“We are Conducting Workshops to Eliminate The Subconscious Bias Within Male And Female Workforce,” Sarma Chillara

In an exclusive conversation with CXO Media and APAC Media, Sarma Chillara, CHRO, Škoda Auto Volkswagen India tracks the perceptible shift of the traditionally male-dominated automobile sector to a more diverse and inclusive setup.

How does the representation of Women in Leadership roles within the Auto Sector compare to other industries, such as Tech, Finance or Healthcare?

The Indian auto industry is primarily male dominated, however women have always been key players in the industry. The shift to hiring more women in the industry is happening, whether it be for shop floor activities or for executive roles. Apart from us, other companies like Mahindra, Tata Motors, Yokohama, and GoMechanic, are all part of the transition. They are hiring and empowering women across all cadres to bring gender diversity to their companies.

According to a survey conducted by Mercer (Mercer’s 2021 India Total Remuneration Survey), where they gathered data from 900+companies, across 5700 job functions and over 14 lakh cumulative employees; they found that insufficient representation of women at leadership roles continues to impact pay equity analysis.

The data showed the continued trend of females’ improved representation at the professional level ranging from 20-30 per cent across industries. In the technology sector, the female representation was seen at 43% at the entry levels, but the representation drastically reduced to 12 – 17 per cent in managerial level and was an abysmal 4 to 8 per cent at executive levels

The industries with a better female representation were IT, Customer Service, Engineering and Science, Human Resources, Data Analytics and Business Intelligence, among others. Jobs such as Legal, Compliance and Audit, and Sales, Marketing and Product Management had a poor representation of females.

Another survey conducted by Deloitte in 2023 reveals that Auto OEM companies in India have a relatively lowers gender diversity ratio i.e. 4.7% female population at an aggregate level, as compared to 12% in overall manufacturing industries in India. The leadership levels comprised of 0.5% of women representation.

How has Skoda automakers made measurable progress in gender diversity? Are there specific case studies showcasing success?

We have taken this initiative very seriously. We have taken focused measures to increase the gender diversity numbers across all cadres and also, specifically at Management.

We have initiated various developmental programs for our women colleagues. Be it, “BrandShe”, “Lead to Leap” or “Empower Her”, you name it and we have it. these are various initiatives to ensure that the Talent Pipeline is worked upon.

Apart from that, we have empaneled with a forward looking organisation to help us build in more relevant initiatives. We did some deep diving on the real time issues by conducting focus group discussions with our women employees and few representations from men in the company. We have understood the challenges and now working on the course correction of the top challenges highlighted in these FGDs.

We are in the process of also conducting workshops to eliminate the subconscious bias in the men and women population.

We have launched a safety app for the women so that if required, they have help on a click of a button.

As a result of these, we have seen a 1% Y-O-Y growth in the women population. Also, in one of the  external survey (Great Place to Work in 2023) that we have conducted, it is really heart-warming to see that 96% of our population have advocated safety at work place.

What cultural and systemic barriers have historically prevented women from entering and advancing in automotive production roles ?

Since this landscape is men dominated, Women have faced numerous cultural and systemic barriers in entering and advancing within automotive production roles. Although lot of them can be myths and are no longer existent in the modern day scenario, however, lack of awareness had kept the wormen workforce anchored to where they felt comfortable.

Few of the key challenges are

A. Cultural Barriers

1. Gender Stereotypes: Being a male dominated field, it became obvious that the societal norms and stereotypes suggested that the various roles within are more suited for men.
2. Job Roles: Lot of people believe that in these sectors, there are lot of manual work, which makes women unsuitable for the same.
3. Sense of Safety at Workplace: A male-centric workplace culture can create an unwelcoming environment for women at times. Further, being a continuous manufacturing set up can create these fear and can make women uncomfortable to come and work here.
4. Lack of Role Models: The scarcity of women in leadership positions means fewer role models for aspiring female professionals, which can discourage women from pursuing careers in this sector.

B. Systemic Barriers

1. Gender Bias in Hiring and Promotion: Biases in recruitment and promotion processes have the potential to hinder women’s progress, with men often being favored for higher-level positions.
2. Work-Life Balance: The demanding nature of production roles, with long hours and shift work, can be challenging for women, especially those with family responsibilities

How does the nature of physically demanding roles on the assembly line impact gender diversity, and what solutions exist to make these roles more accessible

Physically demanding roles on the assembly line can significantly impact gender diversity.

Looking at the roles which are physically exhausting, can deter women from applying, especially if they feel they may not meet these demands. However, at the same time, it is also important to note that not only women, but in the long run, there are men as well who can suffer injuries by doing these roles.

But there are cultural perceptions that such roles are more suited for men, which can discourage women from pursuing these positions.

But that doesn’t mean that women cannot participate in working on the shop floor roles. there are various solutions to make these roles more accessible for women as well. We have lot of Ergonomic Improvement trainings that keep the employees trained about the best way to conduct themselves at the work place. Following these practices reduce physical strain and make these roles more accessible to everyone

– The use of automation and advanced technologies can also help reduce the physical demands of assembly line work, making it easier for women to participate.

Training and Support: Providing targeted training programs to help women develop the necessary skills and confidence to perform these roles can also be beneficial. In addition to these, we also keep rotating our employees, to lesser physically demanding roles to ensure that there are no injuries at work place.

Are there significant wage gaps between men and women in the automotive industry? What does recent salary and labor market data reveal?

A survey by Deloitte says that there are pay gaps between men and women. To quote it exactly, “India is 20.7% behind the global economic gender parity of 60.5%. The statistics mean that women in India, on average, earn Rs 39.8 for every Rs 100 earned by men”

Further, it also shows that 80% of the survey respondents perceive that there is a pay gap between men and women.  India’s lower ranking indicates significant gaps that need urgent attention and strong policy interventions.

This problem can be resolved by implementing

1. a) Equal Pay Policies: Implementing and enforcing equal pay policies can help reduce the wage gap.
2. b) Transparency: Promoting salary transparency within companies can highlight disparities and encourage corrective actions.
3. c) Training and Development: Providing access to training and development opportunities to all employees equally so that they can qualify for higher-paying roles.
4. d) Mentorship Programs: Establishing mentorship programs can support women’s career advancement and help bridge the wage gap.

Have any government bodies or industry bodies introduced regulations, incentives or policies that successfully increased gender representation in the auto sector

Yes, several government and industry bodies have introduced regulations, incentives, and policies aimed at increasing gender representation in the auto sector. Here are some notable examples:

1. Government Initiatives

• Equal Employment Opportunity Laws: Many countries have enacted laws that prohibit gender discrimination in hiring and employment practices. These laws ensure that women have equal opportunities to enter and advance in any industry.
• Educational Programs: Governments have also funded educational and vocational training programs specifically designed to encourage women to pursue careers in the automotive sector.

2. Industry Initiatives

• Diversity and Inclusion Policies: Many automotive companies have adopted internal policies to promote gender diversity. These policies often include mentorship programs, leadership training for women, and initiatives to create a more inclusive workplace culture. We have seen the needle go on a consistent basis pointing higher women representation in the organization: Overall as well as in Management.
• Partnerships with Educational Institutions: Automotive companies often partner with schools and universities to create programs that encourage women to study ITI/ engineering and other fields relevant to the industry. We have adopted 5 Women ITI colleges and are helping them to learn skills which will make them future ready.
• Industry Associations: Organizations like Women in Automotive and the Automotive Women’s Alliance Foundation work to support and promote the involvement of women in the industry through networking, scholarships, and advocacy.

What future trends will shape gender diversity in auto manufacturing over the next 5-10 years?

Several future trends are expected to shape gender diversity in auto manufacturing over the next few years. With the shift of technology, it will become more and more evident. Few worth mentioning at this point of time are mentioned below:

1. Automation, AI and VR: The increasing use of automation, artificial intelligence and Augmented and Virtual Reality in manufacturing space can reduce the physical demands of production roles, making them more accessible to women.
2. Electric Vehicles (EVs): The shift towards electric vehicles (EVs) and related technologies is creating new opportunities for women in engineering, design, and production.
3. Sustainability Focus: The automotive industry’s focus on sustainability and green technologies is opening up new roles and opportunities, which can attract a more diverse workforce. Also, as the industry becomes more global, there is a growing recognition of the need for diverse perspectives to drive innovation and competitiveness.
4. Corporate Policies: Many companies are implementing diversity and inclusion policies to promote gender diversity. While most of these would be to do course correction in the loopholes of today’s practices (Gender pay gap etc.), there will also be a focus on bringing in innovative measures to reduce the gap between gender representation for the organizations. The focus will also be at Inclusivity even more, along with gender diversity. These include mentorship programs, leadership training, and initiatives to create a more inclusive workplace culture.
5. Millennial and Gen Z Influence: Younger generations, who place a higher value on diversity and inclusion, are entering the workforce. Their influence is likely to drive further changes in workplace culture and policies.
6. Equal Employment Opportunity Laws: Continued enforcement and enhancement of equal employment opportunity laws will help ensure that women have equal access to jobs and advancement opportunities in the automotive sector.
7. These trends collectively indicate a positive trajectory towards greater gender diversity in the automotive manufacturing sector. By embracing these changes, the industry can create a more inclusive and equitable environment for all.

Sugandha Bah Vij, APAC Media