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\begin{document}

             \author[1]{Dr. Soma Roy Dey  Choudhury}

             \affil[1]{  Assam University}

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\date{\small \em Received: 12 December 2015 Accepted: 31 December 2015 Published: 15 January 2016}

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\begin{abstract}
        


Gender inequality, which is sometimes called sex discrimination, means receiving unequal treatment based solely on gender. Women are most commonly the subject of gender inequality in the workplace. The contribution of women in corporate sector is essential for the success and prosperity of nations across the world. In spite of many odds women across the glove continued to make incredible progress. However the role of women in economic value creation has not been recognized universally rather they are playing a supportive role in economic value creation. According to NASSCAM, the ratio of men and women in Information Technology and Information Technology Enabled Services sector is 65:35 by the year 2010. The Watson Wyatt study says that the younger generation of women in India is expected to achieve educational parity with men by 2016. So corporate recruiters, are also enthusiastic to hire women for successful management practices and adopted a new provision for women representation on Board in Companies Act 2013.

\end{abstract}


\keywords{women, gender, inequality, income disparity, companies act 2013 and corporate world.}

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\let\tabcellsep& 	 	 		 \par
A Study of Women Workforce in Corporate Sector: With Reference Provision of Companies Act, 2013\par
Dr. Soma Roy Dey Choudhury Abstract-Gender inequality, which is sometimes called sex discrimination, means receiving unequal treatment based solely on gender. Women are most commonly the subject of gender inequality in the workplace. The contribution of women in corporate sector is essential for the success and prosperity of nations across the world. In spite of many odds women across the glove continued to make incredible progress. However the role of women in economic value creation has not been recognized universally rather they are playing a supportive role in economic value creation. According to NASSCAM, the ratio of men and women in Information Technology and Information Technology Enabled Services sector is 65:35 by the year 2010. The Watson Wyatt study says that the younger generation of women in India is expected to achieve educational parity with men by 2016. So corporate recruiters, are also enthusiastic to hire women for successful management practices and adopted a new provision for women representation on Board in Companies Act 2013. The present paper focuses on the status of women workforce in corporate sector by emphasizing on gender inequality and income disparity. Since the development and empowerment of women is imperative for the inclusive growth of the nation.\par
The study also emphasized on the contribution made by the New Companies Act 2013 for empowerment of women. 
\section[{Introduction}]{Introduction}\par
omen have always helped men and the society, for achieving well-rounded development and progress, significantly both in domestic and social life. Again, in the occupational and professional domains, women have an ever-increasing participation in almost all fields of the broad economic sectors of business and commerce, professions, industries, and services, at the levels varying from lower to higher hierarchies. Women have also entered the board rooms of many companies, of course in a limited way.\par
The importance of women's participation in economic activities bringing women in reach of the development process is widely recognised as vital for the advancement and growth of women in India. History says women has participated in developmental activities but has remain un-recognised. In a country like India, agriculture continues to absorb and employ 2/3rd of the female work force but fails to give them recognition of employed labour (Ghosh and Ghosh, 2014).\par
The Government of India declared 2001 as the Year of Women's Empowerment (Swashakti). The National Policy for the Empowerment of Women was passed in the same year. According to a report by Thomson Reuters, India is the "fourth most dangerous country" in the world for women, India was also noted as the worst country for women among the G20 countries, however, this report has faced criticism for its inaccuracy. In 9 March 2010, one day after International Women's day, Rajya Sabha passed the Women's Reservation Bill requiring that 33\% of seats in India's Parliament and state legislative bodies be reserved for women.\par
On March 9th 2010, one day after International Women's Day, Rajya sabha passed the Women's Reservation Bill, ensuring 33\% reservation to women in Parliament and state legislative bodies.\par
According to the findings of a new study by Grant Thornton, titled International Business Report, the position of women in senior positions in the Indian work force fell from 19\% in 2013 to 14\% in 2014. What is even more alarming the report notes , is that despite the increasing impetus to improve female participation in the work force and address the lack of women at the top, half of all Indian business have no program to support or mentor women nor do they plan one in the near future. The Universal Declaration of Human Rights, adopted in 1948, enshrines "the equal rights of men and women", and addressed both the equality and equity issues. In 1979 the United Nations General Assembly adopted the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) for legal implementation of the Declaration on the Elimination of Discrimination against Women. Described as an international bill of rights for women, it came into force on 3 September 1981.\par
Any distinction, exclusion or restriction made on the basis of sex which has the effect or purpose of impairing or nullifying the recognition, enjoyment or exercise by women, irrespective of their marital status, on a basis of equality of men and women, of human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field.   
\section[{Methodology}]{Methodology}\par
The present research paper is based on the secondary data. The data has been collected from, different annual reports and other websites. The data covered is from 2004-05 to 2013-14. The data is analysed by using different Table  {\ref .} Only five percent of working women in India make it to senior leadership positions in the corporate sector, compared to the global average of 20 percent, said a study released by NDTV.\par
The gender-based research carried out by Anupriya Singh of Delhi-based Lal Bahadur Shastri Institute of Management said there was "gender inequality" in placement of women in the corporate sector in India. According to the study, women's representation at the board level was lesser at just two percent.\par
The study said that in India, women's strength in the labour force stands at 28 percent at the junior level, 14.91 at the middle level and 9.32 percent at the senior level.\par
From being the lowest in the list of overall women's participation in the workforce, India ranks at the top in the dropout rate as well. The primary reasons for high dropout rate in India are child care and family responsibilities, including care for the elderly. Women often succumb to the 'daughterly guilt' where they take upon themselves the responsibility for the care of elders in the family and are thus forced to push their careers behind as 'secondary'," Singh said. India is once again the worst performer in this regard, with 48 percent of women dropping out between the junior and middle level, Singh said.\par
The research was carried out following the Companies Act 2013 -that made it mandatory for public and private companies with a given yearly turnover to have at least one woman director -and now the SEBI's extended deadline to enforce the same. 
\section[{a) Trend of women participation in corporate sector in}]{a) Trend of women participation in corporate sector in}\par
India "Women make 70\% of the purchasing decisions at home. Yet, women entrepreneurs get only 1\% of the global procurement business. They are missing in the supply chain. They need to understand the needs of the market better (Elizabeth Vazquez, CEO of WeConnect International).\par
In 2012, an international consulting and management firm called Booz \& Company released equal work, non-discrimination policies, the male-tofemale-male employee ratio, and equality in terms of female managers and senior business leaders. India rated quite poorly at spot 115. Further, the International Labour Force recently reported that the rate of female participation in the total labour force in India has fallen from 37\% in 2004-05 to 29\% in 2009-10, leaving India at the 11th lowest spot out of 131 countries.\par
Gathering of quantitative and qualitative data from the six largest publicly-traded Indian software companies, provide insight into state of female employment in one of the most important and rapidly growing economic sectors in the country. Using NASSCOM's annual industry ratings from 2007-2012, the study has put together a list of the six software companies headquartered in India that appeared in the top five spots at least twice between the years 2007-2012. These companies are Tata Consultancy Services Ltd., Infosys Ltd., Wipro Ltd., HCL Tech Ltd., Tech Mahindra and Mahindra Satyam. Women's participation in the organized workforce in India is lower than in the other countries due to historic, traditional and cultural reasons, says Subash A.K. Rao, director of human resources at Cisco's India arm. "They (the other countries) have had their women participate in the organized workforce earlier than us (Indians). It is a journey... and we are only going up."\par
The percentage of women in multinational companies in India is just 25\% compared with 42.9\% in China, a study has found.\par
In India, the percentage of women in junior management in the 11 multinational firms surveyed is at least 30, but drops to less than 10 at the senior level.\par
In a study on four countries the Gender Diversity Benchmark for Asia was done, the proportion of women in multinationals across junior, middle and senior management levels was the lowest in India. The proportion of women employees in Japan and Singapore is 33.8\% and 43.8\%, respectively.\par
Women exit from corporate sector due to family pressure and child rearing which is one of the biggest problems, says Jessie Paul, chief marketing officer and a member of the diversity council at Wipro Technologies Ltd, the global arm of India's third largest software firm by revenues. "It is not so easy to come back after passing a long time at home. The other people (whom you worked with) would have reached a certain place" (Poornima \hyperref[b6]{Mohandas, 2009)}. Motherhood is traditionally the fulcrum of an Indian women's identity her higest achievement (kakar 1988). It confers on her a sense of respectability and authority, thus strengthening her position in her conjugal home.\par
Chaplin, (1985) stated that women rarely engage in paid employment as it is stigmatized as a sign of financial misfortune and a claim on their husband's bread winning capabilities.\par
Fernandes, (2006) argues that due to restructuring and retrenchment many multinational companies are offloading complex managerial tasks to secretarial staff. In spite of having their management degrees many secretarial and administrative staff find it difficult to join the management track due to their lack of cultural capital. They remain in administrative jobs which are usually associated with short term contracts and often at risk of retrenchment. Companies incorporated under Companies Act, 2013 shall be required to comply with its provision within six months from date of incorporation. In case of companies incorporated under Companies Act, 1956, companies are required to comply with the provision within a period of one year from the commencement of the Act. Gender bias has been the problem not only in India, but even in developed countries like USA, UK, Germany, etc. The present Act can give equal opportunities to female employees for betterment of humanity. To reduce this gender bias a provision in law is not enough rather they should be treated in such a way so that they can really add value to the company. So presence of women on Board of Directors appears to have a positive influence on shareholder value at the global level. According to the Report of Research Organisation, 'Catalyst' stated that companies with the highest representation of women Board Directors attained significantly higher financial performance than those with the lowest representation of women board directors.\par
According to the Report published on Economic Times online edition on July 10, 2014 listed the name of several companies and their recently appointed women directors and also mentioned that appointed women directors are either too popular or a family member.\par
The Report published the Business Standard noted that only 4\% of Indian company directors are women according to a report. India has two companies in the Fortune 500, Reliance Industries and Indian Oil, but only one of their Directors is a woman among thirty Directors.\par
According to the Report of Economic Times of India dated 07-07-2014, 904 listed companies were yet to appoint women Directors. This non-compliance is a serious issue unless the Securities and Exchange Board of India (SEBI) consider it seriously.\par
As India is one of the major and fast growing economies of the world, this initiative taken by Ministry of Corporate Affairs for empowerment of women in the giant and pivotal corporate world, is indeed, highly commendable. Thus, facilitating the lawful entry of woman to the Board of Directors of prescribed class of companies is surely a bright and prudent decision for enhancement of the cherished contributions of women in the economic progress and growth of the country.\par
The Companies Act, 2013 has Done its part by putting provisions but now it is up to these companies to use these provisions in a constructive manner. One of such constructive way is to build a pipeline of women executive Directors from within the rank along with rigorous mentoring programmes. The programme is initiated by Shriram Capital, TCS, Aditya Birla Group, Vodafone and Capegemini as they are the members of the WILL forum and have been putting high potential women executives to build their aspiration level for acquiring board position.\begin{figure}[htbp]
\noindent\textbf{2016}\includegraphics[]{image-2.png}
\caption{\label{fig_0}W) 2016 B}\end{figure}
 \begin{figure}[htbp]
\noindent\textbf{1} \par 
\begin{longtable}{P{0.3814102564102564\textwidth}P{0.2669871794871795\textwidth}P{0.20160256410256408\textwidth}}
\tabcellsep \multicolumn{2}{l}{.1 : Representation of Women in Indian IT Industry}\\
Name of IT Industry\tabcellsep Number of Women on Board\tabcellsep Number of Women Holding\\
\tabcellsep \tabcellsep Executive Management Position\\
Tata Consultancy Services Ltd\tabcellsep 1/14\tabcellsep 2/30\\
Wipro Ltd\tabcellsep 0/12\tabcellsep 2/23\\
Infosys Ltd\tabcellsep 1/15\tabcellsep 1/14\\
HCL Tech Ltd\tabcellsep 1/19\tabcellsep 0/18\\
Tech Mahindra\tabcellsep 0/11\tabcellsep 1/7\\
Mahindra Satyam\tabcellsep 1/16\tabcellsep 0/6\\
Source: NASSOCAM's Annual Report\tabcellsep \tabcellsep \end{longtable} \par
 
\caption{\label{tab_1}Table 1}\end{figure}
 \begin{figure}[htbp]
\noindent\textbf{12} \par 
\begin{longtable}{P{0.3953125\textwidth}P{0.020312499999999997\textwidth}P{0.0953125\textwidth}P{0.09687499999999999\textwidth}P{0.0984375\textwidth}P{0.14375000000000002\textwidth}}
\multicolumn{5}{l}{A Study of Women Workforce in Corporate Sector: With Reference Provision of Companies Act, 2013}\\
\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep 2016\\
\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep Year\\
\tabcellsep \tabcellsep \tabcellsep \tabcellsep \tabcellsep Volume XVI Issue V Version I\\
\multicolumn{2}{l}{Employment Measures Workforce (in thousands) a}\tabcellsep Men 3,36,592\tabcellsep Women 1,29,678\tabcellsep Total 4,66,270\tabcellsep ( ) B Global Journal of Management and Business Research\\
Workforce\tabcellsep Participation\tabcellsep 81.1 \% of Population aged\tabcellsep 33.1\% of Population aged\tabcellsep 57.8\% of Population aged\\
Rate (\%) a\tabcellsep \tabcellsep over 15 years\tabcellsep over 15 years\tabcellsep over 15 years\\
\multicolumn{2}{l}{Employment in Organised Sector (in thousands) b}\tabcellsep 45,784\tabcellsep 10,716\tabcellsep 56,450\\
\multicolumn{2}{l}{Gender Composition of Organised Sector (\%) b}\tabcellsep 81\%\tabcellsep 19\%\tabcellsep 100\%\end{longtable} \par
 
\caption{\label{tab_2}Table 1 . 2 :}\end{figure}
 			\footnote{© 20 16 Global Journals Inc. (US)} 		 		\backmatter  			  				\begin{bibitemlist}{1}
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\end{document}
