By Supriti Bezbaruah
It may be fabulous to claim that the area may still glance to India as a version of gender equality. India’s banking region proves the exception, with numerous girls achieving the top positions in India’s most sensible banks, together with the country’s greatest bank.
Based on interviews and surveys of financial institution staff in India’s nationwide Capital area, this e-book appears at what lies in the back of the media rhetoric and offers a scientific research of styles of, and responses to, gender inequality within the banking region in India. The e-book uncovers how gender discrimination nonetheless persists within the banking zone, albeit in covert types. via a comparability of nationalized, Indian inner most and overseas banks, the e-book demonstrates how the influence of legislation, neighborhood cultural norms and gendered office practices are mediated via assorted organizational types in those types of banks to create different stories of gender inequality.
The ebook is without doubt one of the first books to supply a radical, in-depth research of women’s employment within the Indian banking region, presently an under-researched area.
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Additional resources for Banking on Equality: Women, work and employment in the banking sector in India
Discussions of empowerment and development also recognize the significance of societal norms as ‘conceptions about what is possible, desirable or conceivable in one’s life are shaped in important ways by the society in which one lives and one’s place within its social order’ (Kabeer, 2008: 24). These factors, therefore, need to be taken into account in understanding women’s work-related decisions and, thereby, their capacity for empowerment in the workplace. The influence of wider social norms can also affect the extent to which women are able to challenge gender inequalities in the workplace, or exercise ‘voice’, whereby ‘voice’ refers to ‘the different ways in which people seek, individually or collectively, to bring about desired forms of change in their lives’ (Kabeer, 2008: 21).
Cited in Noronha and D’Cruz, 2006: 2119). Studies suggest, however, that this may be less of an issue in the banking sector, as trade unions remain a strong feature of the banking sector globally, albeit with a Gender at work 27 limited impact on gender relations within the workplace (Gothoskar, 1995; Özbilgin and Woodward, 2004). Studies of women’s empowerment also indicate that instead of trade unions, alternative forms of organizing, such as women-only unions and autonomous women’s organizations, have been more successful in addressing women’s needs, as they focus on issues arising from the practical realities of women’s lives (Broadbent, 2007; Broadbent and Ford, 2008; Chhachhi and Pittin, 1996; Kabeer, 2008).
Advantage and disadvantage, exploitation and control, action and emotion, meaning and identity are patterned through and in terms of a distinction between male and female, masculine and feminine. Gender is not an addition to ongoing processes, conceived as gender neutral. Rather, it is an integral part of those processes . . (Acker, 1990: 146) Extending this analysis further, Acker (1990, 1992) effectively dismantles the notion of organizations as gender-neutral structures filled with abstract workers.