Abstract

In June 2015, Citibank India announced its child care allowance which was applicable to the employees working in India with effect from financial year 2015. The allowance comprised a fixed quarterly child care allowance of Rs. 33,000/- for up to a period of 4 years after their return from their maternity leave. Sarab Preet Singh, Head (Recruitment, Learning and Talent), stated that the initiative was implemented after a survey done on approximately 100 employees. The company also offered a flexible maternity policy that allowed the employees to avail of 180 days of maternity leave in tranches. According to Singh, the benefits offered to the women employees by the bank came from the realization that the three factors that impacted women’s career growth were marriage, mobility, and motherhood. With approximately 150-160 employees going on maternity leave each year, he said the allowance would benefit these employees and also help the company in retaining key talent and achieving gender diversity and developing women leaders at the bank.

Learning Objectives

The case is structured to achieve the following Learning Objectives:

• Understand the issues and challenges in talent management.
• Understand the issues and challenges in creating a women-friendly organization and promoting more women in leadership roles.
• Understand issues related to employee retention, productivity, etc.
• Analyze Citibank India’s maternity leave and benefit policy.

Keywords

Talent Management, Talent Retention, Gender diversity, Diversity management, Creating a women-friendly organization, Women in leadership roles, Employee retention, Productivity, Employee benefits, Maternity leave and benefit policy