Conceptual Model for Retention of Women Employees: A Review of Literature
DOI:
https://doi.org/10.61841/n60whn93Keywords:
Women, Women Employee, Retention, Model, Organization, Employee Engagements, Supportive Work Environment, Employee Perception in terms of procedural justiceAbstract
In India gender inequality subsists and conquers in all segments, like fitness, learning, finances, and political affairs. Men constantly had a higher hand in all areas, portraying how patriarchy is engrained in India. Even though gender parity has improved greatly from the post-independence age, many steps have been taken in various areas to bridge the gap between men and women. Women are behind in terms of profile and growth in companies and government areas. Various curriculums and orders have been propelled to provide equal chances for men and women. This has resulted in an increase in the number of job opportunities for womenfolk in various sectors. This growing tendency has led to fluctuations in firms. Previously, not a single lady was seen in the top level of firms. Today, there has been progress in the number of females in the top levels in all firms. These subjects are very much debatable: why are females still more behindhand than men in spite of the surge in the number of chances and favorable achievement curricula? The year 2017 was the year in which India’s feminine labor force involvement rates fell to their lowest since freedom. Women in the workforce has revealed a drop over the last seven decades. The female labor force participation rate was at 33% in 1972-73 and showed a drop till the year 1999-2000, when it moved to 26%. It was at 17.5% in 2017-2018, and it was the lowest in Indian history ever. This situation gifts us with an unusual puzzle—when a country is seeing substantial improvement in female education, a notable decrease in fertility proportions, and growing economic development with a greater sharing of women in the workforce.
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