organizations have canteen for their employees.

Do you have any special menu for pregnant/ lactating mothers? 100% 100% 90% 80% 70% 60% 50% 40% 30% 20% 0%

10% 0% Yes

None of the organizations have any special menu for pregnant/ lactating mothers. So, 100 percent organizationsâ&#x20AC;&#x2122; reply is negative. Do you have transport facilities for female employees during odd hours and distant travels?

No, 40%

Yes, 60%

Out of entire respondents 60 percent local organizations have transport facilities for female employees during odd hours and distant travels and rest 40 percent organizations do not have any transport facilities for female employees during odd hours and distant travels.

Do you have separate wash rooms for female employees? No, 0%

Yes, 100%

100% local organizations have separate wash rooms for female employees.

Is your female wash room adequately female friendly?

No, 47% Yes, 53%

Out of entire respondents 53 percent organizations female wash room is adequately female friendly and rest 47 percent organizations female wash room is not adequately female friendly.

Do you receive complains?

No, 40%

Yes, 60%

60 percent organizations receive complain and 40 percent organizations do not receive any complain in terms of their female wash room. Do you have a female prayer room? 54% 54% 52% 50% 48%

46%

46% 44% 42%

Yes

Only 46 percent local organizations have their female prayer room. On the other hand 54 percent organizations do not have any female prayer room.

Do you have suitable uniform for women in the factory floor?

No, 0%

Yes, 100%

Yes 13%

No 87%

Out of 100 percent respondent only 13% organizations have female counselors to handle female related issues and grievances in their organizations and 87% organizations do not have any female counselors to handle female related issues and grievances in their organizations

Do you have cultural orientation for new employees to welcome female/ male as colleagues? Also regarding the various female friendly policies? 90%

Yes, 80%

80% 70% 60% 50% 40% 30%

No, 20%

20% 10% 0% Yes

According to the information, 80 percent organizations have cultural orientation for new employees to welcome female/ male as colleagues and also regarding the various female friendly policies and rest 20 percent do not have any cultural orientation for new employees. Have you ever done any research on how to be a more women friendly organization? Yes, 0%

No, 100%

None of the organization has ever done any research on how to be a more women friendly organization Gender ratio in various level 120% 100%

Male, 97% Male, 78%

80%

Male, 82%

Male, 77%

60% 40% Female, 22% 20%

Female, 18%

Female, 23%

Female, 3% 0% Top level

Mid level

Junior/Entry

Worker Level

In top level there is 97% male and only 3% female which is comparatively so less.

In mid level, 78 percent I male and 22 percent is female. In junior/ entry level, 82 percent is male and 18 percent is female. In worker level, 77 percent is male and 23 percent is female. Number of male and female employees

Female 16%

Male 84%

Total number of male employee is 84 percent and total number of female employee is 16 percent which is comparatively so less than male employee. Do you have any policy or expressed management policy for trying to improve the gender ratio in this organization? 60% 50%

Yes, 50%

No, 50%

Yes

40% 30% 20% 10% 0%

From the entire respondents of the organizations it is found that 50% organizations have policy or expressed management policy for trying to improve the gender ratio. On the other hand, 50% organizations do not have any policy or expressed management policy for trying to improve the gender ratio. Do you think that having more female employees increase administrative hassle in an organization? Yes, 20%

No, 80%

20 % organizations think that having more female employeesâ&#x20AC;&#x2122; increase administrative hassle and 80% organizations do not think that having more female employeesâ&#x20AC;&#x2122; increase administrative hassle.

Does your recruitment policy encourage women to join your organization?

No, 38%

Yes, 61%

Out of 100 percent respondent 61 percent organizations’ recruitment policy encourage women to join in their organizations and on the other hand 38 percent organizations’ recruitment policy does not encourage women to join in their organizations. Do you have any policy to address gender discrimination?

Yes 48%

No 52%

Out of 100 percent respondents, 48 percent organizations’ have policy to address gender discrimination. On the other hand, 52 percent organization’ do not have any policy to address gender discrimination. Do you have any alternative development plan for females in case they are not willing to take a transfer? 90% No, 77%

80% 70% 60% 50% 40% 30% 20%

Yes, 13%

Missing, 10%

10% 0% Yes

Missing

13 percent organizations have alternative development plan for female in case they are not willing to take a transfer and on the other hand, 77 percent organizations do not have any alternative development plan for female in case they are not willing to take a transfer and rest 10% is missing.

Do you have support for female employees if they go on tours or are posted in remote location? 50%

Yes, 47%

45%

No, 42%

40% 35% 30% 25% 20% 15%

Missing, 11%

10% 5% 0% Yes

Missing

Out of entire respondents 47 percent organizations have support for female employees if they go on tours or are posted in remote location and 42 percent organizations do not have any support for female employees if they go on tours or are posted in remote location and rest 11% is missing. Did you ever have 25% women in the top management team in the last 5 years? Yes 5%

No 95%

Only 5% organizations have 25% women in the top management team in the last 5 years and 95% organizations do not have 25 % women in the top management team in the last 5 years Is the average salary/wage within a same grade or not? No 5%

Yes 95%

95% organizationsâ&#x20AC;&#x2122; average salary/wages is within the same grade in terms of man and women and 5% organizationsâ&#x20AC;&#x2122; average salary/wages is not within the same grade in terms. Do you give maternity leave to your female employees? Yes, 100%

100% 90% 80% 70% 60% 50% 40% 30%

No, 0%

20% 10% 0% Yes

All of the organizations give maternity leave to their female employees.

If yes, how many days do you give maternity leave?

4 months 15%

3 months 85%

As per government law 85% organizations give three months maternity leave for their female employees and 15% organizations give four months break for their female employees at the time of their pregnancy. Do you have additional medical facilities for female employees in your organization? Yes, 19%

No, 81%

There are only 19 percent organizations those who have additional medical facilities for female employees. On the other hand 81 percent organizations do not have any additional medical facilities for their female employees. So, the condition is not good in terms of this facility.

Is your maternity leave policy independent of the number of children? Yes, 16%

No, 84%

16 percent organizations maternity leave policy is independent of the number of children an on the other hand, 84 percent organizations maternity leave policy is not independent of the number of children. Do you give paternity leave in this organization? 90%

No, 85%

80% 70% 60% 50% 40% 30% 20%

Yes, 15%

10% 0% Yes

13 percent organizations give paternity leave for their male employees and 87 percent organizations do not give any paternity leave for their male employees.

Do you have day care facilities (crĂ¨che) for new mothers? 100% No, 86%

90% 80% 70% 60% 50% 40% 30% 20%

Yes, 14%

10% 0% Yes

Most of the organizations do not have any day care facilities for new mothers. Only 14 percent organizations have day care facilities for new mothers and rest 86% do not possess this facilities

Do you have specific policies/work practices/ infrastructure to support expecting mothers to work in your organization? Yes, 16%

No, 84%

Out of 100 percent respondents only 16% organizations have specific policies/work practices/ infrastructure to support expecting mothers to work in their organizations and rest 84% organizations do not have any specific policies/work practices/ infrastructure to support expecting mothers to work in their organizations. Do you have any sick leave policy for mothers to take leave for sick children? Yes, 10%

No, 90%

Only 10% organizations have sick leave policy for mothers to take leave for sick children and 90% organizations do not have any sick leave policy for mothers to take leave for sick children. Do you have a policy supporting breaks during working hours for lactating mothers?

Yes, 22%

No, 78%

Out of 100% respondent only 22% organizations have a policy supporting breaks during working hours for lactating mothers and 78% organizations do not have any policy supporting breaks during working hours for lactating mothers

Does the career path in your organization allow maternity breaks?

Yes, 43% No, 57%

43% organizationsâ&#x20AC;&#x2122; career path allows maternity breaks and 57% organizations career path does not allows maternity breaks. Do you have a canteen? No, 0%

Yes, 100%

All of the organizations have canteen for their employees.

Do you have any special menu for pregnant/ lactating mothers? Yes, 11%

No, 89%

Only 11% organizations have special menu for pregnant/ lactating mothers and rest 89% organizations do not have this facilities.

Do you have transport facilities for female employees during odd hours and distant travels? 70%

Yes, 67%

60% 50% 40%

No, 33%

30% 20% 10% 0%

Yes

Out of entire respondents 67 percent organizations have transport facilities for female employees during odd hours and distant travels and rest 33 percent organizations do not have any transport facilities for female employees during odd hours and distant travels. Do you have separate wash rooms for female employees? No, 0%

Yes, 100%

100% organizations have separate wash rooms for female employees. Is your female wash room adequately female friendly? No, 12%

Yes, 88%

12 percent organizations female wash room is adequately female friendly according to the respondentsâ&#x20AC;&#x2122; response and 88% organizations female wash room is not adequately female friendly. Do you receive complains?

Yes, 17%

No, 83%

17% organizations receive complains about the facility of their female wash room and 83 percent organizations do not receive complains about the facility of their female wash room. Do you have a female prayer room? No, 65%

70% 60% 50% Yes, 35%

40% 30% 20% 10% 0%

Yes

Only 35 percent multinational organizations have their female prayer room. On the other hand 65 percent organizations do not have any female prayer room. Do you have suitable uniform for women in the factory floor? 80% 70%

Yes, 68%

60% 50% Missing, 32%

40% 30% 20% 10% No, 0% 0% Yes

Missing

The organizations I have surveyed, 68% have their suitable uniform for women in the factory floor and 32% do not have their suitable uniform for women in the factory floor.

Do you have female counselors in your organization to handle female related issues and grievances? No, 84%

90% 80% 70% 60% 50% 40% 30%

Yes, 16%

20% 10% 0% Yes

Out of 100 percent respondent 16% organizations have female counselors to handle female related issues and grievances in their organizations and 84% organizations do not have any female counselors to handle female related issues and grievances in their organizations. Do you have cultural orientation for new employees to welcome female/ male as colleagues? Also regarding the various female friendly policies?

No 29%

Yes 71%

According to the information, 71 percent organizations have cultural orientation for new employees to welcome female/ male as colleagues and also regarding the various female friendly policies and rest 29% organizations do not have. Have you ever done any research on how to be a more women friendly organization? Yes, 2%

No, 98%

Only 2% organization have done research on how to be a more women friendly organization and 98% organizations never done any research on how to be a more women friendly organization. Gender ratio in various level 100% 90%

90%

80%

73%

78% 70%

70% 60%

Male

50%

Female

40% 27%

30% 20% 10%

30% 22%

10%

0% Top level

Mid level

Junior/Entry

Worker Level

In top level there is 90% male and only 10% female which is comparatively so less. In mid level, 73 percent is male and 27 percent is female. In junior/ entry level, 78 percent is male and 22 percent is female. In worker level, 70 percent is male and 30 percent is female. Number of male and female employees

Female 22%

Male 78%

Total number of male employee is 78 percent and total number of female employee is 22 percent which is comparatively so less than male employee. Multinational organizations: â&#x20AC;˘

In terms of policy or expressed management policy for trying to improve the gender ratio, 67 percent organizations have this policy and 33 percent do not have

• • • • • • • • • • • • • • • • • • • • • • •

•

None of the multinational organization thinks having more female employees increase administrative hassle 73% organizations’ recruitment policy encourage women to join in the organization 60% organizations’ have policy to address gender discrimination and rest of them do not have this policy Only 13% organizations’ have alternative development plan for female in case they are not willing to take a transfer. 67 percent organizations’ have support for female employees if they go on tours or are posted in remote location and 33 percent do not have. None of the multinational organizations ever have 25% women in the top management team in the last 5 years Average salary/wages are within a same grade for both male and female employees All multinational organizations’ give maternity leave. Among them 80 percent of them give 3 months leave and 20 percent give 4 months maternity leave. On the other hand only 13% give paternity leave. Only 4% organizations have additional medical facilities for female employees 19% organizations’ maternity leave policy independent of the number of children 20% have day care facilities for new mothers 6% organizations have specific policies/work practices/ infrastructure to support expecting mothers to work. Only 13 percent have any sick leave policy for mothers to take leave for sick children 20% organizations’ have policy supporting breaks during working hours for lactating mothers Though all multinational organizations’ have canteen, but none of them have any special menu for pregnant /lactating mothers 80 percent organizations’ have transport facilities for female employees during odd hours and distant travels All multinational organizations have separate wash room for female employees and they are adequately female friendly Only 33 percent organizations’ have female prayer room 100 percent organizations have suitable uniform for women in the factory floor 46 percent have female counselors to handle female related issues and grievances 100 percent organizations have cultural orientation for new employees to welcome female/ male as colleagues and also regarding the various female friendly policies None of the organizations have ever done any research on how to be a more women friendly organization Gender ratio in various level:  In top level there is 91% male and only 9% female which is comparatively so less  In mid level, 79 percent is male and 21 percent is female  In junior/ entry level, 81 percent is male and 19 percent is female  In worker level, 74 percent is male and 26 percent is female Total number of male is 81% and female is only 19%

Local organizations: • • • •

In terms of policy or expressed management policy for trying to improve the gender ratio, 13 percent organizations have this policy and 87 percent do not have 27 percent local organizations think having more female employees increase administrative hassle 27% organizations’ recruitment policy encourage women to join in the organization 26% organizations’ have policy to address gender discrimination and rest of them do not have any policy

• • • • • • • • • • • • • • • • • • • • • •

•

There is no alternative development plan for female in case they are not willing to take a transfer. 27 percent organizations’ have support for female employees if they go on tours or are posted in remote location and 73 percent do not have. None of the local organizations ever have 25% women in the top management team in the last 5 years Average salary/wages are within a same grade for both male and female employees All local organizations’ give maternity leave. Among them 100 percent of them give 3 months maternity leave. On the other hand there is no paternity leave in local organizations. Only 6% organizations have additional medical facilities for female employees 100% organizations’ maternity leave policy is not independent of the number of children. Female employees get maternity leave not more than two times 20% have day care facilities for new mothers None of local the organizations have specific policies/work practices/ infrastructure to support expecting mothers to work. There is no sick leave policy for mothers to take leave for sick children in local organizations 20% organizations’ have policy supporting breaks during working hours for lactating mothers Only 13% organizations’ career path allow maternity breaks Though all local organizations’ have canteen, but none of them have any special menu for pregnant /lactating mothers 60 percent organizations’ have transport facilities for female employees during odd hours and distant travels All local organizations have separate wash room for female employees and they are not adequately female friendly. 53 percent organizations’ female wash room is adequately female friendly and 47 percent is not adequately female friendly 60 percent organizations receive complains from their female employees Only 40 percent organizations’ have female prayer room 100 percent organizations have suitable uniform for women in the factory floor 13 percent have female counselors to handle female related issues and grievances 80 percent organizations have cultural orientation for new employees to welcome female/ male as colleagues and also regarding the various female friendly policies None of the organizations have ever done any research on how to be a more women friendly organization Gender ratio in various level:  In top level there is 97% male and only 3% female which is comparatively so less  In mid level, 78 percent is male and 22 percent is female  In junior/ entry level, 82 percent is male and 18 percent is female  In worker level, 77 percent is male and 23 percent is female Total number of male is 84% and female is only 16%

Service sectors: • • • • •

In terms of policy or expressed management policy for trying to improve the gender ratio, 40 percent organizations have this policy and 60 percent do not have this policy 27 percent organizations think having more female employees increase administrative hassle 27% organizations’ recruitment policy encourage women to join in the organization 53% organizations’ have policy to address gender discrimination and rest of them do not have any policy There is no alternative development plan for female in case they are not willing to take a transfer. Moreover, 27 percent is missing because all organizations do not have any transfer system.

• • • • • • • • • • • • • • • • • • • • •

•

54 percent organizations’ have support for female employees if they go on tours or are posted in remote location and 46 percent is missing. None of the organizations ever have 25% women in the top management team in the last 5 years Average salary/wages are within a same grade for both male and female employees All service sectors give maternity leave. Among them 100 percent of them give 3 months maternity leave. On the other hand, there is no paternity leave in service sectors Only 33% organizations have additional medical facilities for female employees 100% organizations’ maternity leave policy is not independent of the number of children. Female employees get maternity leave not more than two times 6% organizations have day care facilities for new mothers 27 percent of organizations have specific policies/work practices/ infrastructure to support expecting mothers to work. There is no sick leave policy for mothers to take leave for sick children in local organizations 27% organizations’ have policy supporting breaks during working hours for lactating mothers 100% organizations’ career path allow maternity breaks Though all local organizations’ have canteen, and 33 percent have special menu for pregnant /lactating mothers 40 percent organizations’ have transport facilities for female employees during odd hours and distant travels and 13 percent do not have and 47 percent is missing All organizations have separate wash room for female employees and they are adequately female friendly 6 percent organizations receive complains from their female employees Only 53 percent organizations’ have female prayer room 73 percent organizations have suitable uniform for women in the factory floor and 27 percent is missing because there is no factory in some organizations There is no female counselors to handle female related issues and grievances in service sectors 53 percent organizations have cultural orientation for new employees to welcome female/ male as colleagues and also regarding the various female friendly policies None of the organizations have ever done any research on how to be a more women friendly organization Gender ratio in various level:  In top level there is 95% male and only 5% female which is comparatively so less  In mid level, 93 percent is male and 7 percent is female  In junior/ entry level, 89 percent is male and 11 percent is female  In worker level, 81 percent is male and 19 percent is female Total number of male is 89% and female is only 11%

NGOs: • • • • • •

In terms of policy or expressed management policy for trying to improve the gender ratio, 60 percent organizations have this policy and 40 percent do not have this policy 27 percent NGO think having more female employees increase administrative hassle 73% organizations’ recruitment policy encourage women to join in the organization 53% organizations’ have policy to address gender discrimination and rest of them do not have any policy 40 percent organizations have alternative development plan for female in case they are not willing to take a transfer. Moreover, 47% no and rest 13% percent is missing because all organizations do not have any transfer system. 73 percent organizations’ have support for female employees if they go on tours or are posted in remote location

• • • • • • • • • • • • • • • • • •

•

20% organizations have 25% women in the top management team in the last 5 years 80% NGOs’ average salary/wages are within a same grade for both male and female employees All NGO give maternity leave. Among them 60 percent of them give 3 months maternity leave and 40 percent give 4 months. On the other hand, 47 percent NGOs give paternity leave Only 33% organizations have additional medical facilities for female employees 13% organizations’ maternity leave policy is independent of the number of children 37% have day care facilities for new mothers 67 percent of organizations have specific policies/work practices/ infrastructure to support expecting mothers to work. There is no policy for mothers to take leave for sick children in local organizations 47% organizations’ have policy supporting breaks during working hours for lactating mothers Only 33% organizations’ career path allow maternity breaks Though all NGOs’ have canteen, but only 6 percent have special menu for pregnant /lactating mothers 87 percent organizations’ have transport facilities for female employees during odd hours and distant travels All NGOs have separate wash room for female employees and they are adequately female friendly Only 13 percent organizations’ have female prayer room 6 percent NGOs’ have female counselors to handle female related issues and grievances in service sectors 53 percent organizations have cultural orientation for new employees to welcome female/ male as colleagues and also regarding the various female friendly policies 6 percent NGOs have done any research on how to be a more women friendly organization Gender ratio in various level:  In top level there is 77% male and only 23% female which is comparatively so less  In mid level, 43 percent is male and 57 percent is female  In junior/ entry level, 59 percent is male and 41 percent is female  In worker level, 49 percent is male and 51 percent is female Total number of male is 57% and female is only 43%

Generic findings: • • • • • • • • • •

In terms of policy or expressed management policy for trying to improve the gender ratio, 50 percent organizations have this policy and rest of the 50 percent do not have this policy 20 percent organizations think having more female employees increase administrative hassle 61% organizations’ recruitment policy encourage women to join in the organization 48% organizations’ have policy to address gender discrimination and rest of them do not have any policy 13 percent organizations have alternative development plan for female in case they are not willing to take a transfer and 77% no and rest 10% percent is missing because all organizations do not have any transfer system. 47 percent organizations’ have support for female employees if they go on tours or are posted in remote location and 42 percent do not have and 11 percent is missing Only 5% organizations have 25% women in the top management team in the last 5 years 95% organizations’ average salary/wages are within a same grade for both male and female employees All organizations give maternity leave. Among them 85 percent of them give 3 months maternity leave and 15 percent give 4 months. On the other hand, 15 percent organizations give paternity leave Only 19% organizations have additional medical facilities for female employees

• • •

16% organizations’ maternity leave policy is independent of the number of children 14% have day care facilities for new mothers 16 percent of organizations have specific policies/work practices/ infrastructure to support expecting mothers to work. • There is only 10 percent sick leave policy for mothers to take leave for sick children in organizations • 22% organizations’ have policy supporting breaks during working hours for lactating mothers • Only 43% organizations’ career path allow maternity breaks • Though all organizations have canteen, but only 11 percent have special menu for pregnant /lactating mothers • 67 percent organizations’ have transport facilities for female employees during odd hours and distant travels • All organizations have separate wash room for female employees and 88% are adequately female friendly. They receive complain from 17% organizations • Only 35 percent organizations’ have female prayer room • 68% organizations have suitable uniform in their factory floor and rest of are missing because all organizations do not have factory floor • Only 16 percent organizations have female counselors to handle female related issues and grievances in service sectors • 71 percent organizations have cultural orientation for new employees to welcome female/ male as colleagues and also regarding the various female friendly policies • Only 2 percent organizations have done research on how to be a more women friendly organization • Gender ratio in various level:  In top level there is 90% male and only 10% female which is comparatively so less  In mid level, 73 percent male and 27 percent is female  In junior/ entry level, 78 percent is male and 22 percent is female  In worker level, 70 percent is male and 30 percent is female • Total number of male is 78% and female is only 22% Recommendation: From the research it is found that the conditions of the organizations are not well facilitating enough for the women employees. Among the four categories of organizations NGOs’ condition is better than multinational, local and service sectors, but not that much mentionable. According to the findings the following steps are recommended• There is no proper policy in the organizations for the women employees. So, organizations should establish the policies  Try to increase the gender ratio  Encourage women to join in the organizations  To address gender discrimination  Keep alternative development plan in case women are not willing to take a transfer  policy for mothers to take leave for sick children  Should have the policy breaks during working hours for lactating mothers  All organizations should have policies/work practices/infrastructure to support expecting mothers to work • • •

Local and service sectors should give paternity leave .Moreover, the ratio of NGOs and multinationals should be increased more. Organizations should assign more women so that gender ratio can be increased more Organizations should keep additional medical facilities for female employees

• Organizations should have day care facilities for new mothers • All organizations should keep the facilities of special menu for pregnant/lactating mothers • Should keep female prayer room • Should keep female counselor to handle female related issues and grievances • All organizations should have done research on how to be more female friendly organizations • Having more female employees increase administrative hassle- this idea must be changed Moreover all organizations should follow the government regulation and establish a clear HR policy so that the situation can be improved and women get better environment, opportunity to utilize their full potential. Conclusion: The overall situations are very poor in the organizations of Dhaka city. Though it is not easy to change the overall conditions of the organizations at a time, but once it is started, gradually the situation will be changed and women employees will work in a good environment. Through this research, it is found that women employees are not getting proper facilities which they are supposed to get. If a country wants to be a developed country, her man and women should get the equal and rational benefits. We all know the word of Napoleons that is- “give me a good mother; I will give you a good nation”. So, in order to create a good nation, first we have to give the proper facilities to the women which they need. Women have the right to acquire education, to have her own independent property, to work (job or business) to earn money, to equal reward for equal work. So, women have the right to get proper facilities/opportunities from the organization where they can work in a good and sound environment. Dear Respondent, We, the professional and occupational women of Bangladesh have formed an association named POWAERProfessional and Occupational Women’s Association for Empowerment and Rights. One of our aims is to promote better working environment for professional and occupational women. We are currently conducting a baseline survey to collect information on various aspects related to women employees. The data will be confidential and even if we publish the data, it will be a generic publication. So, we request you to respond without any hesitation. We need your cooperation to make this research successful. Thanking you in anticipation of your kind cooperation. (All answers are confidential) 1. Do you have women employees in this organization? a. Yes b. No 2. If yes, how many and in what levels? Total no. of employees ------Male employees ------Female employees ------Gender ratio in various levels: Top: Male ------ Female -----Mid: Male ------ Female -----Junior/Entry: Male------- Female-----Worker: Male-----Female----3. Do you have any policy or expressed management policy for trying to improve the gender ratio in this organization? a. Yes b. No 4. If yes, how do you plan to increase the number of female employees? --------------------------------------------------------------------------------------------

5. If no, do you think it is necessary? -------------------------------------------------------------------------------------------6. If no, do you think that having more female employees increase administrative hassle in an organization? ------------------------------------------------------------------------------------7. Does your recruitment policy encourage women to join your organization? a. Yes b. No 8. Do you have any policy to address gender discrimination? a. Yes b. No 9. Do you have any alternative development plan for females in case they are not willing to take a transfer? a. Yes b. No 10. Do you have support for female employees if they go on tours or are posted in remote location? a. Yes b. No 11. Did you ever have 25% women in the top management team in the last 5 years? a. Yes b. No 12. Is the average salary/wage within a same grade or not? a. Yes b. No 13. Do you give maternity leave to your female employees? a. Yes b. No 14. If yes, how many days? --------------------------------------15. Do you have additional medical facilities for female employees in your organization? a. Yes b. No 16. Is your maternity leave policy independent of the number of children? a. Yes b. No 17. Do you give paternity leave in this organization? a. Yes b. No 18. Do you have day care facilities (crĂ¨che) for new mothers? a. Yes b. No 19. Do you have specific policies/work practices/ infrastructure to support expecting mothers to work in your organization? a. Yes b. No 20. Do you have any policy for mothers to take leave for sick children? a. Yes b. No 21. Do you have a policy supporting breaks during working hours for lactating mothers? a. Yes b. No 22. Does the career path in your organization allow maternity breaks? a. Yes b. No 23. Do you have a canteen? a. Yes b. No 24. Do you have any special menu for pregnant/ lactating mothers? a. Yes b. No 25. Do you have transport facilities for female employees during odd hours and distant travels? a. Yes b. No 26. Do you have separate wash rooms for female employees? a. Yes b. No 27. Is your female wash room adequately female friendly? a. Yes b. No 28. Do you receive complains? a. Yes b. No

29. Do you have a female prayer room? a. Yes b. No 30. Do you have suitable uniform for women in the factory floor? a. Yes b. No 31. Do you have female counselors in your organization to handle female related issues and grievances? a. Yes b. No 32. Do you have cultural orientation for new employees to welcome female/ male as colleagues? Also regarding the various female friendly policies? a. Yes b. No 33. Have you ever done any research on how to be a more women friendly organization? a. Yes b. No 34. Do you have any suggestion for POWAER? AppendixScan Requisition Form: The usual duration for the process is ¾ weeks based on the level of the require able position(s). If the client requires filling of the position earlier, they should inform RCL in writing. RCL commits to provide the best service for their client, but regrets that it may not be possible in shorter notice. The actual cost of advertisement as per client’s requirement is charged back to the client account, as soon as it is printed or uploaded. RCL will conduct the initial short-listing of the candidates and arrange all logistics support as per client requirement for conducting assessment test (both written and computer based), interviews (either face-to-face, tele- conference or video conference or via instant messaging) of the final candidates. The final selection of the candidates is the sole responsibility of the client, it should be noted that RCL is only a short-listing service provider. Based on the final selection by the client, RCL will negotiate with the candidate, it require able. If require, RCL will support the candidate with protocol and logistics such as visa processing, re-location etc. during and after the selection. The client is not obligated to pay any service charge beyond the actual cost of advertisement and virtual facilities used, if no candidate is finally selected through RCL. RCL will ensure confidentiality of all concern including any company internal material used for the selection purposes. After the finally selected candidate(s) joins client organization, RCL’s liability ends. RCL can not guarantee job performance and will not be liable to make any compensation if any job related complications arise after joining in the position. By issuing a work order to RCL for availing SCAN services, the client agrees to all terms and conditions stated above. Any exception should be made and agreed in writing. Requisition Form Client’s Name Required Position Title/Designation Name of Positions Vacant Minimum Educational SSC

HSC

Graduate/BBA

Masters/MBA

Other(s)

Qualification (Please Specify) Required Experience

0-1 yrs

1-3 yrs

Specific Training Required (Please Specify) Preferred Gender Male

4-6 yrs

7-9 yrs

Female

No Preference

Preferred Age Range

16-25 yrs

26-35 yrs

Possible Salary Range

5,000-10,000 TK

Work Location (Please Specify) Brief Job Description and any other remarks about the position vacant. Expected Joining Date

Dhaka

10,00120,00120,000 TK 30,000 TK Outside Dhaka

Requisition on/by:

10+ yrs

36-45 yrs

46-55 yrs

55+ yrs

30,000150,000+ TK 50,000 TK Outside Bangladesh

(Please keep adding texts in this box regarding the job until you are fully satisfied with the description, and have added all the remarks you wanted to make to clarify your expectations from this position.) Immediately

Within week

a Within weeks

Received Date

two Within Month

a As soon possible

Name

Clients List of RCL: • • • • • • • • • •

Action Aid Bangladesh Inditex (Spanish Buying House) Otobi Ltd Remex Corporation Expolanka Homebound KDS Accessories & Group Save the children (Sweden-Denmark) Li & Fung (Proposed) Lafarge Surma Cement (Proposed)

• • • • • • • • •

NGO Forum For drinking Water & Sanitation (Proposed) Islamic Relief (Proposed) CARE Bangladesh (Proposed) Pan Pacific Sonargaon NGO Forum Hotel Radisson Homebound Pride Group IPSSL

Bibliography: Zikmund, G. William. Business Research Methods. 7th ed, Singapore: Thomson LearningWestern, 2003.

South

Lesiker, Raymond V, Je Jhon D. Pettit and Flately Marie E. Basic Business Communication. 9th ed. New Delhi: Tata McGraw-Hill, 1996. Rao, TV. Human Resources Development: Empowerment of Women. New Delhi: Greater Kailash Market, 1996. Work Cited: <http://www.ilo.org/public/english/employment/gems/eeo/guide/banglade/ng_all.htm>

<http://www.unicef.org/somalia/SOM_WomenInIslam.pdf> <http://www.ilo.org/public/english/employment/gems/eeo/guide/banglade/ng_all.htm>