5 Things Women Want Indian Employers To Implement In 2020

It has roughly been two weeks since International Women’s Day. Two weeks since most corporates put up limited and strategic token gestures of appreciation for the women in their workforce. However, we know that those gestures last only a day and do not reflect the company’s commitment (or lack, thereof) to creating a gender equal workspace. Some women took to Ungender’s Twitter chat to express what they (and most of us) could really use instead.

Mind you though, none of what you read on this list will/should come as a shocker. In fact, these basics have been asked for year after year by women across the world. It might do us some good to think what’s kept them from being achieved.

1) Mind your language

This is an annual reminder to watch what you say. Sexism in the workplace isn’t like COVID19 – it’s neither new nor do people have to struggle to find ways to fix it. All you need to do is put a list of words in the ‘Recycle Bin’ of your head. Words like, ‘emotional’, ‘crazy’, ‘bossy’, and ‘sensitive’ are some of the most often heard and disproportionately used adjectives to describe women and their methods in workspaces. These words come loaded with a pejorative charge. You wouldn’t normally use these words for male colleagues and bosses. These words feed into the bottomless pit of sexism that undermine women’s talents and efforts, and at the same time, reinforce men’s dominant position (by the virtue of their socio-economic and cultural privileges) in the workspace.

2) Menstruation

Just to be on the same page – menstruation is a healthy, biological function of the female reproductive system. It’s roughly five days of blood exiting the vagina (as the uterus sheds its lining) supplemented with varying degrees of discomfort. Cramps, back aches, heavy blood flows, rashes from using sanitary pads – the list could go on. The absolute first step would be for workspaces to acknowledge it happens (with dignity), and thereby, extend empathy and support for those who ask for it. From equipping the workspace with heating pads, pain killers, good quality sanitary napkins in the washrooms to allowing women to take an off during the most difficult days of the period, if they ask for it. It’s also essential to include the men in the conversation. Bring them up to speed on the Do(s) and Don’t(s) when interacting with their female colleagues.

*There is a larger debate on whether period leaves should become part of official leave policies. That’s perhaps for another article. The above suggestions are small steps for employers to begin with.

3) Say ‘ciao’ to ridiculous beauty standards

We’re in 2020. We are not in an episode of Mad Men or Suits. Women, in many workspaces, are subjected to strict dress codes, including diktats on makeup. That’s an issue for two reasons – first, it robs women of agency. They have to conform to arbitrary dress code policies and do not have a say in how they’re made and the space to communicate whether they’re okay with it or not. Secondly, dress codes are often gendered – they are expectations of what a woman should wear and how she should wear it. Yet again, these codes, spoken or unspoken, reinforce gender stereotypes and imposes sexist limits within the workspace. Conventional western formal wear isn’t always the most comfortable nor are heels. The concept of choice, in this context, reigns supreme.

4) A parent friendly office

Two things: spaces for breastfeeding for new mothers, and day care facilities. The former will make it easier for new mothers to transition back to work without having to choose between motherhood and work. Day care facilities will enable both parents or a single parent to take care of their children more effectively. A day care center at or close to the office will solve many logistical nightmares for working parents.

5) Much deserved downtime

Contrary to what employers might want to believe, employees do have a life outside of work and maintaining that life needs time and attention. From getting groceries to dropping the kids off to school or taking the pets to the vet – there’s a lot to be done. Unfortunately, if married women aren’t in equal marriages, the woman has to take care of work and shoulder gendered responsibilities at home. Employers should extend flexible entry-exit hours, and be generous and open to women working-from-home, as and when required. Having said that, everyone could use flexible working conditions. We know it’s not particularly impossible, corona virus has proven it can be easily done.

This is a short but essential to-do list for employers if gender equal workspaces are a priority beyond the eighth of March.