Equal Employment Opportunity for Women in MNCs in India: A Study

This report investigates equal employment opportunities for women in multinational corporations (MNCs) in India, with a specific focus on the Tata Group. The study explores the concept of equal opportunities in the workplace, emphasizing its importance and identifying the challenges women face, such as societal biases and workplace discrimination. The report aims to determine the current status of gender equality within MNCs, analyzing the participation rates of women in the workforce and the discrepancies in pay and opportunities. Through an examination of the Tata Group's initiatives, the study highlights the importance of creating a diverse and inclusive environment. The report includes objectives to determine the concept of equal opportunities at the workplace, ascertain the importance of equal employment opportunities at MNC, identify the challenges faced by women while working at the company, and recommend ways through which the challenges can be overcome. The rationale for choosing this topic is rooted in the researcher's interest in understanding the historical context of women's roles in various sectors and the dynamics of workplace equality. The study will provide awareness to companies and analyze the challenges women face during their working. The report concludes by emphasizing the need for companies to prioritize gender equality to improve their brand image and achieve greater success.

Equal employment opportunity for
Women in MNC organization in
India

Table of Contents
CHAPTER 1: INTRODUCTION..............................................................................................2
REFERENCES...........................................................................................................................5

Topic: “Equal employment Opportunity for women in MNC”
CHAPTER 1: INTRODUCTION
Equal opportunities of growth and promotion in corporate is the best attracting source.
That is why, in India most of the top MNC majorly focused on the equal opportunity
provided by the firm to their employees. Earlier as well as recent times, in India, there are
typically 35% women to 65% men on an average. It is so because we belongs to the society
which has labeled women to be a weaker sex, an archaic bias, also, women have to fight for
their rights even whether it is a company or their own house. That is why, government of
India develop policies in order to treat women equally at workplace. As per the secondary
data, it is analyzed that India’s women are among the least likely to be part of a labor force of
Indian women who are employed, because most of them are busy in agriculture and then
manufacturing. So, it is analyzed that around 27% of the Indian women are participate in the
corporates while, 70% of the Chinese women are indulge in these work (Swarnalatha and
Anuradha, 2017). This ratio shows that the participation of female in the company is actually
falling considerably because they are not valued and treated equally at the working
environment.
Also, there are so many societies throughout the world is not consider women are
equal to men, but with the changing era, the opinion and mindset of people is also changes, as
a result, company start involving women in the top position to prove society. For example,
Accenture Solutions Private Ltd, IBM India Private Ltd, Hindustan Unilever Ltd who hire
women in their company as a top position. So, this is clearly stated that the opinion of people
changes towards women, but they are no ready to pay equal amount to them in so many
conducts (Frenkel, 2017). Thus, the current dissertation help to shed a light on the equal
employment opportunities to the women in MNC and the treatment which company perform
with the women. Further, in India, there are many companies where still discrimination based
on race, color, caste and culture is conduct but in hidden form. That is why, there is a need to
create awareness to provide equal opportunities to women.
Overview of company:
The chosen firm for the current study is Tata Group which is Indian Multinational
holding company whose headquarter is in Mumbai, India. The firm is founded in 1868 by
Jamsethji Tata with a singly firm, but now the company run most of the subsidiaries which
includes Tata Chemicals, Tata Communications, Tata Consultancy Services, Tata Consumer

Products, Tata Motors, Voltas, Taj Hotel and many more. Step by step the company sustain
the brand image with the help of their employees and even company comply with range of
laws decided by government of India. Being a brand image at global level, company also
focused on women at work, for that over the last 4-5 years, Tata Motors running number of
initiatives towards promoting the gender diversity at workplace. Thus, Tata Group create a
brigade of ‘Women in Blue’ by enrolling, educating and skilling girls from economically
deprived areas. That is why, from the last five years, the number of women working in Tata
Starbucks has increase from 16% in 2014 to around 29% in 2019. This shows that the
company focused on gender diversity and provide a chance to female so that they get an
equal opportunities within a firm.
Aim: The aim of this study is “to investigate the equal employment opportunities to women
in MNC of India- A study on Tata Groups”
Objectives:
 To determine the concept of equal opportunities at workplace.
 To ascertain the importance of equal employment opportunities at MNC
 To identify the challenges face by the women while working at company
 To recommend the ways through which the challenges can be overcome.
Research Questions:
 Why women are not getting equal social status in an organization?
Rationale: The rationale for choosing this topic is such that, researcher have their own
interest to study on this and this will help to enhance the knowledge and determine that
during earlier days, there were some man- made boundaries for women but now, women
plays a vital role in different sectors. That is why, through the study, researcher will
understand equal employment opportunity to women and also workplace dynamics related to
women. Further, another reason for choosing this topic is such that by study on the particular
topic will help to analyze the major problem for working women arise out of the dual
responsibility of working women. Also, through the study, researcher determine that working
women are those who are in paid employment. Also, social attitude to the role of women is
also lag behind the law, so this attitude consider women fit for certain job and not for other
jobs influence those who are involved in recruitment of female employees (Alhejji and et.al.,
2018).

Thus, using the study, researcher create awareness among the companies and analyze
the challenges which women face during their working. Hence, it is stated that the current
study reflect that involving women in the company and also provide them the same pay as per
their ability is help to take a business at further level of success. So, the study help a
researcher to enhance their knowledge related to equal opportunity within a workplace.
Scope:
Equal opportunity is the vast topic and there are many terms included. Thus, as per
the current study, researcher shed a light on the equal employment opportunity to women at
MNC and through this, companies determine there is a need to involve women at working
place in order to foster gender equality. So, when the study is further read by other companies
who do not follow gender equality at pay, then they start complying the same in order to
create a brand image at global level.
Structure of Dissertation:

REFERENCES
Books and Journals
Alhejji, H. and et.al., 2018. The impact of formal and informal distance on gender equality
approaches: the case of a British MNC in Saudi Arabia. Thunderbird International
Business Review. 60(2). pp.147-159.
Frenkel, M., 2017. Gendering the MNC', Multinational Corporations and Organization
Theory: Post Millennium Perspectives (Research in the Sociology of Organizations,
Volume 49).
Swarnalatha, K. and Anuradha, R.K., 2017. Corporate social responsibility towards women
empowerment. IJAR. 3(3). pp.303-307.