If anyone is asked to name a few popular CEOS in the corporate world
the list is definitely going to be a male dominated one (or worse – an all male
list). Although a name like Indra Nooyi is known by one and all in business
circles, when it comes to the higher echelons of the organizational hierarchy,
the number of women will be few and far between. Just try to list as many women
CEOS or women who occupy senior management positions – you may come up with at
most three names.
Well
it's not your fault – there aren't many women occupying such high profiles. In
2009, only 3 percent of Fortune 500 companies had a female CEO. In Europe, women constitute just 12 percent of the boards of
directors of FTSE 100 companies3—25 percent of these companies still have all
male boards.
So
why aren't there many Indra Nooyisfor the
fairer B-school grads to look up to? Bain & Company, a leading global
consulting firm recently conducted a global survey on “Gender Parity in
the Workplace.” The survey shows that Indian graduates entering the
corporate workplace may face surprises about gender parity and promotion paths,
whether their first jobs are at home or abroad.
The
survey reveals that "Women enter the workforce in large numbers, but over
time steadily “vaporize” from the higher echelons of organization
hierarchy." The Bain and Co survey has also revealed the following:
While 82% of the women in the 1800 respondents (men and women)
want to reach senior leadership positions only 30% feel that they have an
equal opportunity to do so.
Although 79% of men were convinced of the benefits of parity in
the workplace, only 48% of men felt that gender parity should be a
strategic imperative of the company.
Women drop out of the career race to take care of home— 77 of
the men feel their partner would compromise on their career for the sake
of family, while only 45 percent of women could confidently make the same
claim.
Talent significantly bleeds away when an organization loses a
disproportionate number of women employees at middle and senior levels.
Bain
& Company found that organizations pay a huge price for ignoring the gender
parity issue. The survey also suggests two important measures to tackle the
gender parity problem. First, gender parity needs to be a stated strategic
priority for the organization and management must demonstrate the rigor it
usually displays when the organization pursues critical business goals. Second,
companies need to develop less rigid promotion processes and career paths so
that employees flourish and grow in stop-and-start careers.
If
companies do not tackle the above issues regarding gender parity on war
footing, it will be hard to find the 30 members of the fairer sex from IIMK in
senior management positions years down the line. It's time for the corporate
world to wake up to reality and make some serious commitments towards gender
parity.
deKaf is the tri-annual IIMK newsletter. Published once every trimester, it features articles from the think tanks of each of the interest groups of the institute, a brief on the various activities of committees during the term, campus buzz at IIM-K and much more.
“Spandan” means heartbeat, a pulse. An embodiment of the flow of management thought among the managers of tomorrow, it brings out through its words, thoughts and impressions, the throb of a generation of future managers, CEOs and corporate trend-setters. Spandan strives to be the most relevant management publication through meaningful contribution to business practice by inculcating the spirit of research and inquiry among the students of IIMK. One of its chief objectives is to influence business by offering contemporary, in-depth and lucid management thoughts.
Conceptualized, designed and developed by the students of IIMK, Spandan was first published in 2000 within 4 years of setting up of the institute. Already into its eighth year, Spandan is today read and appreciated both by students of premier B-Schools across India as well as corporates.
The Editorial Board at the Indian Institute of Management Kozhikode functions as the premier publication house of the institute to showcase the IIMK students’ research, analytical and writing skills through a variety of journals, newsletters and magazines. It acts as a platform for exchange of ideas between students, academia and industry, motivates the students to review current and emerging business practices and literature.
Spandan is the flagship bi-annual student management journal of the Board. Editorial Board also undertakes the publication of deKaf, the IIMK newsletter published every trimester. An internal magazine 'Tadka', another tri-annual publication focuses on the fun(ny) side of the IIMK life.
In association with the Alumni Committee, we have also initiated an Alumni newsletter that we intend to release each term.
The Editorial Board currently has 6 editors and 2 designers:
Committees 
deKaf is the tri-annual IIMK newsletter. Published once every trimester, it features articles from the think tanks of each of the interest groups of the institute, a brief on the various activities of committees during the term, campus buzz at IIM-K and much more.
DeKaf_IIMK Newsletter#1
“Spandan” means heartbeat, a pulse. An embodiment of the flow of management thought among the managers of tomorrow, it brings out through its words, thoughts and impressions, the throb of a generation of future managers, CEOs and corporate trend-setters. Spandan strives to be the most relevant management publication through meaningful contribution to business practice by inculcating the spirit of research and inquiry among the students of IIMK. One of its chief objectives is to influence business by offering contemporary, in-depth and lucid management thoughts.