By Supriti Bezbaruah
It could be astounding to assert that the area may still glance to India as a version of gender equality. India’s banking zone proves the exception, with a number of girls attaining the top positions in India’s most sensible banks, together with the country’s biggest bank.
Based on interviews and surveys of financial institution staff in India’s nationwide Capital sector, this e-book seems at what lies at the back of the media rhetoric and gives a scientific research of styles of, and responses to, gender inequality within the banking zone in India. The booklet uncovers how gender discrimination nonetheless persists within the banking area, albeit in covert varieties. via a comparability of nationalized, Indian inner most and overseas banks, the publication demonstrates how the influence of legislation, neighborhood cultural norms and gendered place of work practices are mediated via various organizational varieties in those forms of banks to create diverse stories of gender inequality.
The e-book is without doubt one of the first books to supply an intensive, in-depth research of women’s employment within the Indian banking area, at present an under-researched area.
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Additional info for Banking on Equality: Women, work and employment in the banking sector in India
The women involved did not view these networks as either powerful or useful, especially in-company networks sponsored or run by HR (Williams, Muller and Kilanski, 2012), and studies question the ability of women’s networks to generate change. Change, however, does not always have to occur through collective action. 7 The term ‘routine’ or ‘everyday resistance’ is hard to define precisely because of its covert nature. It is also difficult to distinguish the concept from other 28 Gender at work workplace behaviour, particularly compliance, coping and misbehaviour, for as Scott (2005: 405) acknowledges: It is no simple matter to determine just where compliance ends and resistance begins, as the circumstances lead many of the poor to clothe their resistance in the public language of conformity.
There were also no popular gathering spots for lunch, as employees either took staggered lunch breaks or had in-house canteens. While bank branches are more public places, even here, it is not possible to simply walk in and approach female employees. Either a security guard or a receptionist asks about the purpose of your visit and then directs you to the relevant counter. Another problem that I encountered was that even when I managed to gain access to the banks, I met with mixed results with the employees.
A common theme running through much of this research is that despite significant progress in reducing the gender gap in labour force participation, gender discrimination remains an indisputable reality of the twenty-first-century workplace. Following from this, explanations for these trends have largely focused on macro-level analyses of labour market inequalities, but recent work has increasingly directed attention to how gender inequalities are reproduced within organizations, at the level of the workplace (Anker, 1998; McDowell, 1999; Walby, 1988).