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<ul><li>Co-founder Alan Mamedi reveals his expansion plan in India, in an exclusive chat with Business Insider. </li><li>The Stockholm, Sweden-based startup is looking to increase its staff strength by 50% in India. </li><li>Jobs are likely to be in the team working on Truecaller Pay and the one working on machine learning models.</li></ul>Sweden-based Truecaller is looking to expand its India operations, co-founder Alan Mamedi told Business Insider in an exclusive interview. “We are around a 100 people here, we are going to grow it another 50% this year,” Mamedi said. One of the roles is that of product manager for its subscription product. India is the biggest market for Truecaller. “70% of all our users are in India,” according to Mamedi. The app <a href="https://tech.economictimes.indiatimes.com/news/mobile/truecaller-crosses-100m-daily-active-users-mark-in-india/68081542">recently</a> crossed the 100 million mark in India for daily active users. Truecaller, which started out as an application for caller identification in 2009, is today a player in payments too. New features added last year allow users to pay bills and send money directly to people on the contact list. The company, headquartered in Stockholm, will also sell start selling loans to small businesses later this year. And it needs techies to build those products. “We want to make sure that we continue to add more services connected to transactions on the Truecaller pay product,” Mamedi said. Truecaller is also looking to add its team that is working on machine learning models. For instance, how to identify a spammer at the first call itself. “Obviously, we think that there is high growth potential. Hence, we have invested in building operations here,” he said. And the 34-year old Mamedi is investing in engineers for now, not cash backs.

Truecaller is looking to hire 50 techies at its Bengaluru office

<ul><li>Recording calls is essential for those who keep a record of their conversations.</li><li>While <keyword id="12488526" type="General" weightage="20" keywordseo="recording-calls-on-Android" source="Orion">recording calls on Android</keyword> is easy, it is trickier to record them on iPhones.</li><li>In this article, we explore how to use Truecaller and Rev call recorder to record calls on Android and iOS phones.</li></ul>Recording calls helps users keep a record of their conversations and it is also important for reporters to record interviews and other ‘on the record’ statements. While there are plenty of phones that natively allow you to record both incoming and outgoing calls on Android OS, it’s trickier while using iPhones as Apple doesn’t allow native recording of calls. In this article, we will explore how you can use the Truecaller app for recording calls on an Android phone and using free applications such as Rev call recorder on an iPhone. While <a href="https://www.businessinsider.in/tech/how-to-record-a-phone-call-on-your-iphone-using-third-party-apps/articleshow/68414525.cms">Google Voice</a> allows you to record incoming calls on iPhone, you will need to use dedicated apps for recording outgoing calls. <cmsannotation type="cmsannotation" annotationid="Here’s how to use the Truecaller app to record incoming and outgoing calls." comment="subhead" text="Here’s how to use the Truecaller app to record incoming and outgoing calls.">Here’s how to use the Truecaller app to record incoming and outgoing calls.</cmsannotation> Truecaller is rolling out a feature for its Android users that will allow users to record, save and access calls from their phones. Since the feature is currently in the rollout phase, it may take some time before you receive this feature. Once you receive it, here’s how to enable it. <ul><li>First grant accessibility permission to record calls by going to Settings and then tapping Accessibility.</li><li>You can record calls by going to the Truecaller app and tapping the record button from the Caller ID screen when you make or receive a call.</li><li>You can disable this feature by tapping on the hamburger menu and going to ‘Call recordings’ and turning it off.</li></ul>You can access the recordings in the Truecaller app even without internet connections. The recordings can also be accessed from the File Manager. You could also share the recording with your contacts directly from the app. <cmsannotation type="cmsannotation" annotationid="Here’s how to use the Rev call recorder app on iPhone to record calls." comment="subhead" text="Here’s how to use the Rev call recorder app on iPhone to record calls.">Here’s how to use the Rev call recorder app on iPhone to record calls.</cmsannotation> On an iPhone, it is difficult to directly record calls, so the applications use three-way conference calls, either incoming or outgoing, to record them. The recording line is the third caller and it is first dialled using the app and then merged with the existing call. On iPhone, you can use the <a href="https://apps.apple.com/us/app/id1314427915">Rev call recorder</a> app, which is free, to record both incoming and outgoing calls. Follow the steps below to record the calls. <ul><li>Open the app and tap on the green “start recorded call” button.</li><li>Select whether it is an incoming or outgoing call.</li><li>Enter the number you want to call and press “call” to first connect with Rev’s call recorder when prompted.</li><li>Press “call” again to dial your number.</li><li>After your call connects, you can merge the calls to begin recording. </li></ul>You can then access your recorded calls in the Conversations section of the Rev call recorder app. There are other apps like <a href="https://apps.apple.com/us/app/tapeacall-pro-call-recorder/id577499909">TapeACall Pro</a> and <a href="https://apps.apple.com/us/app/call-recorder-pro-record-phone-calls-for-iphone/id644933412">Call Recorder Pro</a>, but they charge for call recording services. Always ask for permission before you record a call as in some countries it is illegal to record calls and could land you in trouble if you record calls without consent. SEE ALSO: <a href="https://www.businessinsider.in/tech/news/hackers-are-stealing-two-factor-authentication-codes-by-using-voice-bots-that-sound-authentic/articleshow/87579105.cms">Hackers are stealing two-factor authentication codes by using voice bots that sound authentic</a> <a href="https://www.businessinsider.in/tech/enterprise/news/apple-hires-another-tesla-executive-for-its-self-driving-car-project/articleshow/87580315.cms">Apple reportedly hires Tesla’s autopilot software director for its self-driving car project</a> <a href="https://www.businessinsider.in/tech/apps/news/whatsapp-may-soon-introduce-communities-offer-more-control-to-admins/articleshow/87578101.cms">WhatsApp may soon introduce Communities, offer more control to admins</a>

Here’s how to record calls on Android devices and iPhones

New Delhi, June 8 (IANS) Google Cloud on Monday announced to appoint global Cloud data services company NetApp veteran Anil Valluri as Senior Director for Google Cloud in India. Valluri would help Google Cloud deepen customer engagement, expand on its strategic partnerships and deliver advanced solutions to help companies in India accelerate their data-led innovation. "Valluri has led some of the biggest technology MNCs in India and his experience will be invaluable as we continue our charter to help companies solve their most complex business and technology challenges," Karan Bajwa, Managing Director, Google Cloud India, said in a statement. Google Cloud has a rich list of customers in India, including Dr Reddy's Laboratories, Indiamart, Hero Motocorp, ICICI Prudential, L&amp;T Finance, LIC HFL, Manipal Hospitals, OYO Hotels and Homes, Truecaller, Wipro and others. In March, the company announced plans to expand its presence in India by launching a cloud region in Delhi, adding to its Mumbai region which was opened in 2017. "Cloud is the next big transition in the technology industry and Google has been making major strides in this space. I'm excited for this new opportunity to help businesses of all sizes in India succeed in this rapidly digitizing economy," said Valluri. Valluri who last worked as President of India and SAARC operations for NetApp has spearheaded numerous technology transitions in India for customers across banking, telecommunications, public sector and manufacturing. Prior to NetApp, he was with Artiman Ventures, a Bay-area based venture capital firm that specializes in white-space investments as their Entrepreneur-in-Residence, as well as Vice President and Managing Director for Sun Microsystems in India. --IANS na/

Google Cloud India hires NetApp veteran Anil Valluri

<ul><li>In the wake of lockdowns due to <keyword id="1754604" type="PERSON" weightage="20" keywordseo="coronavirus">Coronavirus</keyword>, online training platform <keyword id="1998561" type="PERSON" weightage="20" keywordseo="Internshala">Internshala</keyword> launched ‘Grand Summer Internship Fair 2020’ with over 600 work from home internship opportunities. </li><li>According to Internshala, the highest stipend being offered is ₹75,000. </li><li>The applications will be open from March 28 to March 31. </li><li>College students and recent graduates can apply for internships at OnePlus, Capgemini, Xiaomi, TikTok, Truecaller, Hyatt and more.</li></ul>In the wake of lockdown due to Coronavirus, online training platform Internshala launched ‘<a href="https://internshala.com/the-grand-summer-internship-fair">Grand Summer Internship Fair 2020</a>’ with over 600 work-from-home internship opportunities. In fact, all of these internships will include a stipend, varying as per the skills and demand. According to Internshala, the highest stipend being offered is ₹75,000. The applications will be open from March 28 to March 31. “This year, when India is facing the unfortunate pandemic of COVID-19, we have brought over 600 work-from-home internship opportunities for the students. These internships will ensure that the students can be hired through online modes and can work from the safety of their homes,” said Sarvesh Agrawal, founder and CEO of Internshala. “I have seen several posts from students who have lost their earlier secured summer internships due to Covid-19. This initiative will help them,” he said on LinkedIn. In addition, the online internship fair will also offer full-time office internships and those with a job offer. This includes internships in domains like web development, social media marketing, content writing, business development, and more. The durations for these internships will be anywhere between one month to six months. College students and recent graduates can apply for internships at OnePlus, Capgemini, Xiaomi, TikTok, Truecaller, Hyatt and more. “Through the summer internship fairs, we have been able to reinforce our mission of bringing meaningful internship opportunities closer to the students of India. In the past decade, internships have become the sought-after learning opportunities among the students of India — to polish their skills, learn new skills, and earn practical experience,” Agrawal added. Students can apply to more than one internship, depending on the eligibility criteria. See also: <a href="https://www.businessinsider.in/india/news/india-can-double-coronavirus-test-kits-to-200000-in-a-week-thanks-to-pune-based-mylabs/articleshow/74787231.cms">India can double coronavirus test kits to 200,000 in a week, thanks to Pune-based Mylabs</a> <a href="https://www.businessinsider.in/india/news/24th-march-morning-full-lockdown-coronavirus-news-and-updates/articleshow/74785613.cms">India goes into a full lockdown after 538 confirmed cases: 37 recovered and 9 dead</a>

Intern from home and earn as much as ₹75,000 at Capgemini, OnePlus and more

<ul><li>Google today announced the appointment of <keyword id="1680548" type="PERSON" weightage="20" keywordseo="Anil-Bhansali">Anil Bhansali</keyword> as the VP of Engineering for <keyword id="691847" type="PERSON" weightage="20" keywordseo="Google-Cloud">Google Cloud</keyword> in India.</li><li>Bhansali comes in at Google after a 28-year stint at Microsoft, where he was last the Corporate Vice President of their Azure cloud division. </li><li>Google has been expanding its cloud offering in India. In March 2020, Google announced that it was adding a second region to its Google Cloud Platform in India.</li></ul>Google today announced the appointment of Anil Bhansali as the Vice President of Engineering for Google Cloud in India. Bhansali comes in at Google after a 28-year stint at Microsoft, where he was last the Corporate Vice President of their Azure cloud division. Bhansali was also the India site head for the research and development of Azure. He also led the engineering efforts of Microsoft’s Office, Search, and Windows divisions. “Product innovation that enables digital transformation sits right at the core of Google Cloud’s mission. We’re very excited that Anil Bhansali has joined Google Cloud to help grow and scale our software development support efforts in India so we can continue expanding and advancing Google Cloud services that are used by customers in more than 150 countries worldwide,” Amit Zavery, Vice President, Engineering, Google LLC said on the appointment. Google has been expanding its cloud offering in India. In March 2020, Google announced that it was adding a second region to its Google Cloud Platform (GCP) in India. After Mumbai, it opened a Delhi cloud region. “GCP regions are the cornerstone of our cloud infrastructure, and they enable customers such as L&amp;T Finance, Manipal Hospital Group, Reliance Mutual Fund, Royal Enfield, TechMahindra, Truecaller, and many more to deliver high performing, secure, low latency, cloud-based services to their users, no matter where they are around the world,” the company had said in a statement. Google competes with <keyword id="1033762" type="ORGANIZATION" weightage="20" keywordseo="Microsoft-Azure">Microsoft Azure</keyword> and Amazon Web Services in the cloud business. However, in India, Google’s cloud business falls behind its two competitors. Ashutosh Sharma, Vice President and Research Director, Forrester, told IANS in July 2019 that AWS had the first-mover advantage, while Microsoft has the advantage of having more clients globally as well. "This is one of the key reasons why they hired Thomas Kurien (an Oracle veteran) to run their enterprise business. Google also suffers from a brand disadvantage when it comes to it being an enterprise IT vendor. They are considered providers of very niche services unlike AWS and Microsoft," Sharma told IANS. See Also: <a href="https://www.businessinsider.in/business/corporates/news/hiring-at-infosys-and-tech-mahindra-is-down-40-in-line-with-the-trend-in-top-five-it-firms-and-its-not-just-because-of-covid-19/articleshow/75669358.cms">Hiring at Infosys and Tech Mahindra is down 40% in line with the trend in top five IT firms⁠— and it's not just because of COVID-19</a>

Google ropes in the India research head at Microsoft Azure's cloud division

<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><li>As of April 29, there are 18 million active Covid cases in India.</li><li>To help our country grapple with the second wave of Coronavirus pandemic, many brands have stepped forward to do their bit.</li><li>Apart from financial aid, there’s another powerful tool that brands can use today -- advertising. It can influence consumers to act and remind them that we are in this together.</li><li>We reached out to experts to understand how should a brand use its marketing tools today: should they halt their advertising to give consumers space or launch empathetic campaigns as a reminder of togetherness and better tomorrow.</li></ul>As we stepped into 2021, consumers were hopeful about their lives returning back to normalcy. There was hope and enthusiasm for a better tomorrow. We were almost towards the end of it. Consumer sentiment also picked up with the announcement of India’s biggest sporting event IPL and advertisers were optimistic about bouncing back to normalcy. Advertising agencies worked on IPL pitches for months, risked their lives to execute them and even started thinking about campaigns for Mother’s Day. However, the country now is in the midst of one of the worst calamities it has faced in recent times. Our country’s healthcare system and our brave healthcare workers continue to be under tremendous pressure. It has impacted our mental health because we are living in constant fear of us or someone close to us contracting the virus. People are either mourning someone’s loss or dealing with the anxiety that they might have to, soon. Despite the despondency in the air, citizens have taken it upon themselves to help each other out. Many brands and organisations have also come to our rescue. They are using their social media reach to amplify requests for hospitals beds and oxygen supply. They have also donated money to government bodies and NGOs. There’s another powerful tool that brands can use today -- advertising. It can influence consumers to act. Apart from facing the truth of what’s happening around us, we need empathy and kindness to get through this tough phase. It is only in socially-distanced unity and togetherness that we can find courage to face the reality. Consumers also need compassion, more than ever today. They need brands they follow to set an example and encourage them. Afterall, they are a huge part of our country. Many brands, however, have chosen silence to give their consumers enough space to heal. A few are using their social media to help everyone out -- left, right and centre. Some have chosen to focus on the fact that consumers still need products and services to survive and have continued advertising like nothing has changed. At the same time, these ads remind us of good, old days and serve as a great escape from the grim reality. So, we reached out to experts to understand how should a brand use its marketing tools today. Here is what they had to say: <cmsannotation type="cmsannotation" annotationid="Karthik Srinivasan, Social Media Expert and Independent Brand Consultant:" text="Karthik Srinivasan, Social Media Expert and Independent Brand Consultant:">Karthik Srinivasan, Social Media Expert and Independent Brand Consultant:</cmsannotation> I would say that silence is definitely not the best way for brands now. It could be construed as disinterest or worse, callousness. A better way could be one of the two, or both, depending on the size and scale of the brand. 1. Make yourself directly useful - use your reach: Brands have media budgets, social handles with a sizable following, and access to media. They could put this to good use by helping in the coordination of essential medical supplies including oxygen. This would take time, effort, and coordination, but it would also be a visible example of the brand trying to help as against one donation done once and announced. This is particularly useful for brands that cannot reposition their own products/services as a way to help people manage their lives during a pandemic. For instance, a movie production house. Or a fashion brand. Or a Cola brand. Or IPL teams. 2. Make yourself indirectly useful - use your product/service context: This is useful for brands that can reposition their own products/services as a way to help people manage their lives during a pandemic. For example, a book retailer (or an audiobooks retailer, like Audible) could make a selection of their repertoire free/cheaper and pick those titles that can calm minds, or those that can help engage children (helping the parents who are recuperating). Or a retailer or producer of audio equipment could become a curator of calming music, podcasts, or audiobook titles. This way, they are not selling their products, but merely making them a backdrop to a far more contextually useful curation effort that is related to their category. Or food brands that could help offer recipes to gradually overcome the loss of sense of taste and smell. <div type="twitter" handle="beastoftraal" handlename="Karthik" image="http://pbs.twimg.com/profile_images/1140493276316745734/WH-6N17h_normal.jpg" favoritecount="8" retweetcount="2" status="Nice idea - &quot;A cook book to inspire those experiencing changes in taste and smell as a result of Covid&quot; (free digit… https://t.co/UU5s258eOf" createdat="1619440585000" id="1386660436552994821"></div> It is important that brands do not force-fit or contort themselves to become relevant within the COVID-19 context - that would be seen through and exposed very soon, and backfire badly. The connection has to be entirely natural and more importantly, purposeful. <cmsannotation type="cmsannotation" annotationid="Lloyd Mathias, Business Strategist, Investor and former APAC Marketing head of HP:" text="Lloyd Mathias, Business Strategist, Investor and former APAC Marketing head of HP:">Lloyd Mathias, Business Strategist, Investor and former APAC Marketing head of HP:</cmsannotation> I think a brand cannot completely isolate themselves from the reality on the ground. Given the grim situation because of the Covid surge, it is appropriate that commercial objectives take a back seat and a brand communicates sensitively. Staying silent is a safe and acceptable strategy but if a brand can help people cope in any way appropriate, this will be a good time to do so. This could mean using the brand’s assets – communication spends or social media assets to communicate help messages or using logistical resources to move healthcare related equipment. These need to be devoid of any commercial motive or seem like virtue signalling. So staying sensitive to large humanitarian tragedy is paramount. Also, collaborating with a competitor on any social project would seem like a mature and positive thing to do. Many fondly remember Nike’s support to the Back Lives Matter movement when they said ‘For once, don't do it.’ Seeing this heartfelt message, Adidas shared the sentiment saying together we can move forward and change. This worked wonderfully for both brands. <cmsannotation type="cmsannotation" annotationid="Vani Gupta Dandia, Founder, CherryPeachPlum Growth:" text="Vani Gupta Dandia, Founder, CherryPeachPlum Growth:">Vani Gupta Dandia, Founder, CherryPeachPlum Growth:</cmsannotation> What can brands do in all of this crying chaos? Quite simply help, for no other reason, but for humanitarian reasons. Corporates can respond in one of three ways: 1) Support the efforts to fight the virus directly e.g. by providing infrastructure (ambulances, cold chains for supply chain management), volunteers, disseminating information on hygiene protocols etc. Last few days, for example, OYO has converted its rooms into isolation centres. Can an Airtel or a Truecaller take on the task of separating fake vs real/verified numbers amidst the zillion different covid related forwards? Can a company set up a leasing system of oxygen concentrators? Patients need one for only a few hours, at best a few days. Why don't we have them available on hire? Saves consumers money and lives, while those who lease can actually make more money than through a single sale. Can some company come forward to set this up? 2) Providing support to those impacted by the pandemic e.g., smartphones to students for online learning, community food kitchens in slum areas to support daily wage labourers etc; and 3) Helping NGOs e.g. Give India by providing cash and expertise. Will it reap any benefit on brand equity or more sales later... Who knows? But my bet is it will! People are hungry for stories of good amidst this grim desperation. And one great way of standing out just now is to simply come forward with courage and say "Screw strategy, let's help where we can.” It's war -- just of a different kind. Not all good work by companies need be categorised as 'purpose-driven' or 'CSR'. When brands stand up at such times people remember. It doesn't need to have any link at all with the brand proposition. But I see that there is an ongoing debate on whether IPL should be pulled down, given the gravity of the ongoing crisis. I don't see why it shouldn't go on. All of us as consumers need to keep our sanity too - and cricket is a welcome distraction. And because we're watching cricket, advertisers will continue to sell their wares - and I don't see why not. Normal life also must go on to the extent possible. Lives and livelihoods both matter. <cmsannotation type="cmsannotation" annotationid="Ronita Mitra, Founder and Chief Strategist, Brand Eagle Consulting:" text="Ronita Mitra, Founder and Chief Strategist, Brand Eagle Consulting:">Ronita Mitra, Founder and Chief Strategist, Brand Eagle Consulting:</cmsannotation> While we are faced with a large scale and challenging humanitarian crisis, corporates and brands, as responsible citizens, should consider contributing actively in order to alleviate the situation. This phase is not about advertising products and services unless it is for a new category which needs immediate awareness building. Actions, especially empathetic ones, that contribute towards bettering the lives of people during these challenging times, will have far more meaningful impact than mere communication. Corporates have the clout to make a significant impact and they should consider diverting their CSR funds towards helping citizens in various possible ways - be it funding supply of medical products, food for the lower socio-economic classes who are impacted by the lockdowns, education for children who have been impacted by the inadequate infrastructure at home, facilitating vaccination for those who are not adept with the systems, and much more. Brands can use social media and other media platforms to communicate the same. Meaningful actions during these times will have a memorable impact on the consumer psyche too and will help strengthen consumer connect in the long term more than anything else now. <cmsannotation type="cmsannotation" annotationid="Harish Bijoor, Brand-strategy specialist &amp; Founder, Harish Bijoor Consults Inc:" text="Harish Bijoor, Brand-strategy specialist &amp; Founder, Harish Bijoor Consults Inc:">Harish Bijoor, Brand-strategy specialist &amp; Founder, Harish Bijoor Consults Inc:</cmsannotation> In moments such as these, very very tough times when fear and chaos is the norm, I do recommend a dignified brand silence. Brands must not add to the clutter of personal communication. Staying away from the melee of tumult is a good thing brands with commerce on their minds can do. At least for now. <div type="Article" hostid="261" msid="82260905" title="From CRED to Google, here’s how brands are helping India fight against COVID-19" mstype="2" mssubtype="0"></div>

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