Across the globe, organisations are increasingly recognising the value of diverse perspectives and fostering inclusive work environments. Eaton, a global power management company, exemplifies this commitment, actively implementing strategies to support and empower women throughout their careers. In India, where the company maintains a significant presence in manufacturing, commercial operations, and technical functions, Eaton’s dedication to diversity extends beyond gender, encompassing initiatives that engage the next generation and support individuals with disabilities.
Highlighting the significance of diversity and inclusion, Ashish Kapoor, director-human resources, Eaton India, emphasises, “The gender diversity within our talent pool is crucial, mirroring the diversity of the Indian marketplace. This diversity fosters innovation and allows us to address the needs of our global customers from various perspectives. However, our commitment to inclusion extends beyond gender, encompassing various dimensions.”
Eaton’s multifaceted approach to diversity and inclusion features a strong focus on advancing gender diversity. Kapoor details the company’s multi-pronged recruitment strategy aimed at attracting, selecting, and nurturing diverse talent.
Campus engagement and beyond
Eaton actively engages with universities through various sponsored programmes, including scholarships and finishing programmes, specifically designed to encourage women to pursue careers in engineering and technology. These programmes equip women with the necessary soft skills and provide them with an opportunity to showcase their technical prowess, attracting the attention of companies like Eaton.
“These programmes not only act as pipelines for future talent but also equip women with the necessary skills and exposure early in their academic journeys,” asserts Kapoor. He further adds, “On university campuses, we strive to ensure that at least 50 per cent of our new hires are women.”
Eaton’s commitment to diversity extends beyond fresh graduates, with a focus on widening the talent pool through lateral hiring. The company’s ‘Relaunch Programme’ specifically targets women seeking to re-enter the workforce after a career break. This programme not only provides access to skilled talent but also addresses the unique needs of individuals who may have been out of the mainstream workforce for some time.
“The gender diversity within our talent pool is crucial, mirroring the diversity of the Indian marketplace. This diversity fosters innovation and allows us to address the needs of our global customers from various perspectives. However, our commitment to inclusion extends beyond gender, encompassing various dimensions.”
Ashish Kapoor, director-human resources, Eaton India
“We’ve continuously refined this program,” shares Kapoor. “Last year, we introduced a dedicated workshop designed for women returning from career breaks. This workshop covered essential aspects such as interview tips, preparation strategies, and insights into what interviewers typically seek, particularly in behavioural-based interviews.” This initiative aims to enhance their confidence and equip them for a successful re-entry into the job market.
Additionally, acknowledging the need for reskilling after a career hiatus, Eaton offers programmes to rebuild skills and enhance competencies in specific areas. These comprehensive efforts have proven successful in attracting, integrating, and retaining women talent over the years. “While not every year yields the desired numbers,” asserts Kapoor, “there has been a consistent growth in our ability to attract and retain women talent at Eaton.”
Eaton further expands its talent pool by offering initial contractual work opportunities with the possibility of transitioning to permanent roles. Additionally, the company collaborates with NGOs to run community service programs for students, facilitating industry-exposure initiatives specifically designed for women. These initiatives provide valuable insights and practical experience, preparing them for their future careers.
Tailored benefits and development programmes
Eaton’s commitment to attracting and retaining women talent extends beyond the recruitment process. The company offers a comprehensive benefits programme with flexibility for employees to customise their coverage, addressing specific needs.
For instance, recognising the unique challenges faced by women regarding parental healthcare coverage, Eaton offers a unique benefit allowing employees to include both biological and in-law parents in their medical insurance plans. While the company contributes towards a portion of this coverage, employees have the option to contribute additionally.
Furthermore, acknowledging the challenges of balancing work and family responsibilities, Eaton extends maternity leave support. Additionally, a unique leave-donation policy fosters a supportive work environment. In instances of extended medical leave, prolonged maternity leave, or similar situations, employees can donate their leave balances to colleagues facing similar challenges. The company facilitates this exchange through a dedicated platform, enabling a reciprocal system of support.
Professional development and mentorship
In addition to these comprehensive benefits, Eaton offers targeted professional development programmes specifically designed for women in the workforce. These programmes, such as ABHA and Shine, cater to both early-career and mid-level professionals, drawing insights from industry trends and fundamental principles. These programmes emphasise building confidence, enhancing capabilities, and providing crucial leadership support and visibility.
“A key aspect of our approach involves running these programmes in cohort formats,” reveals Kapoor. “Following the formation of a cohort, participants undergo a self-assessment to identify their strengths and areas for development. This assessment guides our approach, paving the way for personalised mentorship and support.”
Beyond self-assessment, the programmes focus on building confidence by exposing participants to influential leaders and providing valuable experiences. These experiences are tailored to meet the specific needs of each cohort, with content continuously refined based on feedback and evolving requirements. Additionally, Eaton prioritises open communication, encouraging women to voice their ideas and concerns. The company actively gathers feedback through various channels, including inclusion and diversity surveys and Employee Resource Groups (ERGs), and facilitates roundtable discussions between women and senior leaders, fostering an environment of open dialogue.
Eaton further acknowledges the importance of financial support for educational pursuits, offering partial funding for educational programmes specifically targeted towards women. Beyond leadership development programs, the company provides platforms for women to self-nominate and participate in extended leadership journeys. These journeys involve assessments to identify developmental needs, followed by ongoing guidance from mentors and coaches to address and enhance those needs.
Sensitivity training plays a crucial role in fostering an inclusive culture. “It’s a priority across Eaton,” emphasises Kapoor, “and all our leaders undergo formal training to understand the pivotal role they play in fostering an inclusive environment.” This training raises awareness about potential biases and equips leaders with the tools and strategies to operate inclusively.
Eaton actively showcases the talents of its women employees to the leadership team through dedicated “talent days.” “During these events, we highlight the strengths and growth potential of our female talent, enabling leaders to identify opportunities and leverage their capabilities when suitable openings arise,” reveals Kapoor.
Another noteworthy initiative is the ‘Flexible Workplace Solution Policy,’ offering diverse options for managing work-life balance. This formal policy empowers employees to seek flexibility without solely relying on their manager’s discretion. “While not every situation may be approved, the formal structure ensures a systematic approach to addressing work-life challenges,” notes Kapoor.
Eaton’s talent development initiatives also include the unique ‘Stretch Assignment Marketplace’. This platform allows employees to volunteer for assignments beyond their regular roles, potentially located anywhere globally. Leaders are encouraged to offer assignments across the organisation, providing opportunities for exposure to new areas and fostering connections with leaders throughout the company.
“This initiative has gained significant popularity in India,” shares Kapoor, “with employees applying for both local and global projects. Many women have embraced this platform, gaining exposure to new functional areas, establishing connections with leaders, and even experiencing career advancements as a result of these stretch assignments.”
Employee resource groups and external collaboration
Beyond formal policies and programmes, Eaton cultivates a supportive community for women through Employee Resource Groups (ERGs) focused on women’s empowerment. These ERGs, like “Women Adding Value at Eaton” (WAVE), have been established for over eight years and provide a platform for mentorship, skill development, knowledge sharing, and celebrating common milestones, such as International Women’s Week.
ERGs collaborate with leadership teams to raise awareness about gender biases and advocate for increased visibility of women within the organisation. Additionally, Eaton actively participates in external platforms to learn from industry peers and continuously enhance its diversity and inclusion practices.
“Through these collective efforts,” concludes Kapoor, “we have observed a positive trend in the growth of our women’s workforce, particularly in India, across various functions like engineering, finance, and supply chain. Additionally, specific areas within our software operations, especially those related to the electrical business, have shown a consistent and substantial increase in the representation of women employees.”
Eaton’s multifaceted approach to fostering gender diversity goes beyond simply hiring women. Through comprehensive recruitment strategies, tailored benefits, targeted development programs, and a focus on building a supportive community, Eaton empowers women to thrive throughout their careers, fostering a more inclusive and successful workforce.