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Small and medium enterprises (<keyword id="20086849" type="General" weightage="20" keywordseo="SMEs" source="keywords">SMEs</keyword>) are driving a major surge in <keyword id="21881529" type="General" weightage="100" keywordseo="job-applications" source="keywords">job applications</keyword> across key sectors, with more than 35 million job applications recorded in the first eight months of 2024, according to a report by jobs and professional networking platform apna.co. The growth is fueled by rising demand in sectors like BFSI (Banking, Financial Services, and Insurance), BPO (Business Process Outsourcing), and hospitality. The report highlights that the surge in job applications is largely for roles such as Sales &amp; Marketing Managers, Accounting Technicians, Telecallers, Back Office Executives, and Business Development Associates. These positions are critical for the expansion of businesses in these sectors, and the growing demand reflects a strong upward trend in hiring. "SMBs and MSMEs employ more than 110 million people, making them the backbone of our economy. Their success is crucial for our nation's journey towards achieving a USD 5 trillion economy," said Nirmit Parikh, Founder &amp; CEO of apna.co. Parikh emphasised that the demand for skilled workers in these sectors is expected to continue growing, creating vast opportunities for <keyword id="20019820" type="General" weightage="20" keywordseo="job-seekers" source="keywords">job seekers</keyword> across India. <h2>Major growth in Tier-2 and Tier-3 cities</h2>An interesting trend noted in the report is that over 55% of the total job applications for SMB roles came from tier-2 and tier-3 cities, including Jaipur, Indore, Ahmedabad, Lucknow, Kochi, and Bhubaneswar. As businesses expand into these cities, the talent pool is evolving to meet the growing demand, fostering a symbiotic relationship between employers and job seekers. Out of the 35 million job applications received, 14 million came from women, marking a 30% year-on-year increase in female participation. Women are increasingly taking on roles across diverse fields like finance, accounts, marketing, and graphic design, reflecting their rising involvement in the workforce. As SMEs and MSMEs continue to grow, the <keyword id="19972727" type="General" weightage="20" keywordseo="employment-opportunities" source="keywords">employment opportunities</keyword> they generate are set to further contribute to India’s economic goals, fueling progress toward the USD 5 trillion economy target. (With inputs from PTI)

Small businesses generated 35 million job applications till Aug 2024, 14 million were from women: Report

<ul><li>90 percent women think <keyword id="19949719" type="General" weightage="20" keywordseo="GenAI" source="keywords">GenAI</keyword> can help them grow in their careers</li><li>However, most don't know how to use GenAI to their advantage</li><li>Women are also willing to put in more efforts to be successful</li></ul> When <keyword id="15777223" type="General" weightage="20" keywordseo="generative-AI" source="Orion">generative AI</keyword> chatbot <keyword id="15681942" type="General" weightage="20" keywordseo="chatgpt" source="Orion">ChatGPT</keyword> was introduced to the world on a large scale by Open<keyword id="19899640" type="General" weightage="20" keywordseo="AI" source="keywords">AI</keyword> in November 2022, it was taking the internet by storm. People were using it to write code, compose poetry, write content and whatnot. Soon, tools like ChatGPT became a part of many working professionals' lives. Over the last few months, there have been many reports highlighting how AI is turning out to be a part of workplaces. Now, a recent report says that women in the tech industry see generative AI as a crucial step towards their career growth. However, there is a major challenge being encountered- they aren't trained enough to use GenAI tools. <h2>90 percent women feel GenAI is a step towards career growth</h2>A new report by <keyword id="19955786" type="General" weightage="20" keywordseo="nasscom" source="keywords" meta.keywordsubtype="org" meta.entityname="nasscom" meta.hostid="261" meta.entityid="nasscom">Nasscom</keyword> and Boston Consulting Group (<keyword id="20058186" type="General" weightage="20" keywordseo="BCG" source="keywords">BCG</keyword>) has revealed that while 90% of women in India's tech industry view Generative AI (GenAI) as crucial for career growth, only one-third feel adequately prepared to use these technologies. Hence, even though women view GenAI as a crucial step in their professional journey, most of them still aren't confident using it. The report, titled "GenAI: The Diversity Game Changer We Can't Ignore," was unveiled at the nasscom Global Inclusion Summit in Bengaluru on August 8, 2024. The report highlights that women in both tech and non-tech roles exhibit high levels of professional ambition and are willing to put in extra effort to achieve success. This ambition is particularly pronounced in the AI/GenAI field, where women see mentorship as a key factor in their success. Currently, women make up 36% of India’s tech workforce but remain underrepresented in executive roles. GenAI, which involves advanced AI tools that can create new content, designs, and solutions, is seen as a game-changer for the tech industry. As GenAI is expected to dominate 33% of the global AI landscape by 2027, the market is projected to reach $320-380 billion. This rapid growth presents a unique opportunity for fostering gender diversity by helping women overcome traditional barriers and excel in their careers. The report reveals that women are ready to invest more time to achieve professional success in GenAI. According to the survey findings, 95% of junior, 96% of mid-management, and 100% of senior management women are prepared to put in extra effort. Women also view GenAI tools as a significant boost to their perceived competence, with 45% of <keyword id="20599228" type="General" weightage="100" keywordseo="women-in-tech" source="keywords">women in tech</keyword> roles feeling more confident compared to their non-tech peers. <h2>Challenges in GenAI adoption</h2>Despite the enthusiasm, many women at senior management levels face challenges in adopting GenAI tools. These challenges include limited knowledge, lack of trust, restricted access to these tools, and fear of competence scrutiny. Knowledge gaps are the primary barrier, cited by women across all levels from entry roles to the C-suite. Sangeeta Gupta, Senior Vice President and Chief Strategy Officer at nasscom, talked about the importance of addressing these challenges: “Despite significant progress in diversity and AI/GenAI adoption, substantial gaps still limit women's full potential in the tech industry. With GenAI set to dominate the tech industry, it is critical to address key challenges such as knowledge gaps and lack of support, to empower women, particularly in these roles.” Meanwhile, Sreyssha George, Managing Director and Partner, Boston Consulting Group said, "Globally, senior women lead in GenAI adoption, yet India lags with a 64% gender disparity in AI leadership. To capture the USD 320 billion AI market, India’s tech sector needs diversity. This will ensure effective systems by eliminating biases and incorporating varying ethical perspectives. Let's seize this significant opportunity to rectify the gender imbalance in the tech industry." SEE ALSO: <a href="https://www.businessinsider.in/tech/ai/news/when-ai-hallucinates-heres-why-googles-ai-overview-is-generating-nonsensical-and-inaccurate-results/articleshow/110435437.cms" data-type="tilCustomLink" target="_blank">When AI ‘hallucinates’: Here’s why Google’s AI Overview appears to be generating inaccurate results</a> <a href="https://www.businessinsider.in/tech/news/indian-economy-could-get-usd-675-billion-due-to-ai-by-2038-study-shows/articleshow/112343290.cms" data-type="tilCustomLink" target="_blank">Indian economy could get USD 675 billion due to AI by 2038, study shows</a> <a href="https://www.businessinsider.in/author_articles_all.cms?query=479266566&amp;author=divyanshi%20sharma=&amp;page=1" class="artishow_author"></a> <a href="https://www.businessinsider.in/author_articles_all.cms?query=479265001&amp;author=kunal%20kambli=&amp;page=1" class="artishow_author"></a>

Most women in tech feel GenAI can help them grow in their careers but don't know how to use it, Nasscom-BCG reports

<ul><li>B Com, MBA and B Pharm graduates are found to be most employable, according to the Wheebox <keyword id="6224961" type="General" weightage="20" keywordseo="india-skills-report" source="Orion">India Skills Report</keyword> 2023 report. </li><li>In 2023, most of the hiring is likely to happen in automotive, engineering and internet businesses. </li><li>Percentage of the employable women workforce increased to 52.8%, compared to 47.2% for men.</li></ul>The employability of Indians has gone up in the last one year according to The Wheebox India Skills Report. As per its evaluation, half of the candidates – at 50.3% were found to be employable as compared to the 46.2% last year. This report is a result of the evaluation of 3.75 lakh candidates or freshers who took the Wheebox National Employability Test (WNET) across India and the participation of 150 corporations from over 15 different industries in the Early Career Edition of the India Hiring Intent Survey. Piyush Nangru, co-founder and COO, Sunstone said the gap between skills that graduates have and industry-required skills continues to persist. “There is an urgent need across the country for multiple stakeholders to remedy the industry and higher education gap,” he said. Amongst the domains, B Com, MBA and B Pharm graduates are found to be most employable. Whereas, Polytechnic and MCA graduates were the least employable. “Improving employability through higher education remains a challenge and can be attributed to many factors.The post-Covid era further requires realignment of the higher education curriculum, up-skilling practices, and training techniques,” Nangru said. Among cities, Mumbai has the highest overall employment percentage of candidates, followed by Lucknow and Mangalore. The Wheebox India Skills Report 2023 was compiled by trade bodies, companies, educational institutions and more like – CII, AICTE, AIU, Sunstone, Pearson, AWS, Economic Times and Taggd. <cmsannotation type="cmsannotation" annotationid="Women more employable than men" comment="subhead" text="Women more employable than men">Women more employable than men</cmsannotation> It is interesting to note that the percentage of the employable women workforce stands at 52.8%, compared to 47.2% for men. “The consistent rise in women’s employability over the past ten years is a positive sign of radical changes in India’s developing labour market. Increased participation of women at work will give industries an edge with key roles already being occupied by women as we go into 2023,” the report said. Currently, the share of women in India’s workforce at 33% — is much less than that of males at 67%. Whereas, in countries like South America, Asia, and Africa, women account for 36% of the workforce. Rajasthan has the most percentage of employable females who are prepared for the workforce (53.5%) while Uttar Pradesh stands second with 46.5%. “If India aspires to become a global leader in providing skilled talent, then it is recommended that more policy-level changes are needed to increase workforce participation both in the private sector as well as the government sector,” the report added. <cmsannotation type="cmsannotation" annotationid="Sectors that will hire the most" comment="subhead" text="Sectors that will hire the most">Sectors that will hire the most</cmsannotation> This year, the demand for skilled labour was driven by the BFSI, pharmaceutical, e-commerce, and IT sectors. The report says that the hiring of freshers in these industries is projected to increase by 20% in 2023 compared to 2022. As many as 36.08% of companies surveyed said that they intend to hire. The report predicts that, in 2023, sectors like automotive, engineering and <keyword id="35619" type="General" weightage="20" keywordseo="internet-business" source="Orion">internet business</keyword> will see the most hiring. Uttar Pradesh, Maharashtra and Delhi are likely to have the most employable talent in 2023, as per its forecast. According to the <a href="https://unemploymentinindia.cmie.com/">Centre for Monitoring Indian Economy latest data</a>, the unemployment rate of India rose to 8% in November this year. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/stock-market/news/sensex-snaps-two-day-losing-streak-jumps-403-points/articleshow/96200366.cms">Sensex snaps two-day losing streak, jumps 403 points</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/stock-market/news/inflows-into-equity-mutual-funds-plunge-sharply-in-november-mfs-trim-holdings-in-icici-bank-hcl-tech-kotak-mahindra-bank/articleshow/96200043.cms">Inflows into equity mutual funds plunge sharply in November; MFs trim holdings in ICICI Bank, HCL Tech, Kotak Mahindra Bank</a>

There are more employable women than men in India: Wheebox India Skills Report

Google's new report on <keyword id="19904566" type="General" weightage="20" keywordseo="artificial-intelligence" source="keywords">artificial intelligence</keyword> (AI) emphasizes responsible AI development and suggests recommendations for policymakers, companies, and civil society. The report titled "An AI Opportunity Agenda for India" outlines how artificial intelligence can drive <keyword id="19900794" type="General" weightage="20" keywordseo="economic-growth" source="keywords">economic growth</keyword>, social progress and global leadership for the nation. The report says India with its rapidly growing economy, outstanding tech talent, young demography and vibrant start-up ecosystem, is poised to reap the immense benefits of artificial intelligence. A comprehensive and responsible approach to AI can unlock significant economic growth and societal progress in India. "The potential economic impact of AI in India is substantial - reports estimate that at least INR 33.8 lakh crore of economic value from <keyword id="20037918" type="General" weightage="100" keywordseo="AI-adoption" source="keywords">AI adoption</keyword> can be achieved in India in 2030. While these achievements signify a promising beginning, unlocking the full potential of AI hinges on the strategic decisions we make today," says a Google's press release. The report suggests that to maximize the AI opportunity for India collaborative efforts are needed across government, industry, and civil society. They need to prioritise three key areas which include investments in infrastructure and innovation, building human capital and an AI-powered workforce and promoting wide adoption and universal accessibility. AI is already addressing some of the most pressing challenges like revolutionizing farming practices and improving <keyword id="20646060" type="General" weightage="20" keywordseo="healthcare-access" source="keywords">healthcare access</keyword>. The <keyword id="20214323" type="General" weightage="20" keywordseo="agriculture-sector" source="keywords">agriculture sector</keyword> is getting the benefits of AI through minimizing climate risks, optimizing productivity and sustainability, and providing access to real-time crop pricing information and early warning of potential crop threats. Many <keyword id="23569666" type="General" weightage="20" keywordseo="AI-powered-platforms" source="keywords">AI-powered platforms</keyword> are empowering farmers to boost crop yields and encourage sustainable practices. In the healthcare sector, AI is being used for better diagnosis, bigger access, and personalized care, especially for underserved communities. Google has partnered with <keyword id="23569667" type="General" weightage="20" keywordseo="ARMMAN" source="keywords" meta.keywordsubtype="org" meta.entityname="ARMMAN" meta.hostid="261" meta.entityid="ARMMAN">ARMMAN</keyword> to use AI to identify women at risk of dropping out of their health information program, allowing for personalized interventions to improve maternal health outcomes. ARMAAN seeks to address the pervasive systemic problems underlying maternal and child mortality and morbidity in India.

AI adoption can unleash Rs 33.8 lakh crore of economic benefit to India in 2030: Google Report

Burnout is the biggest factor behind women leaving the workforce in India

<ul><li>Despite a 52% decrease in demand compared to the previous year, e-commerce retained its position as the second-largest employer. </li><li>Women's average monthly salaries were 20.5% lower than the industry average, except in manufacturing, logistics and mobility</li><li>Youth participation in employment declined by 8%, indicating a decrease in the number of young individuals entering the <keyword id="52626" type="General" weightage="20" keywordseo="workforce" source="Orion">workforce</keyword>. </li></ul>In the financial year 2022, i.e. the period between April 01, 2021, to March 31, 2022, there was a significant surge in demand for frontline workers as the economy reopened. However, the growth momentum slowed down in the financial year gone by (FY2023) due to macroeconomic challenges. According to the Frontline Index Report by BetterPlace, the total demand for <keyword id="15003035" type="General" weightage="20" keywordseo="frontline-jobs" source="Orion">frontline jobs</keyword> decreased by 17.5%. In FY 2023, India saw the creation of 6.6 million frontline jobs, down from the 8 million jobs created in fiscal before that. This report is based on data collected by the BetterPlace platform and analysed a sample of over 3 million data points, providing insights into various aspects of the frontline workforce in India, including <keyword id="6357342" type="General" weightage="20" keywordseo="hiring" source="Orion">hiring</keyword>, demand, attrition, migration, salary trends, and upskilling patterns. <cmsannotation type="cmsannotation" annotationid="E-commerce remains second largest employer" comment="Subhead" text="E-commerce remains second largest employer">E-commerce remains second largest employer</cmsannotation> In FY 2023, logistics and mobility took the lead as the primary employment sector for frontline workers, surpassing e-commerce in demand. This marked a significant shift, with logistics and mobility experiencing a 111% surge in total demand from FY 2022 to FY 2023. Meanwhile, IFM&amp;IT (information, financial services, marketing, and information technology) emerged as the fastest-growing industry, with a 139% increase in demand for frontline roles during the same period. Despite a 52% decrease in demand compared to the previous year, e-commerce retained its position as the second-largest employer, accounting for 33% of all jobs in the sector. <cmsannotation type="cmsannotation" annotationid="Participation of women doubles" comment="Subhead" text="Participation of women doubles">Participation of women doubles</cmsannotation> The participation of women in the workforce increased from 3% to 6% between FY22 and FY23, driven largely by changing family perceptions, with 88% of women feeling supported to work. However, women's average monthly salaries were 20.5% lower than the industry average, except in manufacturing and logistics and mobility, where they earned 36% and 20% more, respectively. Despite declining industry demand, e-commerce saw a 36% increase in demand for women frontline workers. Additionally, women frontline workers spanned various age groups, with 44% aged 20-30 and 37% aged 30-40. <cmsannotation type="cmsannotation" annotationid="Youth participation in employment decreases" comment="Subhead" text="Youth participation in employment decreases">Youth participation in employment decreases</cmsannotation> Over the transition from FY22 to FY23, there was a shift in the composition of the workforce. Youth participation in employment declined by 8%, indicating a decrease in the number of young individuals entering the workforce during this period. Conversely, there was a 25% increase in the participation of workers aged 30-40. Furthermore, it's worth noting that a majority, specifically more than 80%, of frontline workers exhibit a satisfactory level of education. Many of them have completed either their high school diploma or even pursued higher education, such as graduating from college or university. <cmsannotation type="cmsannotation" annotationid="Employees focus on upskilling" comment="Subhead" text="Employees focus on upskilling">Employees focus on upskilling</cmsannotation> In FY 2022, sign-ups for upskilling courses saw a 194% growth, which continued into FY 2023. The lower intent to hire in enterprises led to a an increase in the time employees spent on learning, up by more than 165% between April 2022 and March 2023. Furthermore, the Government's commitment to skill development during the budget season resulted in numerous enterprises investing in employee upskilling.

Job creation falls, so does youth participation

A sixth-grade social science textbook that I read described India as a piece of fabric, with countless threads coloured in a myriad of majestic shades, woven together. This metaphor holds exceptionally well when put into the context of our <keyword id="22706215" type="General" weightage="20" keywordseo="handloom-industry" source="keywords">handloom industry</keyword>. India has a rich history of handlooms and weaving cultures. The culture of handlooms is so intricately woven into Indian culture, that there are whole towns dedicated to the same: <keyword id="248532" type="General" weightage="20" keywordseo="Chanderi" source="Orion">Chanderi</keyword> in Madhya Pradesh to Pochampally in Telangana and a dozen more! Unfortunately, the handloom industry in India is dying. The struggle is multi-faceted, ranging from a declining workforce to fierce competition from <keyword id="20496028" type="General" weightage="20" keywordseo="power-looms" source="keywords">power looms</keyword>. Hence, five years ago, August 7 was proclaimed <keyword id="22677698" type="General" weightage="20" keywordseo="National-Handloom-Day" source="keywords">National Handloom Day</keyword> in response to this crisis and to heighten public awareness. This date holds special historical significance, commemorating the initiation of the Swadeshi Movement in 1905—a pivotal act of defiance against British colonial rule. <h2>When did this industry come into existence?</h2>According to archaeological findings, the origins of handloom in the Indian subcontinent may be traced back to the Indus Valley Civilization. The Mughal Empire was known to support and patronise <keyword id="20258864" type="General" weightage="20" keywordseo="weavers" source="keywords">weavers</keyword>. The support from the royal patrons resulted in the invention of new textiles such as ‘Mulmul’ and ‘Banarasi Brocade’ among others. This era witnessed a heightened worldwide demand for Indian textiles. In the 17th century, India produced 25% of the world’s textiles, with Bengal accounting for more than 50% of textiles and 80% of silks imported by the Dutch from Asia. <h2>What led to the decline of the <keyword id="19934660" type="General" weightage="100" keywordseo="Indian-handloom" source="keywords">Indian handloom</keyword>?</h2>The East India Company's entry fuelled the industry's initial decline, which started in the 1830s. The weavers were obliged to sell only to the British, and that too at exceedingly cheap prices, virtually putting them out of business. On the other hand, Indian cloth was taxed excessively to promote machine-made British clothing. The Industrial Revolution in Britain strengthened their indigenous textile industry, giving rise to new markets for cheaper textiles. In India, the collapse of the Mughal aristocracies meant no access to royal patronage. As a result, textiles like Khadi and muslin had little demand in the market. Circling back to the present, the industry is facing both similar and new challenges. Fabrics made on power looms are cheaper and faster to produce, in comparison to handloom fabrics. The industry is largely unorganised, and the wages are shockingly low. 67% of <keyword id="22706216" type="General" weightage="20" keywordseo="handloom-workers" source="keywords">handloom workers</keyword> are earning less than the minimum wage every month. Faced with economic challenges, the older artisans are thus forced to encourage the newer generation to choose an alternative career path. This migration of the workforce from a traditional sector is evident from the fall in the number of weavers less than 35 years of age- from 26.13 lakh in 2009-10 to 16.07 lakh in 2019-20. The majority of weavers do not have access to banking facilities, let alone institutional credit. Furthermore, if one manages to accumulate credit, there is a mismatch between the supply and demand forces due to the lack of awareness about handwoven textiles in the current generation. <h2>Initiatives for revival</h2>The cultural significance of the Indian handloom isn’t just limited to its beauty and extravagance, but it extends to our independence struggle as well. The Swadeshi movement immortalised the charkha and advocated for the use of indigenous goods. Following independence, the Indian government took many measures to revive the handloom industry. In 1953, India’s Parliament approved the Khadi and Other Handloom Industries Development Act. In 1955, the All India Handloom Fabrics Marketing Cooperative Society was formed to promote the sale of fabrics produced by handloom cooperatives across India. The National Handloom Development Programme (NHDP) aimed to provide financial assistance for marketing and production. The Handloom Weavers’ Comprehensive Welfare Scheme offers health and life insurance to weavers, to ensure social security. The organisation commenced a fortnight-long exhibition, “VIRAASAT” dedicated to celebrating the 10th National Handloom Day began at Handloom Haat in Janpath, New Delhi on Saturday, 3rd August 2024, and will conclude on 16th August 2024. The Handloom Mark scheme was introduced to authenticate handloom products, thus enabling weavers to gain better market access and ensuring that consumers get genuine products. Moreover, the India Trade Portal also mentions that the GOI plans to provide financial assistance of Rs. 30 crore to at least 10,000 handlooms. Various state governments also regularly conduct handloom expos and fairs, providing platforms for weavers to showcase and sell their products directly to consumers. <h2>Contemporary Brands and their love for Indian handloom</h2>Modern, popular designers such as <keyword id="8264" type="General" weightage="20" keywordseo="Sabyasachi" source="Orion">Sabyasachi</keyword> and <keyword id="21493890" type="General" weightage="20" keywordseo="ritu-kumar" source="keywords">Ritu Kumar</keyword> are known to work closely with weavers and have been doing their part by bringing worldwide attention to the handloom industries. Recently, <keyword id="1472101" type="General" weightage="20" keywordseo="Ajrakh" source="Orion">Ajrakh</keyword> was brought into the limelight when Alia Bhatt wore a custom Abu Jani Sandeep Khosla Ajrakh saree to Joy Awards in Riyadh. However, it’s not just the fashion moguls who are working towards the revival of this industry. Contemporary indie brands are partnering with local weavers, and creating awareness about their work. The emergence of such indie brands and their association with local artisans is beneficial for both entities. For instance, Joskai Studio derives its name from ‘Joskai’, a woven piece of cloth worn as a part of the traditional costume of the Tiwa community of Assam. They work with artisans in northeast India, specifically from the weaving village of Saualkuchi in Assam. Rouka by Sreejith Jeevan is a Kerala-based brand that works strictly with weavers from Kerala, specifically Chendamangalam and Kuthampally. <h2>Employment and Exports</h2>According to the Indian Trade Portal, the Indian handloom sector is the country’s second-largest employer after agriculture in rural areas. The Handloom Census 2019-20 mentions that the industry employs about 35,22,512 workers across the country, with women forming 77.29% of the workforce. India is the second largest exporter of handloom products in the world, with exports valued at $ 353.9 million in 2017- 18, as per EXIM bank's working papers. The major handloom export centres are Karur, Panipat, Varanasi and Kannur where handloom products like bed linen, table linen, toilet linen, floor coverings, and embroidered textile materials and curtains etc. are produced for export markets. During April 2021-February 2022, India exported handloom products worth 1693 crore, as per Indian Trade Portal. Indian silk scarves also form a sizable chunk of total handloom exports, in addition to home textiles like carpets, rugs and mats, which constitute over 13.6% of India’s total handloom exports. <h2>The Path Forward</h2>The mere existence of organisations and allocation of funds isn’t enough to sustain the legacy of India’s rich handloom industry. Big corporations working with local weavers ensure employment but don't protect them from exploitation and meagre wages, leaving them vulnerable. The people in power ought to come up with strategies that ensure the trickle-down effect of the schemes and funds. The new generation of buyers has a greater purchasing power than the one before them. Marketing focused on bringing Indian handloom practices into the limelight can do wonders in this case.

Fabric of a nation: Sustaining India's handloom legacy in modern times

<ul><li>The number of <keyword id="14204114" type="General" weightage="20" keywordseo="active-gig-workers" source="Orion">active gig workers</keyword> have increased by at least 50% in the last five months, as per <keyword id="14204113" type="General" weightage="20" keywordseo="Taskmo-Gig-Index-report" source="Orion">Taskmo Gig Index report</keyword>.</li><li>Millennials and Gen Z between 19-25 years make up 48% of the gig workforce in the country.</li><li>The gig segment has seen a significant demand for workers across various sectors like quick commerce, healthtech, fintech and e-commerce.</li></ul>With companies like <keyword id="12724311" type="General" weightage="20" keywordseo="Blinkit" source="Orion">Blinkit</keyword>, <keyword id="6358977" type="General" weightage="20" keywordseo="Swiggy" source="Orion">Swiggy</keyword>, <keyword id="12437554" type="General" weightage="20" keywordseo="Zepto" source="Orion">Zepto</keyword> coming up with a 10-min grocery delivery feature, there has been a steady growth in the demand for gig workers. Thus, Indian companies are desperately on the lookout for gig workers to fulfill roles in business development, field sales, last-mile delivery, digital promotion, brand promotion, and micro-influencers, according to <keyword id="14204112" type="General" weightage="80" keywordseo="taskmo-gig" source="Orion">Taskmo Gig</keyword> Index report. In fact, a 50% growth in active gig workers on the platform in the past five months was seen. The number of active gig workers registered on the platform in May was 60,000, a 15.38% growth in the workforce joining the <keyword id="3080230" type="General" weightage="20" keywordseo="Gig-economy" source="Orion">gig economy</keyword> compared to the previous month, as per the data given in the report. A similar trend was also observed in the gig job opportunities as recruiters are strengthening their roots across tier-2 and 3 cities such as Pondicherry, Mirzapur, Patna, Jabalpur, and Kanpur, increasing the number of gig jobs overall. “Gig is the newest trend in the employment market and today we see its expansion across each and every industry in the country. Over the last two years, rapid tech advancements followed by the introduction of flexible work models have created an evolution in the gig economy at large,” said Prashant Janadri, co-founder, Taskmo. <cmsannotation type="cmsannotation" annotationid="More Millennials and Gen Z are choosing gig work over full-time" comment="subhead" text="More Millennials and Gen Z are choosing gig work over full-time">More Millennials and Gen Z are choosing gig work over full-time</cmsannotation> The report further highlights that millennials and Gen Z between 19-25 years make up 48% of the gig workforce in the country which indicates that the youth in India are rapidly moving towards freelancing with a preference for flexible work schedules. Gig workers aged between 26 to 40 years hold 32% share in the gig economy, while gig workers in the age group of 41-60 years make up only 20% of the overall workforce. “Now we see every other company promoting gigification of traditional job roles. Furthermore, we have seen that emerging segments in gig are largely dominated by millennials and Gen Z today,” Janadri added. Women gig workers however make up only 28% of the gig workforce. “Gig continues to be a flexible model of work for India’s working women who are able to pick their jobs based on their area of interest, location, availability and experience. Women have been majorly employed in roles related to customer support, content monitoring and moderation, tele-sales, and audits and surveys,” says the report. Furthermore, the gig segment has seen a significant demand for workers across various sectors like quick commerce, healthtech, fintech and e-commerce. Cities like Hyderabad, Mumbai, Delhi, Bangalore and Chennai saw the maximum growth, according to the report. Due to the pandemic, more and more companies are hiring freelancers for job roles like business development executives, field sales executives, digital promoters, brand promoters and micro influencers. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="http://www.businessinsider.in/education/news/west-bengal-and-andhra-pradesh-have-the-most-proficient-techies-in-india/articleshow/92217804.cms">West Bengal and Andhra Pradesh have the most proficient techies in India</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="http://www.businessinsider.in/science/health/news/covid-re-infections-are-mild-but-last-long-and-come-back-sooner-say-experts/articleshow/92224570.cms">COVID re-infections are mild but last long and come ‘back’ sooner say experts</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/tech/news/nordvpn-to-shut-down-its-servers-in-india-by-june-26-2022/articleshow/92229519.cms">After rejecting the Indian government's new cyber security guidelines, NordVPN to shut down its servers in India by June 26</a>

Gig economy is dominated by millennials but women make up for less than a third of the workforce

The <keyword id="6354872" type="General" weightage="100" keywordseo="economic-survey" source="Orion">Economic Survey</keyword>, which was tabled earlier today by Finance Minister <keyword id="129243" type="General" weightage="20" keywordseo="nirmala-sitharaman" source="Orion">Nirmala Sitharaman</keyword> estimated that in 2022-23, India's total workforce stood at nearly 56.5 crore. However, as data from the recent Periodic Labor Force Survey (PLFS) notes, their distribution is highly skewed, with over 45% of them engaged in agriculture, followed by 28.9% in services, 13% in construction, and 11.4% in manufacturing. At the same time, while the agriculture sector has grown at about 4.18% at constant prices over the last 5 years, India's service sector is estimated to have grown by around 7.6% in just the last financial year, as provisional estimates suggest. As such, the continued dominance of the agriculture sector as an employer, particularly when it comes to women, is concerning, especially as India's service sector, which contributes about 55% to the total size of economy, demands increasingly more workers, who possess specific, focused skill sets (think blockchain, AI, machine learning, 3D printing, web development and more). <h2>Encouraging trends</h2>The unemployment rate amongst youth, or those aged between 15-29 has come down sharply to 10% in 2022-23, from 17.8% in 2017-18. Nearly 75% of all new subscribers on EPFO payroll, a gauge for formal employment generation, are aged between 18 and 28. But while our economy keeps pace with employing young population, a staggering 57.3% of this workforce is self-employed, while another 18.3% work as unpaid laborers in households. The most prominent participant in both these categories happen to be women. As for regular wage or salaried workers, they constitute merely 20.9% of the workforce. Casual labor, characterized by sporadic, intermittent terms of employment, makes up for 21.8% of the workforce. Its not as if female labor workforce participation (FLFPR) is dwindling. In fact, as the survey notes, it has been rising for the last 6 years, with rural FLFPR inching up by 16.9 percentage points between 2017-18 and 2022-23. But the same rise is not to be seen in urban FLFPR, which inched up a meagre 5% to 25.4% in 2022-23. Pan-India, women participation in workforce jumped to 37%, largely driven by the thrust in rural FLFPR. The growth in terms of wages per worker in rural areas between FY15-22 was also higher in rural areas at 6.9%, as compared to 6.1% in urban areas. So, what can be done to rationalize this lopsidedness in employment? <h2>Developing the care economy </h2>In order to cater to the requirements of the growing workforce, the survey estimated that India will have to annually generate around 78.5 lakh non-farm jobs annually till 2030. And with India's care needs set to grow significantly in the next 25 years, it is time to develop India's care economy. Consider this-by 2050, the population of those aged between 0-14 years will decline to 18%, or 30 crore people, while those aged above 60 will swell to 20.8%, or a massive 34.7 crore person. Both these segments will need considerable care, which is currently an unpaid job both employed and unemployed women already undertake. Per NSO’s time use statistics for 2019, working-age women in India spend 5.6 hours per day on unpaid work, as opposed to just 30 mins for men. Even employed women end up spending 6x more time on unpaid care, compared to their male counterparts. As it is, studies notes that an additional hour of caregiving per day reduces women’s labor market participation by 20 percentage points, while having no effect on men. A recent report by CII pegged the economic value of women's unpaid domestic and care work to be a staggering 15-17% of GDP. As it is, care economy is one of the fastest growing sectors, expected to generate around 475 million jobs globally. In India, an investment of just 2% of GDP could lead to 11 million new jobs, 70% of which will go to women, accelerating their participation in labor force, the survey revealed. As such, developing India's care economy, both for catering to its young and silver dividend, will become a cornerstone for employment related policies in the times to come.

Economic Survey 2023-24: Where does India stand on the employment, and what's next?

India's economy is expected to grow at 7-7.2 per cent in the current fiscal year driven by robust economic fundamentals and continuity in domestic policy reforms, <keyword id="20006170" type="General" weightage="100" keywordseo="Deloitte-India" source="keywords" meta.keywordsubtype="org" meta.entityname="Deloitte India" meta.hostid="261" meta.entityid="Deloitte India">Deloitte India</keyword> said on Monday. The August update of <keyword id="19896400" type="General" weightage="20" keywordseo="deloitte" source="keywords">Deloitte</keyword>'s India Economic Outlook said several initiatives in the <keyword id="19908389" type="General" weightage="20" keywordseo="union-budget" source="keywords">Union Budget</keyword> 2024-25 toward improving agriculture productivity, creating jobs for the youth, and in manufacturing and addressing the challenge of access to finance for micro, small, and medium enterprises (MSMEs), would help improve supply-side demand, curb inflation, and prop up <keyword id="20139791" type="General" weightage="20" keywordseo="consumer-spending" source="keywords">consumer spending</keyword>, especially in rural areas. Deloitte India Economist Rumki Majumdar said, India will witness robust growth in the second half after a period of uncertainty in the first six months of the year. "Key contributing factors include the continuity in domestic policy reforms, reduced uncertainties in the US post-elections, and more synchronous global growth within a low inflation regime. "Additionally, improved global liquidity conditions, as central banks in the West ease their monetary policy stance, will enhance capital flows and drive higher investments, particularly in the private sector," Majumdar said. Observing that strong economic fundamentals would drive <keyword id="19972825" type="General" weightage="20" keywordseo="GDP-growth" source="keywords">GDP growth</keyword> between 7 per cent and 7.2 per cent in FY25, the Economic Outlook report said effectively addressing the urban-rural consumer spending gaps, inflation, and employment concerns can significantly enhance the affordability of aspirational rural consumers. "The much-desirable policy pivot was evident in the Union Budget presented last month. Reducing the urban and rural spending gap in the coming years will ensure sustained consumer demand from a larger consumer base," it added. Deloitte India's growth projection is at par with that of RBI, which projected FY'25 growth at 7.2 per cent. It is higher than Finance Ministry's Economic Survey which estimated GDP expansion between 6.5-7 per cent. The <keyword id="19948184" type="General" weightage="20" keywordseo="Indian-economy" source="keywords">Indian economy</keyword> grew at 8.2 per cent in 2023-24 fiscal year. The report further said despite strong growth, private consumption spending has remained modest over the past five years. The pandemic, high global and domestic inflation, consequent tightening of financial conditions, and the effects of poor agriculture output on rural demand seem to have capped private consumption growth in India. But a Deloitte research showed that India is witnessing distinct and broad-based shifts in consumption patterns. There is a broad-based shift in the composition of consumption towards more non-food and discretionary items, reflecting changing lifestyles and preferences that are here to stay. According to the Household Consumption Expenditure Survey, spending on discretionary goods and services (including conveyance) has gone up both in rural and urban India, with the former quickly catching up in spending on discretionary durable goods (including automobiles, electric and electronic goods) with the latter in just one decade. "Demand for processed food has been among the highest in most states, suggesting a shift towards ready-to-eat options. Rapid urbanization, increasing women's participation in the workforce, and enhanced marketing and availability are driving these changing dietary habits," the report said. According to Deloitte research, if increasing income in states results in a relatively equitable distribution and higher rural spending, businesses can tap into a larger proportion of the state's population that resides in rural areas. This gives businesses access to a large consumer base and a sustainable consumer spending demand, as compared to states with a widening gap.

Indian economy likely to grow at 7-7.2 percent in FY25,Deloitte India says

<ul><li>Many research studies conducted across the world show that women are more stressed and discouraged since the pandemic began as they take on an increasing amount of responsibility at home and in their careers.</li><li>The ad, media and marketing industry has a lot more women today than a decade ago. However, many drop out by the time they reach mid-management levels, primarily due to the lack of flexible hours and ever-increasing workload.</li><li>So this Women’s Day, we decided to speak to women in leadership positions about how we can make women feel welcome at workplaces. They told us how employers can support women and create a more high-trust, inclusive environment for the future.</li><li>The women leaders we spoke to believe organizations need to prioritize training more women, to prepare them for leadership roles, and this should be a part of the company’s culture.</li></ul>In the work-from-home era, the responsibility of unpaid domestic work and raising kids has fallen on Indian women more than men. This has affected their ambitions and careers, widening the gender gap at the workplace. A McKinsey report found that women around the world have been deeply affected by the COVID-19 pandemic, which has heightened the large and small inequalities—both at work and at home—that women face daily. One in four women are considering leaving the workforce or downshifting their careers versus one in five men. Women only form less than a third of the workforce in marketing, sales and less than a fifth in data analysis, and artificial intelligence, revealed a World Economic Forum’s 2020 study. Another survey by Deloitte found that 51% of women are less optimistic about their career prospects than they were before the pandemic. A lot of women who have chosen to stick to their jobs have missed out on a fair promotion or raise. A LinkedIn report shows that 85% of women in India have missed out on a raise, promotion because of their gender. Women’s careers are observed to have been more adversely affected despite increasing flexibility at work, as 68% of women and 74% of working mothers in India say it is difficult to balance career and familial responsibilities today. More than 7 in 10 women and working mothers in India also say that household responsibilities often come in their way of their career progression. As you move up in the hierarchy of the corporate world, there’s also a lack of women leaders in the upper rungs. As per Egon Zehnder Global Diversity Report 2020, women in India occupy 5% of executive chairs and 10% of non-executive chairs. The report indicates that only 11% of committee chairs are held by women, while the number stands at 27.3% globally. Having said that, the world of advertising, marketing and media has seen a lot of <keyword id="3275573" type="General" weightage="20" keywordseo="women-in-leadership-roles" source="Orion">women in leadership roles</keyword>. While we are still far from an equal man-woman ratio in the industry, it is heartening to see more and more women take the top spots. On the other hand, advertising and media are industries that hold a lot of power in shifting perceptions and mending beliefs. The advertising industry was infamous for perpetuating gender stereotypes -- from a sacrificing mother to a man being the bread-earner, the portrayal of women has remained very shallow for years. How brands depict women and their role in society has evolved today, she is independent, she has a voice and is slowly learning to care less about society’s judgement, but we haven’t taken a big leap yet. She is still a woman who is ‘aesthetically pleasing,’ fair-skinned, doesn’t come from a minority community and is a little far from real. There’s almost no progress towards including transwomen in women’s day ads or communication throughout the year. Once we achieve an equal number of gender representation inside Indian advertising agencies, media organisations and the marketing world, there will be diverse opinions in a brainstorming session, leading to better B2C communication. So this women’s day, we decided to speak to women in leadership positions about how we can make women feel welcome at workplaces. They told us how employers can support women and create a more high-trust, inclusive environment during and after the COVID-19 pandemic. Here’s what they had to say about improving equality at work: Meghana Dave - Head Marketing &amp; PR, Lamborghini India: Power v/s Purpose, women inherently are purpose-driven. The changing environment requires leadership that is driven by adaptability, agility and ambition. Today, companies need these traits to outperform competition which has to deliver in the known and unknown environment. To bring balance and speed with positivity, we need more women in the leadership role. Look at what Falguni Nayyar has done with Nykaa or Anjali Sudd has done with Vimeo. In the 21st century companies will need purpose, innovation and balance to achieve the top position, and the right time to bring women to lead the next generation of business growth. To encourage more women to join these industries by encouraging new formats of working culture or environment. Covid has challenged the traditional approach, and today work from home has become the new normal. Secondly, by promoting diversity and opening leadership positions for women and third, we can improve the pay scale and inculcate mentorship for potential women leaders. Rachna Kanwar, Chief Operating Officer, Digital Media, Radio City and Mid-Day: Women in Corporate India have taken a heavy toll during Covid 19 lockdowns. Organisations, however, rarely recognise the double effort that women have to put into their regular day, which during the pandemic, ravaged their mental and physical health. Having said that, women emerged stronger, seldom seeking ‘preferential treatment.’ Companies need to address and recognise this effort as women continue to remain underrepresented at all levels. Thankfully, in the Media industry, with the inclusion of advertising &amp; marketing, there have been plenty of examples of women super achievers acting as role models for younger women which has led to greater gender parity, but women leaders still need to play a major role in supporting and seeing to it that more leaders emerge from the shadows of doubt and stereotypes to claim their rightful places. It is heartening to see more and more women leaders at Radio City and Midday and all of us here are committed to diversity and excellence. Building a positive mindset for diversity at all levels in an organisation goes a long way in ensuring an equal workplace. Strong women leaders in the organisation act as role models for women aspiring to reach the top. They also help in providing a more empathetic environment which is required at certain delicate stages of a woman employee’s career. And lastly, they provide the much needed confidence both for the women employees and the organisation by being a case study in excellence. At Radio City, a large number of leadership positions are held by women which motivates and inspires the mid-level and entry-level women employees to dream big. Diversity has many virtues and numerous reports time and again have proved that a diverse organisation is a better organisation. Radio City was amongst ‘India’s Best Workplaces for Women in 2019.’ Additionally, in 2020, Radio City ranked 4th in ‘Best Large Workplaces in Asia’, according to the GPTW survey. Jyotsna Uttamchandani, Executive Director, Syska Group: I think what is happening is we are definitely attracting more women, but are unable to retain them. The industry also needs to take steps to stop showcasing and representing women in stereotypical ways. The truth is women need to start taking credit for their work, brag and self-promote. What men need to understand is with diversity creativity and innovation only booms. I personally feel advertising, media and marketing industries are more unstructured, and there is no one to help you climb that ladder. You will have to do it yourself. More so we need more women, to help support and mentor other women. I think to be a safe and inclusive environment, we really need to listen to our employees. I have always said that my employees are my first customers. Goals and expectations need to be set mutually, team members need to appreciate each other and there has to be a certain level of trust within the team. Megha Agarwal, CXO-Growth, Meesho: In my last 12 years of working, I have seen many smart women entering the workforce but also taking a step back and stepping out, especially at two pivotal points – marriage and motherhood. The societal maxim is such that it places higher expectations on women, compelling them to juggle many roles – wife, mother, primary caregiver among others. What is imperative is to create support structures that empower them to strike the perfect balance between personal and professional commitments. An example on this front could be Meesho’s recent boundaryless workplace model, enabling people to work from home/ anywhere so that it gives flexibility to facilitate adjustments. Additionally, we, as employers, also need to make a perception shift towards sabbaticals taken by women to rear children. These vital steps could be further bolstered by initiatives aimed to ease their comeback into the workforce again. The responsibility lies with us to act as change agents to create the change we aspire to see. Pragya Misra, Public Affairs Director at Truecaller: I have always believed that empathy, freedom to be authentic and listening are critical to building a work environment that promotes equality. This begins with introducing diversity in the leadership so that the perspectives and related challenges of different employee profiles can be properly understood and addressed. Finally, implementing flexible policies, promoting healthy and non-late work hours, having industry standard pay scale and having actionable punishments (and transparency) in place for any intolerant offenses are some of the other measures that can be put into place to ensure a safe and equal work environment. At Truecaller, being respectful, celebrating diversity and equality in the workplace is deeply set in our values as a company. We continue to make communication safer through our spam blocking, scam and fraud alerts, this principle of safety reflects in our workplace through our employee policies. The inability to feel safe in both offline and online spaces adversely impacts women’s confidence and hinders their ability to grow and thrive. This year we are urging people to #CallitOut and report harassment to the authorities when you see or experience it. We are bringing together all the key stakeholders like government, law enforcement, civil society, mental health experts, lawyers and survivors to work collaboratively to improve the safety of women and continue our 5 year long effort to minimise harassment. This year, we want to create an environment that allows women to feel safe in society, their workplace and in their online communication. Kanika Mittal, Large Customer Solutions, Lead at Twitter India: I strongly believe that a leader is only as good as his/her team &amp; therefore our path starts with building a team that looks like the amazing people of all backgrounds and abilities who use our service every day. At Twitter, we're on a journey to become the world's most inclusive, diverse, equitable, and accessible tech company — it's key to serving the public conversation. For Inclusion &amp; Diversity strategies to have an impact, leaders along with companies need to ensure that they are tackling systemic challenges and also impacting and nurturing inclusive behavior amongst the team. This requires adapting a new way of thinking and making the right decisions such as becoming more distributed, empowering women employees to share and leverage their unique perspectives and experiences for growth and opportunities. Collectively we’ve got work to do to build a truly inclusive culture across the industry. We’ve made steady progress, and as industry our work doesn’t end <a href="https://twitter.com/hashtag/UntilWeAllBelong?src=hashtag_click">#UntilWeAllBelong</a>. Anika Wadhera, Head of Digital Marketing, Sirona: A supportive work environment is one in which each and every employee can discuss job-related difficulties in confidence and without fear of backlash. Actively showing appreciation to the staff, and encouraging them to exhibit appreciation for each other, is an easy and gratifying way to establish a great working atmosphere. Employees, both male and female, should be taught about ethical behavior and how to create a culture that supports everyone's safety. Although enforcing policies and holding instructional sessions are beneficial, a process or system that promotes power equality in the business can be implemented, reducing the number of unpleasant experiences. My advice to all wonderful women around me will be to ’Take a stand for yourself &amp; be vocal. The world is your oyster.’ We as 21st-century women should focus on creating a network; it may be one of the most powerful factors in our career at any level, whether one is a fresher or a senior leader, just network, network &amp; network. Shradha Agarwal, COO &amp; Strategy Head, Grapes: Women at leadership roles play a very crucial role in the comprehensive growth and development of any organization. They are the true manifestation of sustainable growth. A woman inherently is nurturing and being in a leadership position helps her in cultivating an inclusive work culture with diversity at the core of the organizational structure. This diversity is the precursor of diverse ideas that stimulates creativity and champions for more quality in business operations. Women have a warm and welcoming disposition which enables the organization to develop a much stronger bond and connect with their customers. In any workforce, the major loophole at the very base level is the lack of proper guidance to define the roles and duties to be fulfilled by a person. In order to help them realize their true potential, it is important to first connect with the people. By putting themselves in other’s shoes it becomes easier to understand the situation better and provide a relatable solution. As developing a connection and affinity for people comes naturally to women, in leadership positions they are better able to relate with and understand the pain of their teammates. To get women to join the advertising and marketing industry the mantra is very simple, just make them feel they are making ads for themselves. As women are better listeners and good storytellers, one needs to harness these qualities of women to motivate them to pursue a career in this field. They are better adept at giving a diverse perspective and drawing holistic pictures to a narration. Advertising and marketing is not about selling products, it goes way beyond and is about telling the right story. It is about connecting with the brand rather than the product as the products can be replaced but the brand remains constant. And women love and enjoy such jobs, it is just that we need to tap on this quality of women. Sowmya Iyer, Founder and CEO of DVio Digital: Women have faced more significant economic hardships through the pandemic - disproportionately losing jobs and income. A recent report by LinkedIn shows how Covid-19 has impacted women’s careers. About 85% of women in India have missed out on a promotion because of their gender. Despite the increase in flexibility at work, women’s careers are observed to have been more adversely affected. So, it is safe to say that we are far away from building an inclusive environment for employees of all gender spectrum. Company policies will have to be redefined and relooked at to give women space to work, grow, and balance their careers and Homes. DViO Digital, is an equal opportunity provider. We work towards hiring and promoting our employees based on their merit and not just gender. Our current workforce has a fair divide of 55:45 women to men ratio; a similar trend can be seen in our leadership team, which has a 60:40 ratio (60% women and 40% men), which is not by design but by default. Hence it is safe to say that women are naturally inclined towards the advertising and marketing industry. Tanya Bami - Series Head, Netflix India: The representation of women in entertainment has been increasing with the times and we couldn’t be happier! At Netflix, we are focussed on entertaining the world with authentic stories that are a true reflection of our times and society. Be it Delhi Crime, Aranyak, Masaba Masaba, Yeh Kaali Kaali Ankhein, or our latest series The Fame Game, the characters can be determined, driven, fabulous or flawed.” •Since the beginning of 2020, we have collaborated with over 2400 women creators, talent, and crew on and off screen in India. •Half (15) of our original films and series in 2021 had a woman as the central character. • Netflix has 15+ female forward titles already announced for 2022. Apart from the already released Yeh Kaali Kaali Ankhein, Looop Lapeta and The Fame Game, the upcoming titles include Mai, Monica, O My Darling, Masaba Masaba Season 2, Mismatched Season 2, She Season 2, Fabulous Lives of Bollywood Wives Season 2, The Fame Game, Qala, Plan A Plan B, Khufiya, among others. •In 2021 Netflix worked with nearly 50 women producers, directors or writers (25 women producers and directors + 23 women writers - 2X the women writers in 2020. •In addition, Netflix has worked with incredible women standup comics- Rytasha Rathore, Urooj Ashfaq, Prashasti Singh, Prajakta Koli, Sumukhi Suresh, Mallika Dua, Kaneez Surka and Sumaira Shaikh. •Inclusivity also extends internally to all of us at Netflix as women make up 51.7% of our global workforce, up from 48.7% in 2020. This includes 6.9% growth of women directors and above, totalling 51.1%. Aditi Shrivastava, CEO &amp; Co-Founder, Pocket Aces: It all starts from the top. If there is equality in the mind, it will automatically trickle down to every level within the organization. A few key base rules I always keep in mind: ● Think in terms of equity (not stock options in this case, but what is required to get people to the same level) rather than equality (i.e. providing the exact opportunities to each person) ● Be a true meritocracy ● Even in the most equal households, women are often expected to be the primary caretaker of children or parents, so keep that in mind ● Don’t forget to groom young female talent in the company right from the go by increasing their confidence levels and encouraging them to not be ambivalent about their ambitions and dreams ● Discourage even mildly offensive loose talk / jokes at the workplace ● Have a strong POSH committee in place ● Encourage older male employees / leaders to unlearn from previous “male club” workplaces and see the value their female counterparts can add Overall, be conscious about gender diversity and equity. It won’t happen by chance.

Women in leadership across media, brands and advertising on improving gender representation and retaining women in the workforce

<ul class="summary-list"><li>Women are rapidly rejoining the labor force, boosting the economy.</li><li>A rise in remote and hybrid jobs has allowed many women to seek higher-income roles. </li></ul>Women are rapidly <a target="_blank" href="https://www.businessinsider.com/work-from-home-women-careers-jobs-pandemic-flexibility-gender-equality-2023-7#:~:text=Today%2C%2077.8%25%20of%20women%20between,by%20a%20strong%20economic%20recovery.">rejoining the labor force</a> — and it's a great sign for the economy.Many women were forced to <a target="_blank" href="https://www.businessinsider.com/september-jobs-report-women-labor-force-participation-2020-10">leave their jobs during the pandemic</a>, thanks to <a target="_blank" href="https://www.businessinsider.com/great-resignation-women-pay-gap-quitting-jobs-to-make-more-2022-3">poor market conditions</a> and a <a target="_blank" href="https://www.businessinsider.com/women-are-working-at-record-highs-2023-8">rising need for childcare and older adult care.</a>Recent data from the <a target="_blank" href="https://www.economy.com/getfile?q=C04AA617-DD47-4882-8016-E2E879B89F69&amp;app=download">US Bureau of Labor and Statistics</a>, however, suggests that women are having a major comeback in the workforce. In the US, around 70% of working-age women participated in the labor force in 2020. That number had jumped to 73% at the end of 2023.In fact, the number of women in the workforce has <a target="_blank" href="https://19thnews.org/2023/09/women-back-to-work-pre-covid-employment-levels-surge/">surpassed pre-pandemic levels</a>.The impact of more women in the workforce trickles down into future professional development for women. For example, women in corporate leadership <a target="_blank" href="https://www.ellevest.com/magazine/personal-finance/great-wealth-transfer-survey?utm_campaign=women-wealth?utm_medium=marketing-site?utm_source=hero-banner">are likely to</a> hire other women, contribute to positive <a target="_blank" href="https://www.businessinsider.com/charts-employment-economic-situation-of-women-2022-2">workplace policies</a>, and <a target="_blank" href="https://www.businessinsider.com/women-will-benefit-from-wealth-trends-millennials-boomers-investment-finance2024-3">invest in future generations</a>.An increase in remote and hybrid roles are largely responsible for this workforce growth, a <a target="_blank" href="https://www.economy.com/getfile?q=C04AA617-DD47-4882-8016-E2E879B89F69&amp;app=download">report from Moody's Analytics</a> published in February found. Additionally, <a target="_blank" href="https://www.pewresearch.org/short-reads/2023/03/30/about-a-third-of-us-workers-who-can-work-from-home-do-so-all-the-time/">a survey</a> from Pew Research Center published in March 2023 found that 41% of people with jobs that can be done remotely work on a hybrid schedule.Women, <a target="_blank" href="https://www.businessinsider.com/women-will-benefit-from-wealth-trends-millennials-boomers-investment-finance2024-3">especially millennials</a> with families, are facing financial pressures from the high cost of <a target="_blank" href="https://www.businessinsider.com/high-childcare-costs-in-us-women-workforce-cheapest-countries-kids-2024-2">childcare</a> and <a target="_blank" href="https://www.businessinsider.com/federal-reserve-interest-rate-mortgage-affordable-housing-prices-market-cost-2024-2">housing.</a> Remote jobs also <a target="_blank" href="https://www.businessinsider.com/recession-us-economy-economic-inflation-unemployment-rate-mothers-remote-work-2023-11">offer more flexibility</a>.The amount of women in entry-level, manager, vice president, and C-suite roles all increased between 2015 and 2023, <a target="_blank" href="https://www.economy.com/getfile?q=C04AA617-DD47-4882-8016-E2E879B89F69&amp;app=download">per Moody's</a>, with the number of women in C-suite roles growing by 11%.More women are also turning to <a target="_blank" href="https://www.businessinsider.com/millennial-makes-six-figures-freelancing-remotely-side-hustle-van-life2024-2">freelance</a> and <a target="_blank" href="https://www.businessinsider.com/pandemic-spurs-women-to-choose-flexibility-freelancing-over-office-jobs-2022-12">gig work</a> to maximize their income and lifestyle.The are still fewer women in the labor force than men — 67.9% of men over 25 were <a target="_blank" href="https://www.bls.gov/opub/ted/2023/employment-differences-of-men-and-women-narrow-with-educational-attainment.htm#:~:text=TED%3A%20The%20Economics%20Daily&amp;text=In%202022%2C%2067.9%20percent%20of,smaller%20as%20educational%20attainment%20increases.">employed in 2022</a>, compared to just 55.4% of women — but increased hybrid options are closing the divide. Moody's research identified <a target="_blank" href="https://www.businessinsider.com/inflation-up-how-consumer-price-index-looked-december-2024-1">inflation</a> and <a target="_blank" href="https://www.businessinsider.com/how-much-kids-cost-raising-child-inflation-childcare-tax-exemptions-2024-1">high childcare costs</a> as factors that could risk women's recent labor force success.Still, Moody's research shows that the narrowing of labor force gender gaps since 2019 has added $1.5 trillion to global income. Australia, India, Japan, and the European Union have been leading this growth."A silver lining of the havoc wreaked by the COVID-19 pandemic may be a permanent shift in attitudes towards working that paves the way for more women to actively engage with the labor market," the report said.Are you a woman who has shifted their career, or found success with remote and gig work? Would you be willing to share your experience? Reach out to this reporter at <a target="_blank" href="mailto:allisonkelly@insider.com">allisonkelly@insider.com</a>.

You Searched For "Women workforce India" and got 12 results

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Job creation falls, so does youth participation

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Gig economy is dominated by millennials but women make up for less than a third of the workforce

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Economic Survey 2023-24: Where does India stand on the employment, and what's next?

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Karuna Sharma

The pandemic forced many women to leave their jobs. Hybrid work is bringing them back.

Allie Kelly

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