Females excel in Web3 world equally

With growing time and competition, it is difficult to catch up with the growing trends. Still, companies are trying to be on trend and track success on all grounds. And with this competition comes the challenge of creating equal opportunities for every worker without being biased toward anyone. So, real talent is essential for the overall development.
As the world is getting used to crypto transactions, it is important to create equal opportunities for female workers there too. So that they can excel to their potential. Due to the pandemic and family pressure females had to opt for a break which overall affected their confidence. At this level of transformation, leaders play a great role in getting back their self-belief. And Mudita Chauhan, Head of Human Resources at CoinDCX, highlights this through her interview.

Can you discuss a successful initiative or program that the company has implemented to support women in the workplace?

Our HR programmes are in line with the future growth plans of CoinDCX, and we continue to attract talent that shares the same zeal and fervor in bringing the world of cryptos to retail investors. A recent initiative that succeeded in supporting women at work was flexibility to choose their working hours. The company has since come a long way, but there’s still work to be done. Hence, our policies ensure that we achieve consistent growth and progress in this aspect.

How did the campaign measure its success and impact in promoting gender diversity and inclusion in the crypto, web 3, and blockchain industry?

We've spent the last three to four years working to introduce equality and diversity to web3 and cryptocurrency. We believe in magnifying the experiences and accomplishments of the underrepresented groups in order to demonstrate that web3's transformative potential is for everyone regardless of gender, age or background. In fact, blockchain was created to provide everyone with equal access to finance and services, and change must begin within the industry. Our gender-neutral policies have been a huge contributor to promoting inclusion for everyone. The flexibility of working hours, unlimited wellness leaves, removing unconscious biases from hiring, performance assessments, and rewards are examples that have shifted the focus from differentiation to empathy for all. We celebrate diversity and this is a space where distinct identities can support each other and collaborate.

How do you support women's career development and advancement in the crypto and blockchain industry?

Women have been one the largest growing demographic in terms of crypto-adoption in India, and the trend is reflected in our employee base as well. A quarter of our employees are women, and this will continue to grow across levels and functions. Considering the ever-evolving nature of business in the crypto industry, we strongly believe that our employees should be regularly upskilled and need to maintain agility. To that end, we have been conducting training on web3 development and industry sessions for all. The focus on upgrading one’s skill sets and staying abreast with the latest technologies is vital to succeeding in the industry.

How does the company celebrate and acknowledge the achievements of women in the crypto and blockchain industry, particularly on International Women's Day?

For Women's Day, we want to recognise and honor the women who are trailblazers in the Web3 space. We are aiming to create a forum for women who are building and investing in Web3 to share their story and inspire future generations. We intend to use the CoinDCX platform to reach out to people both inside and outside of Web3, as well as prospective fence sitters, web3 aficionados, and the company’s networks across Twitter, Instagram, YouTube, Telegram, Discord, and local chapters to narrate these inspiring stories and leverage web3's potential as a space for all.

How do you stay up-to-date on changes and developments in HR, and what resources do you rely on?
Since the pandemic, there has been a significant shift in how employees work. Understanding our own employees, their preferences and their needs have always been the starting point to implementing new practices. We also encourage them to openly share the best practices from their external peers so that we can learn.
Staying in touch with industry counterparts & the trends they are seeing, participating in industry discussions and keeping in touch with the ideas in HR publications & thought leaders are some other sources which help stay attuned to what’s happening in the external world.

How does the company ensure that women are paid fairly and equitably in comparison to their male counterparts?

For us, compensation is derived basis of the individual’s role when they join us. For existing employees we look at factors such as individual performance, their current role and market parity data when looking at pay revisions. Gender is not an input factor into compensation and we remove any unconscious bias by taking a structured & formulaic approach to pay.

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