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India’s Tech Industry: Embracing the ‘Hybrid Model’ to Empower and Retain Women Employees

Hybrid Model for Women : Indian Tech Industry (Image: The Diplomatist)

India’s tech industry has witnessed remarkable growth over the years, solidifying its position as a global technology hub. However, one persistent challenge it faces is the underrepresentation of women in its workforce. Despite remarkable progress, the gender gap remains a concern. To address this issue, a forward-looking strategy is needed: the adoption of a ‘hybrid model’ that empowers and retains women employees.

Surveys and reports have suggested that in an integrally patriarchal society, it has been difficult for women to go back to Working from Office, when they have adapted to working from home. The Covid-19 pandemic changed the work module outlook for almost every industry. Several technological advancement and progressive undertakings could not have prepared companies to change what they viewed as workplace. 

Studies and reports have indicated that in a society deeply ingrained with patriarchal norms, women find it challenging to transition back to working from the office after they have become accustomed to remote work. This inclination was evident in Tata Consultancy Services‘ annual report, which highlighted a significant increase in attrition rates among women employees when they were required to return to the office environment.

The ‘hybrid model’ offers a transformative approach to promote gender diversity and inclusivity within the tech industry. By blending remote work and on-site opportunities, companies can create flexible and supportive work environments that cater to women’s needs. Mint had earlier reported, that TCS said more women employees have left India’s top software services company than men in the fiscal year ended 31 March 2023 as its return-to-office policy has led to a “reset of domestic arrangements”.

According to the IWWAGE survey findings, women in the age group of 33-55 years are more inclined towards adopting a hybrid work model. However, it was observed that a majority of women who declined the hybrid option held junior-level positions, with approximately 35% of them choosing to work in-person despite being offered the hybrid alternative. Among the women who had the choice to work in a hybrid manner but still chose to work entirely from the office, most of them stated that they had no caregiving responsibilities or dependencies at home.

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