Facebook Pixel Tracking

Category: Business


Women Empowerment: The evolution of women in the workplace

The world has a plethora of jobs for everyone. There are various career fields to choose from, such as Aeronautical, Biotechnology, Chemical Engineering, Dentistry, etc. While this segregation is established on the field the job is based upon, there is a different kind of segregation based on the status/gender/designation of the job. This is indicated by colours. They are White-Collar, Blue-Collar, and Pink-Collar jobs.

Blue-collar jobs involve physical labour and fieldwork. This term and segregation were first used in 1924. For example, industry workers, daily wage workers, and police officers fall under blue-collar jobs. White-collar jobs are in an office setting and do not involve strenuous physical work, unlike ‘Blue-Collar jobs’. The term came into existence in the 1930s. White-collar jobs include lawyers, accountants, and managers. These two types of jobs were and are predominantly held by men.

What Are Pink-Collar Jobs?
Historically, women took up jobs that involved care or service and these jobs were known as pink-collar jobs. The term was made popular in the 1970s by Louise Kapp Howe. Some of the jobs in this category are Nursing, Gynaecology, Hairdressing, Beauty-related, Teaching, Social work, Secretarial work, Child care, Counselling, etc.

Gender Evolution Of Pink-Collar Jobs:
Gender norms are breaking in the present. The idea that a certain job is only suitable for women and men is shifting. People are more open to pursuing their passions, defying the societal rules of the past.

Pink-collar jobs can be applied for by women or men now, as gender isn’t relevant anymore. It depends on the comfort level of the job holder and the people seeking the service. For example, gynaecologists and birth care specialists are mostly female for clients’ comfort. Hairdressers and beauticians can be men since unisex beauty salons exist now. Based on these aspects, pink-collar jobs can be chosen by either gender.

Although women have taken up various positions in the white and blue-collar segments and men are taking up traditionally women’s jobs, pink-collar jobs are still sought after by most women.

The Strides in Women’s Empowerment:
Women are natural multi-taskers and that helps them perform well at their jobs too. In the past, women were restricted to their households and later only to the pink-collar jobs, now they have risen high in all fields and handle their roles with panache and finesse.

Women who take a break for maternity or health later return to work and juggle family and work with resilience and determination. Many companies who have seen such potential in their women employees and want to ensure their careers do not get obliterated after a break, have returnee programs. This is where women undergo training before taking on their roles. As a result, they are adequately prepared for the latest demands of the job.

We, at Peel-Works, empower women by finding them the relevant job for their profile and salary expectations. We connect them with companies that are looking for candidates like them and ensure a seamless employment and recruitment process.

B2b Comm_Revolution_Hero

B2B E-Commerce: A slow but sure revolution

B2B e-commerce is going through turbulent times. The sector saw billions getting infused in the hope that the distributors and wholesalers would leave the value chain and that these companies would capture that value. The existing organised distribution businesses operated at extremes – a traditional business model where retailers would walk in and buy OR technology business expecting a B2C kind of adoption rate. Both these businesses have failed to disrupt the traditional way of selling groceries. The walk-in model was ill-conceived since Indian traders did not have station wagons to go and fetch their wares. Pure technology offered patchy access to credit, and that disrupted the retailer’s cash flow. That limited the headroom for adoption even further.

The win of this transformation lies in operating at the intersection of inclusion and technology. Inclusion of the existing participants in the new value chain with redesigned roles and margin structures. And in ensuring that the retailers are better off in all service aspects. For instance, offering them daily service in lieu of withdrawal of credit is not a solution. It is a bottleneck. B2B e-commerce needs to enable themselves with technology that cuts down their operating costs versus traditional distributors and then pass on those benefits by way of lower prices, frequent service, complete and relevant assortment, and credit to make their models work.

That is the moat. Operating in a more frugal way than an Indian family business and yet serving the customers with no additional risk than current is where the moat lies. The operating premise that first, let’s grab the land and then worry about economics is untenable.

Scale in this business is a given – there is a trillion $ market out there. The question is, how does one scale to $10 B and make a 1.5% margin on sales? The jury is still out on whether the numbers in this industry will ever get onto that trajectory.

So far, only the narratives, hope, and backgrounds of the founding team were attracting capital. The next round of investments in this sector would clearly be driven by financial performance and not hope and hype. In our current context, where frothy narratives are facing the heat on new fundraise and recently listed entities that have no line of sight to profitability are getting a whack in the public markets, road kills are a given.

So, if someone wants to look out for real businesses, get ready. This sector will offer only that. Businesses that have the scale and free cash flows.