Indian Journal of Industrial Relations: Economics & Social Dev.

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Talent & Career Issues of Female Executives in the Indian IT Industry


Affiliations
1 Indian Institute of Management Kozhikode, India
2 Hull University, Business School, Hull, United Kingdom

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This article addresses the employment and career issues facing female professionals in an emerging economy context and tries to address the limited gender perspective in Talent Management studies. The study critically examines the extent to which women employees face social and organizational barriers and explores the role of Indian IT organizations in supporting female workforce. Through an exploratory case study research, the authors develop propositions with regards to social and organizational barriers, as also organizational facilitators to enable female talent’s career progression. While social factors such as gender segregation and gender role expectations affect female talent’s career progression, organizational performance appraisal practices and culture could act as barriers to the career progression of female talent.
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Abstract Views: 128




  • Talent & Career Issues of Female Executives in the Indian IT Industry

Abstract Views: 128  | 

Authors

Anindita Paul
Indian Institute of Management Kozhikode, India
Krishnan TN
Indian Institute of Management Kozhikode, India
Hugh Scullion
Hull University, Business School, Hull, United Kingdom

Abstract


This article addresses the employment and career issues facing female professionals in an emerging economy context and tries to address the limited gender perspective in Talent Management studies. The study critically examines the extent to which women employees face social and organizational barriers and explores the role of Indian IT organizations in supporting female workforce. Through an exploratory case study research, the authors develop propositions with regards to social and organizational barriers, as also organizational facilitators to enable female talent’s career progression. While social factors such as gender segregation and gender role expectations affect female talent’s career progression, organizational performance appraisal practices and culture could act as barriers to the career progression of female talent.

References