Women-Only Employee Benefits
Synopsis
This Case Flyer enables an interesting debate on some of the new-age HR benefits that are exclusively meant for women. While some feel that such benefits help women have a level playing field to progress in their careers, several others opine that such practices single them out and impede their attempts of breaking the glass ceiling. This Case Flyer throws light on some of the women-exclusive HR benefits, focusing on one of the latest perks/benefits doled out for women – ‘egg-freezing’. Do such initiatives insult the women rather than enabling them? Suitable for understanding the concept of family-friendly (work-life) benefits in organizations, this Case Flyer questions the suitability of gender-based employee benefits.
Before the Case Flyer Discussion in the Classroom
The participants were asked to read the chapter and the articles given as mandatory readings at the end of the Case Flyer to enable them to participate effectively and to enrich the learning outcomes.
Positioning and Setting
The Case Flyer can be used to teach the concept of ‘Employee Benefits and Services’ in the ‘Compensation’ module of any Human Resource Management course.
Suggested Orchestration
During the Case Flyer Discussion in the Classroom
The discussion on the Case Flyer was conducted under three broad related topics [Exhibit (TN)-I]. The classroom analysis of the Case Flyer was carried out by discussing each of the questions of the Case Flyer. However, for each of the three sections, the discussion hovered around an ‘anchor point of discussion’......
Case Analysis
I. Pay Differences
1. Do you agree that there are gender-based pay differences in India? If yes, can you rank the following industries (rank 1 for highest differences and rank 15 for the least differences) based on the pay differences?
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• Case analysis began with a discussion to facilitate ranking the industries listed in Exhibit I of the Case Flyer. The participants referred to the factors such as the criteria for deciding remuneration in various industries, the prevalent pay rates in these industries, etc., to rank the industries. After the discussion, the class arrived at a ranking for various industries [Exhibit (TN)-II].
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2. Why do you think pay differences are the highest in some industries and less in others? Justify your opinion with relevant reasons.
• The discussion began by referring to some of the statistics related to gender-based pay differences mentioned in one of the articles cited as mandatory reading. The article titled “Microsoft’s Nadella sets off furore on women’s pay” indicates that women computer scientists earn 89% of what men computer scientists earn, women in finance earn 66% of the salary that men in finance earn and women in medicine earn 71% salary of what their male counterparts earn.
• Having discussed the extent of gender-based pay differences [Exhibit (TN)-II], the participants then debated on the various reasons behind disparate gender-based pay differences across industries. Some of the participants opined that the gender-based pay differences varied across industries as compensation was based on the type of job involved and certain industries were not feasible for women employees.
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Exhibits
Exhibit (TN)-I: Discussion Dashboard
Exhibit (TN)-II: Ranking of Industries Centred on Gender-based Pay Differences
Exhibit (TN)-III: Pay-differences vs Entry Criteria
Exhibit (TN)-IV: Relationship between Gender-Based Pay Differences and Cultural Dimension
Exhibit (TN)-V: Continuum of Type of Jobs for Women
Exhibit (TN)-VI: Gender-based Categorization of Jobs
Exhibit (TN)-VII: Benefits vs the Pay Package
Exhibit (TN)-VIII: Choice of HR Benefits