Demand for female associates increasing beyond traditional sectors: Report

Further, the report sheds light on the female participation among Quess associates (blue and grey-collar workers who work for Quess clients) being low at about 17 percent, due to an array of factors such as job roles catering specifically to men, women’s inability to take up job roles requiring long hours of travel, long work hours stretching beyond 6 PM, etc.

The report also revealed that the initial 90-day period is critical in addressing early attrition and enhancing retention of associates. Nearly one out of every two associates who quit do so within the crucial initial 90-day period, with the proportion of female dropouts slightly outpacing their male counterparts.

Therefore, this phase demands targeted interventions that could potentially stem the outflow of talent. Data suggests that associates who sustain the initial 3–4-month period post hiring tend to remain in the workforce for an additional 9-10 months.

Incentives

The study indicates that access to benefits significantly improves retention among female associates at Quess. A comprehensive benefits package, including contributions to the Provident Fund (PF) and the Employees’ State Insurance Corporation (ESIC) scheme, along with performance incentives, plays a crucial role in this.

Data reveals that married women with PF benefits are three times more likely to stay with the company compared to those without, while single women with ESIC benefits are 48 percent more likely to retain their jobs than their counterparts without such benefits. Additionally, performance incentives make single women three times more likely to remain employed, and married women receiving quarterly incentives are seven times more likely to stay.

Better career opportunities emerge as a dominant driver for departures across genders, accounting for 43 percent of exits. Women, however, disproportionately cite family responsibilities and health issues, including pregnancy-related concerns, as reasons for leaving their jobs.

“The roles and representation of women in the workforce management industry have evolved significantly, reflecting broader societal shifts towards gender parity…..Through data backed evidence generation and stakeholder engagement, we aim to achieve a significant increase in women's representation over the next 5 years. We urge industry leaders to join us in the mission to reach 50 percent Female Labour Force Participation Rate (FLFPR) in the coming decade,” said Pooja Sharma Goyal, CEO of The Udaiti Foundation.

“The female labour force participation in urban India is 25.4 percent for the above 15 age group, as per the government data, which is one of the lowest in the world. Bridging the gender gap in employment can significantly increase the country’s GDP and Quess is committed to this cause. We have been working with our clients and policymakers to hire women across sectors. We have also taken up several initiatives such as providing accommodation, and basic amenities to support migrant workers and deploying female liaison officers at manufacturing units to oversee the welfare of female associates,” said Guruprasad Srinivasan, Executive Director and Group CEO of Quess Corp.