“…organisationalperformance increases sharply once a threshold of at least 3 women on manage­ment committees, with an average membership of 10 people, is reached. Below this threshold, no significant difference in organisational per­formance was observed.” (Zalevski and Kirkup, 2007/2008)1 this Affects Women’s Empowerment Evidence from various studies earlier suggests there is a strong link between the […]

The ICT culture in the west is increasingly com­petitive, individualised, sexualised and gendered (Kvande, 1999; Griffiths & Moore & Richardson, 2007)The literature shows that workplaces are not always ideal for women’s progression and well being in the sense that women often have to ‘adjust’ and fit in the male dominated work cul­ture and sometimes even […]

We interviewed seven female engineers from India and five from the UK. There were six male engineers from India and nine from the UK. The data was collected between a eight to ten month period, this was also followed by a visit to India for field work for 4 weeks in between. The major­ity of […]

Our analysis was based on the fieldwork that focuses both on the personal accounts of female and male ICT professionals, and on the statistical analysis of aggregate questionnaire data. We have subdivided the analysis in three categories, the first section focuses on the demographics of the respondents, their gender, age, working patterns, nature of employment […]

The participants both men and women were drawn from a random and diverse age group between 21-65 years that represented different layers in the ICT workforces in order to gather extensive information about working practices and organi­sational cultures and the way these practices and cultures influence ICT professionals; analyse the findings of the studies conducted […]

In the UK, a bachelor’s degree in technology or engineering is not essential for a technical job in the ICT sector, whereas in India it is. Therefore, we approached candidates who had a bachelor’s degree either in technology or engineering in the both countries for equivalence. In terms of recruitment to ICT professions, both in […]

Immediately after independence from the British rule in 1947, India adopted its comprehension Constitution in 1950. Through the Directive prin­ciples of the State policy, it provided the guidance for India’s future development. This document laid down a number of welfare activities which were mandatory for state and private organisa­tions either by legislation or trade practices. […]

There are various approaches to understanding gender segregation. To understand the theoreti­cal conceptualisation of what gender is as a so­cial phenomenon, Ridgeway and Correll, 2004, put forward that gender is not, “primarily an identity or role that is taught is childhood and enacted in family relations.” Instead, “Gender is an institutionalized system of social practices […]

The Gender Empowerment Measure (GEM) takes into account the female share of parliamentary representation; proportions of legislators, senior officials, managers, professional and technical employees who are women; and the ratio of female to male earnings. It is generally assumed or implied that greater empowerment of women would reduce gender segregation. The Table 1 (GEM measure […]

An Indo-British Comparison Sunrita Dhar-Bhattacharjee University of Salford, UK Haifa Takruri-Rizk University of Salford, UK ABSTRACT Gender segregation in science, engineering, construction, technology (SECT) is a common persistent feature, both in India and U. K. Even though culturally the two countries differ in various ways, under­representation of women in SECT is widespread and a cause […]