The single most important reason why women abandon their careers half way is due to the Indian cultural milieu which urges the woman to focus more on the home rather than the career. Women between the ages of 25-40, invariably off-ramp on account of child-bearing and child-rearing, which creates a huge drain in the talent pipeline.

Work-life balance is one of the most critical factors which serve as engagement drivers for women professionals. Hence any Gender Diversity agenda focusing on increasing representation of women at the work-place must begin with the laying of the foundation for organizational change towards life-work integrated careers.

Top reasons for leaving organisation
Women: Marraige, Family / Children
Men: Better job profile, Better Compensation
Common: Growth opportunities, Education
Source: Mercer NASSCOM Gender Inclusivity and Empowerment Study 2008

In a study conducted by NASSCOM (Study on “Excellence in Gender Inclusivity 2008), the following got the top 3 ranks for the best practices to support women at work.
- Anti sexual harassment policy
- Flexible work schedules / hours
- Flexible Leave Policy

In a nation-wide study conducted by Outlook Business and AVTAR Career Creators, 83% of the respondents felt that Flexi-working arrangements were important and should be provided. This need is truly global with 87% of women and 74% of men in a global survey conducted by Center for Work-Life policy in 2011 wanted flexible job options.

FLEXICURITY, a flexi-career solution from FLEXI helps in the creation of flexi-career tracks in organizations to extend flexible working to its employees and attract new talent pool on part-time and flex-time working.

STEP 1: BLQ STUDY – FLEXI READINESS ASSESSMENT
BLQ is a proprietary model developed by FLEXI for assessing the Life‐Work Integration positions of employees with respect of policies offered by organizations. WLB (Work‐Life Balance) positions are a confluence of opinion, knowledge, confirmed biases and behaviour of role models. These positions help in understanding building blocks of organizational culture and individual orientation towards flexible working and the readiness for this style of working.

STEP 2: FLEXIDIZING AND UNBUNDLING OF JOBS
The Flexidizing process identifies jobs that lend themselves to Flexibility. Jobs with low flex‐quotients shall not be advised for flexible working. The process of Unbundling will be applied to the jobs that have a high Flex Quotient and are suitable for Flexible working. The Unbundling process will categorize flexi jobs based on the different flavors/hues of flexi‐working