As we wrap up the Part 1 of our #BalancingtheScale series, our concluding post delves into some of the solutions listed in Dasra's report 'An Unbalanced Scale: Exploring the Female Leadership Gap in India’s Healthcare Sector', highlighting the pathway for women to navigate the #leadershiplabyrinth. Addressing ingrained beliefs and challenges in women's leadership in #healthcare requires holistic solutions. Lasting change demands both #organizational and #policy-level interventions. Organizational Strategies focus on actions that individual organizations can take to foster women's leadership, including strategies such as: #Recruitment: Design bias-free processes with diverse interview panels and broaden candidate pools. #Retention: Ensure workplace safety with robust grievance mechanisms, enforce strict anti-harassment policies, and provide flexible work options. #Advancement: Support smooth reintegration after career breaks, offer tailored skill development, mentorship programs, and create internal job boards to address underrepresentation. Policy-Level Solutions involve broader, systemic changes driven by government and industry bodies, including strategies such as: #LegislativeMandates: Enforce gender diversity quotas, transparency regulations, and promote diversity through public commitments. #Incentives: Use government-backed initiatives to reward diversity efforts and highlight organizations excelling in women’s empowerment. #Reforms: Implement legal reforms like gender equality indexes and wage equality audits. Creating lasting change requires challenging the #statusquo and fostering #collaboration between organizations, governments, and industry associations. Thank you for joining us on the journey through #Part1 of the #BalancingtheScale series. Stay tuned as we continue to explore key insights and data on advancing women’s leadership in other parts. Do let us know in the comments if there are some interesting articles or reports that you'd like us to analyze! Read the full report here: https://lnkd.in/gju9eStx or you can download it from below as well. Yamini Atmavilas Shailja Mehta Nandika Kumari Gauri Sanghi Roshni Mukherji Epcita Shukla Anamika Misra Rinee Rajeev #BalancingtheScale #Womeninleadership #healthcare #privatesector #Thrivethroughequity
About us
A pioneering cross-sector, multi stakeholder alliance, aiming to impact the lives of 10 million girls and women across India. The Alliance, anchored by Dasra, brings together key players to promote women and girls’ leadership with the aim to integrate efforts across business, philanthropy and development. Our mission is to build a strong knowledge base, channel increased & improved resources, and encourage better collaboration among key actors.
- Industry
- Non-profit Organizations
- Company size
- 51-200 employees
- Type
- Nonprofit
Updates
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WomenLead India Alliance reposted this
Our report at Dasra, 'An Unbalanced Scale: Exploring the Female Leadership Gap in India’s Healthcare Sector,' has surfaced some powerful insights. One that particularly stood out to me is the issue of #survivorshipbias - where women who reach leadership positions often attribute their success solely to personal merit or capability, downplaying systematic barriers that women largely face to reach #leadershippositions. This highlights the deeply ingrained patriarchal programming that continues to shape our perceptions of success. Breaking down these barriers and belief systems demands a collective and sustained effort to reshape the cultural and socio-political fabric. Follow our #BalancingtheScale series on WomenLead India Alliance, where we explore the data, insights, and key findings on the unique challenges and opportunities in women’s leadership journeys. Each post offers fresh perspectives on overcoming obstacles and finding pathways to leadership.
Limiting beliefs create #barriers that block women’s path to #leadership. In part 2 of #BalancingtheScale series, we explore the #keybeliefs hindering women from advancing in healthcare leadership drawing from Dasra's "An Unbalanced Scale report" #Belief 1: #Stereotypes and #Biases – A major hurdle is the persistent stereotype questioning women’s commitment and effectiveness in leadership. Rooted in the undervaluation of caregiving roles, these bias limits women’s opportunities and perpetuate a lack of role models and mentorship for future leaders. #Belief 2: #RigidRoles and #WorkCultures – Traditional healthcare roles with unpredictable hours, travel, and physical demands discourage women from advancing. The lack of flexible work arrangements and re-entry programs further impedes their career momentum, especially during life transitions like motherhood or caregiving. #Belief 3: #ProfitabilityMyths – The belief that diversity initiatives don’t contribute to the bottom line leads many organizations to neglect gender equity in leadership. Despite research showing diverse leadership drives innovation and profitability, reluctance to invest in women’s development persists. These limiting beliefs result in #behaviors that shape workplace culture and leadership dynamics, reinforcing the barriers women face. Additionally, #inadequatesafety and #genderinsensitive policies in sales and operational roles create hostile environments that deter women from leadership tracks. An important insight is the emergence of “#survivorshipbias” when women reach leadership positions. Many successful women attribute their achievements solely to personal effort, unintentionally downplaying the systemic barriers others still face, which creates a lack of empathy for those navigating these challenges. Overcoming these barriers requires more than policy changes—it demands a cultural shift, the dismantling of stereotypes, and environments where women can thrive. Stay tuned for our next post, where we explore strategies to drive change and build inclusive leadership pipelines! #BalacingtheScale #Barriers #WomeninLeadership #Thrivethroughequity #Healthcaretransformation Yamini Atmavilas Shailja Mehta Nandika Kumari Gauri Sanghi Roshni Mukherji Anamika Misra Epcita Shukla Rinee Rajeev
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WomenLead India Alliance reposted this
Limiting beliefs create barriers that block women’s path to #leadership. In the part 2 of #BalacningtheScale series by WomenLead India Alliance, we explore the key beliefs hindering women from advancing in healthcare leadership, drawing from our report, An Unbalanced Scale: Exploring the Female Leadership Gap in India’s Healthcare Sector' Follow our #BalancingtheScale series on WomenLead India Alliance, where we delve into the data, insights, and pivotal reports revealing the unique challenges and opportunities in the leadership journey for women. Each segment offers valuable perspectives on the obstacles and pathways to success.
Limiting beliefs create #barriers that block women’s path to #leadership. In part 2 of #BalancingtheScale series, we explore the #keybeliefs hindering women from advancing in healthcare leadership drawing from Dasra's "An Unbalanced Scale report" #Belief 1: #Stereotypes and #Biases – A major hurdle is the persistent stereotype questioning women’s commitment and effectiveness in leadership. Rooted in the undervaluation of caregiving roles, these bias limits women’s opportunities and perpetuate a lack of role models and mentorship for future leaders. #Belief 2: #RigidRoles and #WorkCultures – Traditional healthcare roles with unpredictable hours, travel, and physical demands discourage women from advancing. The lack of flexible work arrangements and re-entry programs further impedes their career momentum, especially during life transitions like motherhood or caregiving. #Belief 3: #ProfitabilityMyths – The belief that diversity initiatives don’t contribute to the bottom line leads many organizations to neglect gender equity in leadership. Despite research showing diverse leadership drives innovation and profitability, reluctance to invest in women’s development persists. These limiting beliefs result in #behaviors that shape workplace culture and leadership dynamics, reinforcing the barriers women face. Additionally, #inadequatesafety and #genderinsensitive policies in sales and operational roles create hostile environments that deter women from leadership tracks. An important insight is the emergence of “#survivorshipbias” when women reach leadership positions. Many successful women attribute their achievements solely to personal effort, unintentionally downplaying the systemic barriers others still face, which creates a lack of empathy for those navigating these challenges. Overcoming these barriers requires more than policy changes—it demands a cultural shift, the dismantling of stereotypes, and environments where women can thrive. Stay tuned for our next post, where we explore strategies to drive change and build inclusive leadership pipelines! #BalacingtheScale #Barriers #WomeninLeadership #Thrivethroughequity #Healthcaretransformation Yamini Atmavilas Shailja Mehta Nandika Kumari Gauri Sanghi Roshni Mukherji Anamika Misra Epcita Shukla Rinee Rajeev
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Limiting beliefs create #barriers that block women’s path to #leadership. In part 2 of #BalancingtheScale series, we explore the #keybeliefs hindering women from advancing in healthcare leadership drawing from Dasra's "An Unbalanced Scale report" #Belief 1: #Stereotypes and #Biases – A major hurdle is the persistent stereotype questioning women’s commitment and effectiveness in leadership. Rooted in the undervaluation of caregiving roles, these bias limits women’s opportunities and perpetuate a lack of role models and mentorship for future leaders. #Belief 2: #RigidRoles and #WorkCultures – Traditional healthcare roles with unpredictable hours, travel, and physical demands discourage women from advancing. The lack of flexible work arrangements and re-entry programs further impedes their career momentum, especially during life transitions like motherhood or caregiving. #Belief 3: #ProfitabilityMyths – The belief that diversity initiatives don’t contribute to the bottom line leads many organizations to neglect gender equity in leadership. Despite research showing diverse leadership drives innovation and profitability, reluctance to invest in women’s development persists. These limiting beliefs result in #behaviors that shape workplace culture and leadership dynamics, reinforcing the barriers women face. Additionally, #inadequatesafety and #genderinsensitive policies in sales and operational roles create hostile environments that deter women from leadership tracks. An important insight is the emergence of “#survivorshipbias” when women reach leadership positions. Many successful women attribute their achievements solely to personal effort, unintentionally downplaying the systemic barriers others still face, which creates a lack of empathy for those navigating these challenges. Overcoming these barriers requires more than policy changes—it demands a cultural shift, the dismantling of stereotypes, and environments where women can thrive. Stay tuned for our next post, where we explore strategies to drive change and build inclusive leadership pipelines! #BalacingtheScale #Barriers #WomeninLeadership #Thrivethroughequity #Healthcaretransformation Yamini Atmavilas Shailja Mehta Nandika Kumari Gauri Sanghi Roshni Mukherji Anamika Misra Epcita Shukla Rinee Rajeev
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WomenLead India Alliance reposted this
Super excited to see Dasra's #BalancingtheScale Series being launch. This is a culmination of a lot of mindful effort and thought from us, for the sector, ensuring we jointly move towards a gender equitable future!
We’re excited to launch the #BalancingtheScale series where we delve into interesting findings, data, insights from pivotal reports and research revealing the unique challenges and opportunities in the #leadershipjourney for #women. For the #part1 of our series, we kick-off with exploring #findings from the #report “An Unbalanced Scale: Exploring the Female Leadership Gap in India’s Healthcare Sector” report, a collaborative effort led by us at Dasra. #Globally, women make up 67% of the health and social care workforce across public and private spheres yet hold just 25% of senior roles and a mere 5% of leadership positions. In #India, while women represent 29% of doctors and 80% of nurses, they occupy only 18% of leadership roles—earning 34% less than their male counterparts. By #2030, India’s private healthcare sector is expected to 6.3 million additional jobs and 40,000 new leadership positions. Dasra is working on figuring out how we can ensure women get fair representation, given the ‘leaky pipeline’ phenomenon in this highly feminized sector: 🔹 High Representation, Low Leadership: In private hospitals, women make up over 50% of the workforce yet hold only 27.5% of leadership positions. 🔹 Low Representation, Low Leadership: In sub-sectors like pharma & biotech, women make up just 8% of the workforce and hold only 7.5% of leadership roles. 🔹 Diagnostics sub-sector: Women account for 30% of staff but hold just 15-25% of leadership roles. 🔹 Health Tech sub-sector: Women represent 30-40% of the workforce, but only 10-30% in leadership. What's stopping women from breaking through? #Staytuned for our next post as we explore the #barriers and #opportunities for #womeninleadership in #healthcare. For more in-depth insights and findings, you can dive into “An Unbalanced Scale: Exploring the Female Leadership Gap in India’s Healthcare Sector”, a report which examines women's leadership and participation in the private healthcare sector: https://lnkd.in/gju9eStx #BalacingtheScale #WomeninLeadership #Thrivethroughequity #Healthcaretransformation Yamini Atmavilas Shailja Mehta Gauri Sanghi Nandika Kumari Roshni Mukherji Rinee Rajeev Anamika Misra Epcita Shukla
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WomenLead India Alliance reposted this
Healthcare is Delivered by Women, but Led by Men!! Excited to be a part of #BalancingtheScale series, where we'll get a chance to explore and make sense of the labyrinth that stands in the pathway for women's leadership. Follow WomenLead India Alliance to know more!
We’re excited to launch the #BalancingtheScale series where we delve into interesting findings, data, insights from pivotal reports and research revealing the unique challenges and opportunities in the #leadershipjourney for #women. For the #part1 of our series, we kick-off with exploring #findings from the #report “An Unbalanced Scale: Exploring the Female Leadership Gap in India’s Healthcare Sector” report, a collaborative effort led by us at Dasra. #Globally, women make up 67% of the health and social care workforce across public and private spheres yet hold just 25% of senior roles and a mere 5% of leadership positions. In #India, while women represent 29% of doctors and 80% of nurses, they occupy only 18% of leadership roles—earning 34% less than their male counterparts. By #2030, India’s private healthcare sector is expected to 6.3 million additional jobs and 40,000 new leadership positions. Dasra is working on figuring out how we can ensure women get fair representation, given the ‘leaky pipeline’ phenomenon in this highly feminized sector: 🔹 High Representation, Low Leadership: In private hospitals, women make up over 50% of the workforce yet hold only 27.5% of leadership positions. 🔹 Low Representation, Low Leadership: In sub-sectors like pharma & biotech, women make up just 8% of the workforce and hold only 7.5% of leadership roles. 🔹 Diagnostics sub-sector: Women account for 30% of staff but hold just 15-25% of leadership roles. 🔹 Health Tech sub-sector: Women represent 30-40% of the workforce, but only 10-30% in leadership. What's stopping women from breaking through? #Staytuned for our next post as we explore the #barriers and #opportunities for #womeninleadership in #healthcare. For more in-depth insights and findings, you can dive into “An Unbalanced Scale: Exploring the Female Leadership Gap in India’s Healthcare Sector”, a report which examines women's leadership and participation in the private healthcare sector: https://lnkd.in/gju9eStx #BalacingtheScale #WomeninLeadership #Thrivethroughequity #Healthcaretransformation Yamini Atmavilas Shailja Mehta Gauri Sanghi Nandika Kumari Roshni Mukherji Rinee Rajeev Anamika Misra Epcita Shukla
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WomenLead India Alliance reposted this
Join us on our #BalancingtheScale series where we delve into the data, insights, and pivotal reports revealing the unique challenges and opportunities in the leadership journey for women. Each segment offers valuable perspectives on the obstacles and pathways to success. Follow WomenLead India Alliance to know more!
We’re excited to launch the #BalancingtheScale series where we delve into interesting findings, data, insights from pivotal reports and research revealing the unique challenges and opportunities in the #leadershipjourney for #women. For the #part1 of our series, we kick-off with exploring #findings from the #report “An Unbalanced Scale: Exploring the Female Leadership Gap in India’s Healthcare Sector” report, a collaborative effort led by us at Dasra. #Globally, women make up 67% of the health and social care workforce across public and private spheres yet hold just 25% of senior roles and a mere 5% of leadership positions. In #India, while women represent 29% of doctors and 80% of nurses, they occupy only 18% of leadership roles—earning 34% less than their male counterparts. By #2030, India’s private healthcare sector is expected to 6.3 million additional jobs and 40,000 new leadership positions. Dasra is working on figuring out how we can ensure women get fair representation, given the ‘leaky pipeline’ phenomenon in this highly feminized sector: 🔹 High Representation, Low Leadership: In private hospitals, women make up over 50% of the workforce yet hold only 27.5% of leadership positions. 🔹 Low Representation, Low Leadership: In sub-sectors like pharma & biotech, women make up just 8% of the workforce and hold only 7.5% of leadership roles. 🔹 Diagnostics sub-sector: Women account for 30% of staff but hold just 15-25% of leadership roles. 🔹 Health Tech sub-sector: Women represent 30-40% of the workforce, but only 10-30% in leadership. What's stopping women from breaking through? #Staytuned for our next post as we explore the #barriers and #opportunities for #womeninleadership in #healthcare. For more in-depth insights and findings, you can dive into “An Unbalanced Scale: Exploring the Female Leadership Gap in India’s Healthcare Sector”, a report which examines women's leadership and participation in the private healthcare sector: https://lnkd.in/gju9eStx #BalacingtheScale #WomeninLeadership #Thrivethroughequity #Healthcaretransformation Yamini Atmavilas Shailja Mehta Gauri Sanghi Nandika Kumari Roshni Mukherji Rinee Rajeev Anamika Misra Epcita Shukla
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We’re excited to launch the #BalancingtheScale series where we delve into interesting findings, data, insights from pivotal reports and research revealing the unique challenges and opportunities in the #leadershipjourney for #women. For the #part1 of our series, we kick-off with exploring #findings from the #report “An Unbalanced Scale: Exploring the Female Leadership Gap in India’s Healthcare Sector” report, a collaborative effort led by us at Dasra. #Globally, women make up 67% of the health and social care workforce across public and private spheres yet hold just 25% of senior roles and a mere 5% of leadership positions. In #India, while women represent 29% of doctors and 80% of nurses, they occupy only 18% of leadership roles—earning 34% less than their male counterparts. By #2030, India’s private healthcare sector is expected to 6.3 million additional jobs and 40,000 new leadership positions. Dasra is working on figuring out how we can ensure women get fair representation, given the ‘leaky pipeline’ phenomenon in this highly feminized sector: 🔹 High Representation, Low Leadership: In private hospitals, women make up over 50% of the workforce yet hold only 27.5% of leadership positions. 🔹 Low Representation, Low Leadership: In sub-sectors like pharma & biotech, women make up just 8% of the workforce and hold only 7.5% of leadership roles. 🔹 Diagnostics sub-sector: Women account for 30% of staff but hold just 15-25% of leadership roles. 🔹 Health Tech sub-sector: Women represent 30-40% of the workforce, but only 10-30% in leadership. What's stopping women from breaking through? #Staytuned for our next post as we explore the #barriers and #opportunities for #womeninleadership in #healthcare. For more in-depth insights and findings, you can dive into “An Unbalanced Scale: Exploring the Female Leadership Gap in India’s Healthcare Sector”, a report which examines women's leadership and participation in the private healthcare sector: https://lnkd.in/gju9eStx #BalacingtheScale #WomeninLeadership #Thrivethroughequity #Healthcaretransformation Yamini Atmavilas Shailja Mehta Gauri Sanghi Nandika Kumari Roshni Mukherji Rinee Rajeev Anamika Misra Epcita Shukla
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WomenLead India Alliance reposted this
Grateful to get the opportunity to participate in forums like these that acknowledge the need for organisations to come together and create space for dialogues between diverse actors. Making public transport inclusive is an urgent critical need that needs work at multiple levels, across cities, across ecosystem, across citizens and across age groups simultaneously. Thank you @Nicore Associatea and Artha Global for creating the platform. WomenLead India Alliance
As part of #Metrodialogues, Artha Global, with Nikore Associates, held a discussion on ‘Envisioning Inclusivity: Advancing Gender Responsive Public Infrastructure in Mumbai Metro’, exploring how gender mainstreaming in public transport affects women’s presence in public spaces. Keynote speaker at the event, Ashwini Bhide, Managing Director of Mumbai Metro Rail Corporation, emphasised on mobility being an important factor for women’s participation in the workforce subsequently influencing their experience of a city. Acknowledging the absence of data on experiences of women using public transit, she also cited the need to assess if the presence of safety infrastructure such as CCTV leads to desired outcomes. The restricted geographical radii for women was highlighted by Mitali Nikore, Founder and Chief Economist at Nikore Associates, who moderated the roundtable. She said, ‘in Delhi, our research showed that women on average travel 6 km while men travel around 12-13 km’. Praveen Shetty, Traffic Manager of BEST spoke about an initiative - training conductors to take responsibility for women’s and children’s safety while travelling. He emphasised the need of commuters’ awareness about such initiatives, such as the BEST SOS number. One of the interesting insights shared by Shagun Pal, the Marketing Manager of L&T Metro Rail (Hyderabad) Ltd., was to take into consideration the cultural norms and city lifestyle while designing a public transit system. Some key recommendations that emerged from the roundtable include gender budgeting, using technology to develop applications such as the Hawk Eye app in Hyderabad, designing well-lit bus stops, and maintaining a safe environment around the public transport station. Ashwini Bhide Ramana Rachaprolu Mitali Nikore Dr. Anusha Kesarkar-Gavankar Meera Sundarajan Shagun Pal Aishwarya Agarwal ElsaMarie D'Silva (she/her) Gauri Sanghi Ankita Kapoor Vishal Ramprasad Pritika Hingorani Niranjan Rajadhyaksha Mayura Gadkari Karan Shah Vivek Vaidyanathan Hemali Sodhi Yashika Doshi Nidhi Dingrani Nitika Narayan Safetipin Mumbai Metro Rail Corporation (MMRC) Observer Research Foundation Akshara Centre Dasra Red Dot Foundation - Safecity Brihanmumbai Municipal Corporation Mumbai Metro One Pvt. Ltd. L&T Metro Rail (Hyderabad) Ltd. World Resources Institute OMI Foundation Greater Chennai Corporation HARYANA MASS RAPID TRANSPORT CORPORATION LIMITED
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WomenLead India Alliance reposted this
It was such an amazing experience to host this webinar and hear from Charlotte Vangsgaard Shreyasi Singh Aparajita Agrawal Shubhashree Naldurg. The insights have been so reflective and helpful in shaping our approach towards the programming of our project and even beyond
📢 We’re thrilled to share the Webinar Summary Report from our recent panel discussion, 'Unbalanced Scale: A Practitioner's Lens on Enabling Women's Leadership through Organizational Change' This summary captures the key insights, highlights, and actionable takeaways from our engaging session held on July 31st. Whether you attended or missed the live event, this summary offers valuable perspectives on advancing women's leadership in organizations. 📝 Download and read the full report: #Attached We hope you find it as insightful as we did and encourage you to share it with your networks. Let's continue the conversation on how we can drive #meaningfulchange together! #WomenLeadership #OrganizationalChange #Thrivethroughequity #DEI #LeadershipDevelopment #Dasra #WomenLeadIndiaAlliance #WebinarSummary Shreyasi Singh Aparajita Agrawal Shubhashree Naldurg Charlotte Vangsgaard Dasra Value For Women Ltd. Interweave Consulting Pvt Ltd upGrad Enterprise Harappa ReD Associates Shailja Mehta Yamini Atmavilas Nandika Kumari Gauri Sanghi Anamika Misra Epcita Shukla Rinee Rajeev