7 Major Challenges Faced by Women in India

 The core problem that stays in society is the rules set for women, regarding management and behavior. Some of them are challenging as a woman cannot step out at night without a man, this subconsciously only promotes the thought that women are unsafe, and because of this in many households in India, families treat girls differently than boys. Challenges faced by Women in India start from when they are in their mother’s womb till their death. 

Challenges faced by Women in India 

1. Problem Of Molestation:

As we read newspapers, we come to know women are often the prey of rape, sexual harassment, and subjection to child marriage, and when a woman speaks up against any molestation as an act of revenge the harasser throws acid. Young girls are kidnapped due to child trafficking and are forced to grow up in a tougher environment that can even be dangerous. Pointless to mention, women are being abused in public places by bullying, remarking indecently, threatening their human dignity, and eve-teasing. Personality grooming classes and self-defense are very necessary for women to become confident and bold to take a stand for themselves.

2. Dowry- A Never-ending Challenge:

The issue of dowry, in which the girl’s family, has to lend a large amount to the groom’s family, is an old-style and deteriorating problem that still prevails. Due to the helplessness of the bride’s family in providing dowry, many people abandon the girl child and believe in female foeticide. Many girls in villages are also murdered by their own families in the name of honor and their reputation is held back when she chooses to marry the person she loves. The honor killing practice is so dominant and there are no safety rules that can protect a woman. 

3. Racism Faced By Women In Lower Sections Of Society:

Beauty is turning into a problem for women, and so is their skin tone. Fair women, particularly from lower castes and religions, are not good enough, believes society. This has given rise to acid attacks and scarcity of good food, diet, and lifestyle to look less attractive and darker than the fortunate women of their social class. 

Visit: importance of preschool education

4. Discrimination:

Tribal women are crushed to death for witchcraft, an allegation against women who do not cooperate or are incompetent in satisfying men’s needs. Likewise, in villages and rich families, women are tormented for not begetting a male child for the family. Eventually, the female child is killed, resulting in female foeticide. Raising a girl child is regarded as a curse for the girl child will one day leave the family and acquire the practices of another family while the son of the family is expected to carry on the family practices. 

5. Challenges Faced In School:

First of all, there are not sufficient schools, especially for girls in the village areas. As women attain puberty their freedom and right to education are taken away and they are forbidden from going to school. Due to the deficiency in proper sanitation facilities, many women reluctantly drop out of school. Even later when a woman acquires education and a degree and joins the workplace, the problems and issues don’t stop there.

tips for working mothers

6. Challenges In The Workplace:

In many workplaces be it corporate or even in a government office, the power play dynamic is abused and manipulated. Many male seniors take advantage of their juniors and exploit them for pleasure and involve in unlawful activities. 

The best soft skills coach reveals that when it comes to financial segregation, women are not taken into account when deciding the pay. Women’s contribution at the office is underestimated and they are waged far lesser than their male co-workers. When a woman comes into a powerful position, they are often pulled down bypassing negative comments. The deficiency of women representatives in every field creates a space in society and a nation does not progress and grow.

Sexual exploitation at the place of work has been a fear and the me-too movement confirmed it occurs at every level. Women are not nominated to be in power and decision-making roles because they demand men to be threatened by women bosses. The woman's growth in a company is not assessed by her potential or caliber.  

7. Challenges Faced By Widow Women:

Women who happen to be widows and divorcees are forced to feel low in society and are deprived of job openings with unmarried women. In addition, these women are exploited and mistreated for auspices; and are not permitted to participate in or enjoy functions and holidays.  

Visit: disadvantages of agreeableness

These were some of the challenges faced by women in India. In many cases, gender roles are assigned, and how a woman talks, dresses, and wishes to live her life in her way is also decided by somebody who is not a woman but is still supposed to have some sort of power over women. Some rules that women are expected to bear are, that they must be accepted, and they should always cooperate even when they are in an unhappy and unsafe environment. There is no safe room for women to seek help, and they should be trained in all domestic responsibilities. 

8 Major Stages of Succession Planning

Succession planning is an approach for identifying and developing future leaders at your company not just at the top but for major roles at all levels. It helps your business prepare for all emergencies by preparing high-potential workers for development. Here are 8 stages of succession planning process to kick-start your company. 

1. Be Proactive With A Plan:

Sometimes, you will know well in advance if a highly efficient team member is going to leave the company, for example, a planned retirement. But other times, you will be caught unaware by a sudden and potentially confused employee departure. That’s why you need a plan now.

• First, consider all the key responsibilities of your team and answer these two questions:
• What is the everyday impact of X’s position on our company or department?
• If the person currently in X position left, how would that disturb our management?

2. Identify Needs:

If we get to know the key qualifications that impact success, now there is a need to plan where we might lose those skills. So, evaluate and plan the key positions that might become vacant in near future. Think of:

• Which employee is going to retire?
• Which employee is currently pregnant?
• What is your general attrition rate?

You can also take a top-down method in this step, and plan for your whole company’s succession plan beginning from your CEO to executive leadership and further down the organizational chart. 

Visit: benefits of competitiveness

3. Pinpoint Succession Candidates:

Once you have a handle on the rise and fall effect that the departure of certain employees might cause, select team members who could step into those positions.

Question yourself:

• If we were to hire for X position within the team, which employees would be the strongest and most eligible candidates for stepping into this role?
• Would those candidates need to be trained? And, if so, what type of training?

While the evident successor to a role may be the person who is straightaway next in line in the organizational chart, don’t ignore other promising employees. Look for people who exhibit the skills necessary to succeed in higher positions, irrespective of their current titles.

But don’t just imagine you know how people on your team consider their career goals. You may have a few team members on your list for senior management roles, but who is to say they will even be interested in the idea once it is offered to them? If you haven’t already, discussed with these employees how they think about their professional future before making your succession choices.

4. Let Them Know

In private meetings, explain to each apprentice that they are being singled out for positions of growing importance. Bring out an understanding that there are no guarantees, and the situation can change due to circumstances come across by either the company or the succession candidates themselves.

Visit: how to achieve self growth

5. Step Up Professional Development Efforts:

Preferably, you have already been participating in the professional development training of those you select as your succession choices. Now that groundwork needs to be ramped up. Job rotation is the best way to help your applicants acquire additional knowledge and experience. And introducing them to mentors can boost their abilities in the important area of soft skills: The best leaders have a strong command over communication skills and refined interpersonal abilities, such as empathy and diplomacy. Professional personality development classes can also in professional development efforts.

6. Do A Test Run Of Your Succession Plan:

Don’t delay until there is a crisis to test whether an employee has the exact stuff to assume a more advanced role. Have a budding successor assume some responsibilities of a manager who is taking some time off or on a break. The employee will attain some valuable experience and gain the opportunity to shine. And you can evaluate where that person might need some further training and development.

7. Incorporate Your Succession Plan Into Your Hiring Strategy:

Once you have recognized employees as successors for crucial roles in your organization, take note of any talent gaps they would leave behind if recruited. That can help you categorize where to focus your future recruiting efforts.

8. Think About Your Successor:

The best corporate coach of India suggests that when making a succession plan for your organization, keep in mind that your role will someday need backfilling. Maybe you will choose to take advantage of a new opportunity, or you will spend your time and retire from the workforce. So it is important to question yourself, which employee could step into your shoes in the future? And what can you do, starting now, to train that person to prepare for the change?

The employees of your workforce aren’t fixed assets and alterations in your team’s line-up are unavoidable. You may not always be able to expect a treasured employee’s departure from the firm. But through stages of succession planning, you can concrete the way for the continuity so serious to your business’s future.