February 2016 Woman At Work Digital

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SOCIETY of the region was their commitment to their soil. “When we left our village to get educated and employed, we had vowed to come back some day and create employment opportunities here,”explains Snehal Londhe, Managing Director of Payod Industries. Hingagaon and the neighbouring villages are drought prone areas with negligible agricultural activities. The men left the village in search of work, leaving behind their wives, mothers and children. Most of them became drivers and many died in road accidents, hence leaving young uneducated dependent widows to live at the mercy of the family. Fully cognizant of these problems, the duo embarked on the journey of providing employment opportunities and skillset development for sustained livelihood, especially of the women of this region. Recalling their impediments, Snehal explains, “There was no transport, no internet, and no nationalised or private bank ready to gamble on our faith. They did not think we will be able to run an international standard production unit right here.” But as they say, fortune favours the brave. Payod Industries is the only manufacturer and market leader in industrial safety gloves with 100% export and employing 95% women workers from the local villages in and around Hingagaon. They make polyester seamless gloves, cotton knitted seamless gloves, seamless cotton gloves with PVC dotted on palms and bleached white gloves. And all of their production is carried out at international standards on high end sewing machines and packaging machines, under strict quality control. Payod Industies was set up with the core idea of empowering the women of Sangli district and the adjoining rural clusters. The factory provides training on knitting, sewing, packaging, dye cutting and many other processes involved in process of glove making. For those women who cannot come to the factory compound due to domestic pressures or other exigencies, Payod provides them with decentralized working space- soft loans for stitching machines and renovation of houses, so that they could earn their livelihood working from home. Since the strict quality parameters demand cleanliness and personal and community hygiene, the economic incentive has pushed this behavioural change. Snehal shares the past saying, “There was a time when we had to urge women to get trained and we would incentivise them with an honorarium amount that they would have earned in the fields. These women expected to earn INR 20-50 a day. And now they earn INR 6000 to 7000 a month depending on how much work they turn around.” Payod Industries has not only led to an economic empowerment, but also set the stage for a social and behavioural transformation in these rural areas. About 95% of the employees are women from socially disadvantaged families, widows, women family heads, BPL families and economicallybackward families. Regular income has meant that many of the children of these poor families are able to remain in schools. There has been an increase in enrolment of children in the schools and reduction of drop outs because of access to livelihood opportunities for their parents. Payod has walked a step further by engaging in village development initiatives. The industry has adopted the local government school and provides global classroom facilities. The school going children are provided with educational aid as well as shoes and books whenever required. The village also boasts of a free library, ‘Hingagaon Village Knowledge Centre’ which has 3000 books, 15 magazines and holds seminars on topics like agriculture and technology, women health, child nutrition etc. All of this is aided and maintained by Payod Industries as part of its corporate social responsibility. Payod has earned awards and accolades for its exemplary work from many national level agencies and platforms like the Officers Forum of Maharashtra, DICCI 2011, Sankalp 2014, Perarna Puraskar – IBN Lokmat and World Rural Entrepreneur forum. Kajal Karpe, a victim of fate has become a hero of her destiny after getting trained and absorbed by Payod. The young widow is an expert tailor spinning thousands of gloves a month and earning enough money for her family to live a comfortable life. Kajal is getting her younger sister educated, footing expenses for her father’s medical care and has installed a water filter in her house. A perfect example of positive economic and behavioural progress, Kajal believes in the importance of sanitation and hygiene. The change in perspective has been brought about by the economic liberation and financial independence which she has gained by getting skilled at Payod Industries. 180 clusters of villages, 850 women employees, 200 machines and a new generation of economically and socially liberated women is the turnover of Payod Industries. Snehal, Devanand and their team have truly proven to be the oasis in the drought prone villages in and around Sangli. 38 | February 2016
BOOKSHELF Chess Not Checkers: Elevate your Leadership Game Author: Mark Miller As organizations grow in volume and complexity, the demands on leadership change. The same old moves may not change the desired output. In Chess Not Checkers, Mark Miller tells the story of Blake Brown, newly appointed CEO of a company troubled by poor performance and low morale. The book is a guide on how Blake changes his game to revive the company. A gripping narrative, imparting interesting and applicable leadership lessons, it is full of wisdom about the different kind of leadership that it takes to create a high performance organization when complexity changes the game. It's My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture Author: Dee Ann Turner Based on her more than thirty years at Chick-fil-A, as Vice President, Corporate Talent, Dee Ann Turner shares how Chick-fil-A has built a devoted talent and fan base that spans generations. It's My Pleasure tells powerful stories and provides practical applications on how to develop extraordinary talent to build and stimulate a company's culture. The book is divided into four basic sections: The Essence of a Compelling Culture, Building a Team that Creates a Compelling Culture, Growing a Compelling Culture within the Team, and Engaging Guests in a Compelling Culture. February 2016 | 39
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February 2016 Woman At Work Digital

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