Why you should NOT celebrate the International Women’s Day with a cooking competition at the Workplace

Happy Women's Day

The International Women’s Day is around the corner, i.e. on March 8, 2020. That being a Sunday, most organisations have decided to celebrate it on the Mon, Mar 9. It’s usual for every HR team to make a plan and celebrate the day certain set of programs and competitions within the office. We do, too, at FullContact. This post is not to talk about what we do, but what one should do.

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(Image courtesy: http://www.durocherflorist.com)

How to?

I have seen many messages by HRs asking for ‘what do you do for women’s day’; so that we can replicate questions. Well, sometimes discussions like these are about sharing ideas, but many a time, they end up being a means to do something on the Women’s Day as an engagement activity (oh boy, a term that has lost its charm!).

Let’s think for a moment. Why do we need to celebrate Women’s Day? Is there a problem that we are trying to address at our organisation? It could be an equality issue. It could be an inclusion concern. It could be a facilities concern that male employees have access to but not women for their gender. Do you have such an issue at the organisation that’s unfair to your women employees? That’s what you should discuss and target to resolve.

Who to?

Usually, HR department takes care of conducting the engagement activity on the Women’s Day. Most organisations have an HRBP structure these days and why don’t we do it not on our shoulder but as a collaborative activity? First and foremost, stop planning the day with the help of male employees alone. They might be missing much of the context as to why we should ‘celebrate’ a day for women employees—why don’t you call in volunteers from among your women workforce to plan, better, a women’s day? They know their problems at the workplace!

What to

What to do on a Women’s Day will vary from organisation to organisation. As I said earlier, your intention should be to celebrate the successes of women, being an inspiration to women in the organisation, AND to try and resolve concerns your women employees have in terms of equality and inclusion.

Events such as cooking competition, best saree wearing competition, etc. are, in my personal opinion, are regressive in nature. A patriarchal society like ours has celebrated such forcefully collocated chores and events to women. As progressive organisations, our intention should not to celebrate and promulgate such practises but to address the issues that are created by such implicit biases.

HRs, think about what you want to do at your organisations. I am sure you will find something better than a cooking competition!

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Still, give me some ideas!

I’ll begin with a few from the list of events that our team discussed Women’s Day Week #SheIsUs at FullContact this time (fully planned and owned by our non-HR members):

  • An AMA session where any questions about inclusion, equality at the workplace is answered and acted upon.
  • Select documentaries on inspirational figures from among women leaders around the world.
  • Inspirational Women stories from among our own members.
  • As part of #FullContactThanks, a day dedicated to thinking about and acknowledging one woman in our members’ lives.
  • Inspirational women leaders having a conversational meeting with the whole of the office where we will try to address some implicit bias issues.
  • Sponsor a girl child program with equal contributions from the organisation and the members.
  • Motivation to go out and be outdoorsy to those who didn’t get a chance to do so—clubbed with #HealthyFullContact.

Second Image Credit: Wikimedia Commons

Also published on LinkedIn and Medium.

Employee Engagement and College of Engineering Chengannur: An HR Case Study

HR Passion People Employee Engagement Loyalty

There’s something between College of Engineering Chengannur and CECians—the students and alumni of the college that binds the duo together. That’s never-ending loyalty and affection of the students and alumni of the college for their alma-mater.

College of Engineering Chengannur is my undergraduate college where I did my Bachelor of Technology in Computer Science and Engineering, and graduated in 2010. During our time, there were less than 220 students in an entire batch all the streams put together. The college was the first Govt. self-financing engineering college in the State of Kerala. When it started in 1993, it was a much sought-after college in the state.

The unique feature of most of the CECians that I have noticed is their affection for the college. The moment when an alumnus in a random crowd happens to say he’s a CECian, the other one in the crowd picks it up promptly and they instantly become family. This feature has helped the students (and alumni of the college) immensely, especially in networking and career prospects. CECians have a thing.

The sole intention of this article is not to ‘market’ my alma mater, but to use it as a case study as to how organisations can learn from it to build a highly-engaged crowd in their teams. There are no numbers since I have not conducted a formal study.

While I think of the reasons why there’s a high grade of the sense of belongingness to the college, it takes me to the fact that there have been a variety of events that happen at the college every year. Thanks to being a government college, most of the events are envisaged, planned and executed by the students alone. This gives them a sense of responsibility, pride and achievement.

Now what an HR should learn from this scenario: there are technical groups, arts club, sports club, National Service Scheme, Nature Club, multiple sports events, stages of art expressions, union senate, etc. In fact, there’s a surplus of forums and activities for a comparatively smaller college like ours.

The above fact has resulted in a very desirable scenario—that each of the students will be part of at least one of the activities/groups. There are exceptions, but on a negligible quantity. At the end of the four-year course, there would be at least an event/activity that every student has volunteered in/participated in.

Employee Engagement Credits: https://unsplash.com
Credits: https://unsplash.com

Students and the college recognise each such successful programs. This adds to the sense of achievement of the students. This ‘boost of pride’ is the sole reasoning for the immaculate belongingness of its students and alumni. That stays for good.

I was coming to it—the lesson an HR can take from this is how s/he should plan the engagement activities in the organisation. It’s imperative that the engagement initiates that the HR department drives at their organisation touch the sentiments of the employees. A wise selection of engagement events will strive to touch the likeness or interests of all employees.

It goes without saying that a single initiative alone cannot attract the interest of all employees. Hence, it is important to know what your employees are interested in. Some of the employees may have a personal interest in painting, some in music and some other in badminton. To the best extent possible, a  good HR engagement practice and design will always have events planned to touch these interests of the employees, at least once in a year. It’s simpler in SMEs, but in larger companies with HRBP concepts implemented, the same ideology can be extrapolated on smaller teams.

Let me close by saying this—the intention is not to create a heat map of the hobbies of your employees and then take the mode of it as the next engagement activity. But the intention is to identify those employees whose sentiments are barely touched and to address them.

How about a deeper analytics on the engagement score vs hobbies of the employees for better insights on what next you should take up as an engagement activity in the company? Will write about it in a few days, but would like to know your thoughts first on what’s written above. Let me know in comments.

Happy HRing 🙂