The batch of PGMPW is a special batch. They go through a rigorous selection process to get to this point and an equally challenging process to decide to apply to this programme in the first place. It has meant starting again after you are comfortable; often it has meant unstinting support from immediate family in the face of questioning glances from a society where patriarchy and one-sided sacrifice are often the norm.
While it is true to say that all these students have taken a break from a formal, full time job in a large corporate organisation, it would be erroneous to say they have taken a break from work. They have worked really hard in the interim; to hold a family together, to manage the expectations of parents and in-laws, to bring a new life into a dynamic world and to practise the selfless affection of parenthood. In the process they have learned management in the school of real life; managing people with different perspectives, managing time, managing their own insecurities, and doing all of this while keeping a family together in a world where attention spans are lower and traditional bonds are weaker.
Global research and our own primary research suggests that a family-work paradox often causes women to take a break from their careers, leading to a shrinking talent pipeline of women leaders in organisations. Studies have reported that the percentage of women in India who drop out of white collar jobs by the time they come to mid-career is as high as about 48% compared to an Asian average of 21%.
At the same time a visible shift is taking place in the way organisations are looking at women's participation in the workforce. There is a growing focus on improving gender balance at all levels of management in corporate India.
Prof. Vineeta Dwivedi, Associate Programme Head, PGMPW
Prof. Sajili Shirodkar, Associate Programme Head, PGMPW
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PGMPW – Meeting an Imperative Need
Statistics show that a large number of talented women drop out of the workforce at an early to mid-career stage. This exit by women is often voluntary at a particular life stage. (McKinsey Global Institute Report 2015)
Substantial research indicates that women in senior leadership positions significantly enhance business outcomes
Women, as representatives of the largest emerging global market, bring valuable perspectives to the table.
In the face of a critical shortage of employment-ready talent, India's business leaders are increasingly looking to women as a crucial untapped economic engine...
From "IndiaInc.: From Intention to Impact", Sep.2015, a report by Catalyst, a non-profit with a mission to accelerate progress for women through workplace inclusion.