Naipunnya Institute of Management and Information Technology, Pongam

1.1 INTRODUCTION

"Health is the finished reconciliation of body, psyche and soul the

acknowledgment that all that we do, think, feel, and accept affects our
condition of prosperity." Greg Anderson. Prosperity is an idea that has been
concentrated on in various fields, including brain science, social science, and
general wellbeing, among others. It alludes to the condition of being sound,
cheerful, and happy with one's life and conditions. Prosperity is a complex
build that incorporates actual wellbeing, close to home and emotional well-
being, social connections, monetary security, and a feeling of direction and
importance throughout everyday life. One of the key factors that impact
prosperity is social connections. Individuals who have solid social
associations and a feeling of having a place will generally be more joyful and
more grounded than the people who are socially separated. Positive
associations with family, companions, and partners offer close to home help,
lessen pressure, and increment strength in troublesome times. In addition,
social connections can help one is feeling of direction and significance in life
by giving open doors to self-improvement, individual accomplishment, and
local area association.

Another significant variable that influences prosperity is the quest for

individual objectives and values. Individuals who have a reasonable feeling
of what they need to accomplish throughout everyday life and who adjust
their activities to their qualities will generally encounter more elevated levels
of bliss and fulfilment. Chasing after private objectives provides individuals
a feeling of motivation, course, and command over their lives. Besides,
laying out objectives and accomplishing them can support one’s confidence,
self-adequacy, and feeling of ability, which are significant parts of mental

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prosperity. In rundown, prosperity is a perplexing and complex develop that

includes different variables, like social connections, individual objectives,
and physical and emotional well-being. Understanding what makes
individuals cheerful and fulfilled can help people and networks to develop
the circumstances essential for advancing prosperity and personal
satisfaction.

Women

A woman is an adult female human being. Women’s status and role have
evolved dramatically throughout millennia. In ancient times, Indian women's
roles were limited to the home and family. Women have traditionally been
overlooked and undervalued in society. However, recent attempts have been
undertaken to promote gender equality and empower women. It is critical to
understand that women are equally as capable and intellectual as men.
Studies have revealed that girls surpass boys in language and reading skills,
showing a better degree of cognitive development. Furthermore, women
have made major contributions to a variety of professions throughout history,
ranging from science and literature to politics and art. However, their
accomplishments have frequently been neglected or credited to men.

Married Working Women

Married working women make up a different and complex gathering of

people who face a scope of one-of-a-kind difficulties and valuable open
doors inside their own and proficient lives. Before, customary orientation
jobs and cultural assumptions frequently consigned wedded ladies to a place
of compliance, restricting their capacity to seek after instruction, professions,
and individual objectives. In any case, with the advancement of ladies’

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freedoms developments and the moving orientation elements of society,

wedded ladies are currently ready to investigate their true capacity and
pursue decisions that line up with their singular qualities and wants even
more completely.

One critical area of concentration for the majority wedded ladies is

accomplishing balance between serious and fun activities, as the obligations
of marriage, nurturing, and vocation can frequently be conflictual. Many
wedded ladies need to shuffle the requests of a profession with the requests
of a family, and this can some of the time be an upsetting and overpowering
experience. In any case, the rising accessibility of adaptable work game
plans, like remote or seasonal work, has made it simpler for wedded ladies
to seek after their vocations while yet satisfying their family commitments.
Furthermore, many organizations are starting to perceive the worth of a
different labour force and are executing strategies and projects to advance
orientation value and backing ladies in the labour force, which can be
particularly useful for hitched ladies who are endeavouring to keep a
balanced and satisfying life.

1.2 STATEMENT OF THE PROBLEM

The problem is to identify and address the challenges faced by married

working women in balancing their professional and personal lives
effectively.

The most significant aspects of life are one's career and ambitions. Most
women are seeking work to support their families. Because of changes in the
environment and economic conditions. Women’s greatest struggle is
balancing the responsibilities of family and employment. Women are gaining

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employment and continuing to work after marriage. In caring for small

children and families, a married woman bears more duty than a man.

1.3 OBJECTIVE OF THE STUDY

 To identify the factors that affect the career progression of married

women employees in baking sector.
 To analyse the work life challenges faced by married women employees
in Banks.
 To measure the factors that impede the career development of married
women employees in banking sector.

1.4 SIGNIFICANCE OF THE STUDY

Organizational policies and practices: Insights gained from this study can
inform organizations’ policies and practices to accommodate the unique
needs and challenges faced by married working women. This can include
flexible work arrangements, family-friendly policies, and support systems,
which can lead to increased employee productivity, satisfaction, and
retention.

This study can light on the challenges faced by women in their personal and
professional lives, leading to a greater understanding of mental health issues
among working women. Factors such as work-life balance, social support,
job satisfaction, financial stability and life events will be examined to gain
an insight into how these variables impact of married working women.

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1.5 SCOPE OF THE STUDY

This study aims to explore the various factors that contribute to the
psychological well-being of working women and unmarried working
women. Unmarried working women may feel a sense of independence and
self-sufficiency but may also experience social isolation and loneliness.
Married working women may have a sense of security and support from their
spouse but may also experience stress related to marital and family
responsibilities.

1.6 RESEARCH METHODOLOGY

It is a scientific method used to solve the research problems. Methodology is
the systematic procedures involved in conducting research process. Both
primary and secondary data are used for conducting the study.
1.6.1 SOURCES OF DATA

Primary Data

Primary data were collected through structured questionnaire. The

questionnaire were given to the respondent and the data were collected.

Secondary Data

Secondary data were collected from various publications, websites, etc…

1.6.2 SAMPLING METHOD AND TECHNIQUE

To study analysis of career progression of married working women in

banking sector, the researcher has used non-probability sampling method and
under the non-probability sampling snowball sampling technique is used to
identify the Respondents.

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1.6.3 POPULATION OF THE STUDY

The population of the study is married working women in banking sector in

Angamaly municipality.

1.6.4 SAMPLE SIZE

For the purpose of the study, the data has been collected from 50 married
working women in banking sector in Angamaly municipality.

1.6.5 TOOLS FOR DATA COLLECTION

Questionnaire: Primary data were collected by mail survey with a structured
questionnaire.
1.6.6 TOOLS FOR DATA ANALYSIS AND PRESENTATION

The purpose of data analysis is to extract useful information from data and
taking the decision based upon the data analysis. Data collected were
analyzed using Percentage analysis and the analyzed data is presented by
using tables and graphs.

1.6.7 LIMITATION OF THE STUDY

 The study may not be generalizable to other workplace and working

women.
 Analysis is done on the assumptions that respondents have given correct
information through the questionnaire.

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2. REVIEW OF LITERATURE

A Literature Review is a piece of academic writing demonstrating

knowledge and understanding of the academic literature on a specific topic
placed in context.

 According to Lakshmi, & Gopinath (2013) Work life woman’s employees

balance has become an essential topic since the shift from means earning the
family livelihood two today’s world, when both men and women equally
bear the burden of earning for the benefit of their family life. Therefore, it is
for the betterment of their family life. It is very important to know how
women combined career and domestic life. However, with the advancement
of education and training institutions, things have improved significantly.
 According to Shobha Surendra’s (2014) Study on “Work life balance -
implications for working woman, “Many women struggled to balance what
a family due to work pressure coma limited time, and expectations from
others. Many working women have job related stressors at home due to
longer working hours. Poor performance has significant implications.
 According to Kumaraswamy M & Ashwini S (2015) “Challenges in WLB
of married working woman”, It is crucial for employees to strike a healthy
work life balance. Employees who maintain a healthy work life balance are
more likely to contribute to organisational success. Having productive
effective personnel helps the organisation provide better customer service.
Today’s work life balance has been impacted by family developments such
as nuclear families, single parent households, dual earnings parents, parents
working from various locations, an increased household chore.
 Ajith Sankar & Dr. Sonny Jose (2016) studied “work life Balance among
women employees: A case study with reference to IT companies”. Carrier
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facilities and longevity enhancement variables can benefit working women

incorporate an ID sector, promoting a healthy work life balance.
 According to V. Sathya Moorthy (2017) study on ‘Women employees
’Attitudes about work life balance in the service sector, improving work life
balance benefits companies and employees. Work life mismatch can lead to
increased absenteeism and turnover, decrease productivity and job
satisfaction, increased healthcare expenditures, and decreasing
organisational engagement and loyalty.
 Minal Bhartiya, Sachin Mittal, & Sangeetha Jain (2018) Conduct a study
on the impact of occupation on work life balance among working women in
India even after achieving success, Indian women often prioritise their
household responsibilities. Woman faced several stages in their lives, such
as marriage coma childbirth and caregiving, which may Record them to
compromise their careers. Circumstances affecting Indian woman
professionals include situations circumstances, professional environment
coma work pressure, woman support systems, overall health, personal
happiness, child development policies and family consideration.
 According to Pavitra G (2020) Study on work life balance of woman
employees, main challenges affecting woman’s work life balance in India
include role overload, dependent care issues, poor health, time management
issues and lack of social support.
 R. Dinakar (2021) Study the impact of work life balance on job satisfaction
among bank employees. The findings indicate that work life balance,
organisation support, financial assistance, Responsibility significantly
impact the job satisfaction of representatives in new private sector banks.
The study found that private bank employees work life balance is influenced

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by work left balancing tactics, workload, hierarchal support, and monitor

insert this.
 Ms. D. Archana and Dr. P. Venkateshwara (2022) assessed the work life
balance of female banking professionals. Most respondents report spending
quality time with their children and family after work, as well as having
enough time to socialise outside of work hours.
 Dr. A. Vanitha (2022) Conducted work life balance: A review of women in
the service sector work life balance impact physical, psychological, personal,
health and social aspects. Female employees work life balance management
varies by situation. Women in service industries are often expected to make
significant sacrifices at work, which can cause issues in their personal,
family, and social lives, as well as difficulties with work life balance.
 Dr. Seema Verma & Rahul Singh Gautam (2022) Study on the effect of
education on working women for work life balance found that education
positively impacts work life balance. Education can help individuals achieve
work life balance by providing information on flexible scheduling family
gatherings and other activities. The education environment has influenced
her development and work life balance.
 Vasumathi (2018) Conducted A literature review on work life balance for
female employees, covering its significance, theories, determinants,
facilitators, coping strategies, impact on performance and consequences.
 According to Rajesh K Yadav and Nishant Dadhade (2022) ‘s Study work
life balance and job satisfaction among the working women of banking an
education sector a combative study, factors that contribute to job satisfaction
include supported colleagues, supportive working conditions, mentally
challenging work, equitable rewards, an employee-oriented policies.

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 Neha Podder & Dr. Prakash Divakaran (2020) Contacted a literature

study on work life balance for working women. This survey found that
women face multiple hurdles while managing their professional and family
responsibilities. These variables are crucial for understanding the difficulty
faced by female managers in managing their job and family duties.

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3. THEORETICAL FRAMEWORK

3.1 INTROUCTION

Theoretical framework is the structure that can hold or support a theory of a

research study. It encompasses not just the theory, but the narrative
explanation about how the researcher engages in using the theory and its
underlying assumptions to investigate the research problem.

The banking industry is essential to a country's economic development, and

a key component of its operational dynamics is the makeup of its workforce.
The professional advancement of married female employees is a topic of
great importance and interest within its workforce. The purpose of this study
is to examine the different factors that affect married women's career
advancement in the banking industry of Angamaly municipality, with an
emphasis on the opportunities and challenges that are particular to them. This
analysis aims to provide insights into the complexities of their career paths
so that policies and practices can be developed to support this demographic's
professional development and empowerment.

Working in the banking industry, married women frequently encounter

unique obstacles that may hinder their ability to advance in their careers. It's
challenging to strike a balance between obligations to one's family and one's
career goals, and stereotypes and societal expectations can make matters
worse. Furthermore, they may find it difficult to advance due to
organisational issues like gender biases, a lack of support networks, and
restricted access to leadership positions. Many married women employees
have overcome these obstacles to successfully navigate their careers,

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demonstrating resiliency and determination in reaching their professional

objectives.

It is important to comprehend the elements that influence married women's

career advancement in the banking industry for several reasons. First off, it
can assist in pinpointing the precise obstacles they encounter and guide the
creation of focused interventions to deal with these issues. Second, it can
provide valuable insights for other industries by illuminating the tactics and
support networks that have helped them advance in their careers. Lastly, it
can add to the conversation about gender equality in the workplace by
emphasising how crucial it is to create environments that are welcoming and
encouraging for every employee.

In view of the, this analysis aims to investigate the career paths of married
female bank workers, with a particular emphasis on pinpointing the critical
elements that impact their advancement in the field. Through an analysis of
the interactions between individual, social, and institutional factors, this
research attempts to offer a thorough grasp of the difficulties and possibilities
encountered by this group. We hope that this analysis will further the
ongoing efforts to empower women in the banking industry and beyond, with
a focus on gender equality.

3.2 PERCEPTION OF MANAGEMENT

Married women may perceive management as supportive if they provide

policies and benefits that accommodate the needs of employees with
families, such as flexible working hours, parental leave, or childcare
assistance. They may appreciate management that demonstrates

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understanding and empathy towards the challenges of balancing work and

family responsibilities.

Married women may evaluate management based on how fairly they are
treated compared to their unmarried or male counterparts, especially
regarding opportunities for advancement, pay parity, and workload
distribution. They may value management that fosters an inclusive and
respectful work environment where everyone's contributions are recognized
and valued regardless of marital status or gender. Effective communication
from management about company policies, changes, and expectations can
contribute to positive perceptions among married women employees. Work-
Life Balance: Management that prioritizes and actively promotes work-life
balance is likely to be appreciated by married women who juggle multiple
responsibilities outside of work. Perceptions of management may also be
influenced by opportunities for career development, mentorship, and
advancement, particularly if these opportunities are accessible and
supportive of employees' personal and family needs.

3.3 INEQUALITIES

In the banking sector, inequalities experienced by married women employees

can stem from various factors, including traditional gender roles, workplace
policies, and cultural norms. Despite efforts to address gender pay
disparities, married women in the banking sector may still encounter wage
gaps compared to their male counterparts, even when they have similar
qualifications and experience. Married women may face barriers to career
advancement and promotion, often due to biases or assumptions about their
commitment to work compared to their family responsibilities. This can lead
to fewer opportunities for leadership roles and career progression.
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While some banks offer flexible work arrangements and parental leave
policies, there may still be challenges in accessing and utilizing these
benefits effectively. Married women may feel pressure to prioritize work
over family responsibilities or may face stigma for taking advantage of
flexible work options.Married women may experience discrimination or
harassment based on their marital status, particularly if they are perceived as
being less committed to their careers or more likely to prioritize family
obligations. This can create a hostile work environment and impede their
professional growth.

Married women may have limited access to networking opportunities and

mentorship programs due to social expectations or exclusionary practices
within the banking sector. This lack of support can hinder their ability to
build professional relationships and seek guidance for career development.

3.4 GENDER DISPARTIES

Gender disparities experienced by married women employees in the banking

sector can manifest in various ways, reflecting broader societal inequalities
and specific challenges within the industry. Married women in the banking
sector often face a gender pay gap, where they earn less than their male
counterparts for similar roles and responsibilities. This pay disparity can
persist across different levels of seniority and contribute to financial
insecurity and inequity. Despite advancements in gender equality initiatives,
married women may still encounter barriers to career progression and
leadership roles within banks.

Married women are often underrepresented in senior leadership positions

within banking institutions. This lack of representation can perpetuate gender

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biases and limit role models for aspiring female leaders, further entrenching
gender disparities within the sector. Married women may experience
discrimination and harassment based on both their gender and marital status.
They may face stereotyping, exclusion, and unequal treatment in the
workplace, contributing to a hostile or unwelcoming work environment.

Married women may have limited access to mentorship and networking

opportunities within the banking sector, which are crucial for career
advancement. Gender biases and exclusionary practices may hinder their
ability to build professional relationships and access support for their
professional development.

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4. DATA ANALYSIS AND INTERPRETATION

Data interpretation is the process of reviewing data and arriving at relevant

conclusions using various analytical research methods. Data analysis assists
researcher in categorising, manipulating data, and summarising data to
answer critical questions.

4.1 Age wise Analysis of the Respondents

Table 4.1 Age of respondents
CATEGORIES RESPONDENTS PERCENTAGE
BELOW – 25 9 18%
25-30 12 24%
30-35 21 42%
35-45 8 16%
TOTAL 50 100%
Source : primary data

35-45BELOW – 25
16% 18%

25-30
30-35 24%
42%

BELOW – 25 25-30 30-35 35-45

Figure 4.1 Age of respondents

INTERPRETATION:
From the above diagram age of respondents below 25 is 18%, age category
between 25-30 is 24% and between 30-35 is 42%, The other 16% of
respondents are from age 35-45.

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4.2 Educational qualification of the Respondents

Table 4.2 Educational qualification of the respondents
CATEGORIES RESPONDENTS PERCENTAGE
GRADUATE 8 16%
POST GRADUATE 24 48%
DOCTORATE 7 14%
PROFESSIONALLY 11 22%
QUALIFIED
TOTAL 50 100%
Source : primary data

PROFESSIONAL GRADUATE
LY QUALIFIED 16%
22%

DOCTORATE
14%

POST
GRADUATE
48%
GRADUATE POST GRADUATE
DOCTORATE PROFESSIONALLY QUALIFIED

Figure 4.2 Education qualification of the respondents

INTERPRETATION
From the above diagram the respondents of education qualification with
graduation is 16%, post-graduation is 48%, and the employees with doctorate
is 14%, and the professional qualified is of 22%.

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4.3.Marital Status of Respondents

Table 4.3 Marital status of respondents
CATEGORIES RESPONDENTS PERCENTAGE
MARRIED 35 70%
WIDOW 7 14%
DIVORSED 8 16%
TOTAL 50 100%
Source: primary data

DIVOSED
16%
WIDOW
14%
MARRIED
70%

MARRIED WIDOW DIVOSED

Figure 4.3 Marital status of respondents

INTEPRETATION:
From the above diagram the respondents for the marital status of married
women with 70%, widow with 14% and divorced with 16%.

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4.4 Salary-wise analysis of respondents

Table 4.4 Salary wise analysis of respondents
CATEGORIES RESPONDENTS PERCENTAGE
BELOW 10,000 7 14%
10,000 – 20,000 31 62
ABOVE 20,000 12 24
TOTAL 50 100
Source: primary data

ABOVE 20,000 BELOW 10,000

24% 14%

10,000 – 20,000
62%

BELOW 10,000 10,000 – 20,000 ABOVE 20,000

Figure 4.4 Salary wise analysis of respondents

INTERPRETATION
From the above diagram the respondents of salary range below 10,000 with
14%, between 10,000 - 20,000 with 62% and above 20,000 with 24%.

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4.5 Analysis on the working experience of respondents

Table 4.5 Working experience of respondents
CATEGORIES RESPONDENTS PERCENTAGE

1-5 YEARS 23 46%

ABOVE 5 YEARS 27 54%

TOTAL 50 100
source: primary data

ABOVE 5 YEARS
38%
1-5 YEARS
62%

1-5 YEARS ABOVE 5 YEARS

Figure 4.5 Experience of respondents

INTERPRETATION
From the above diagram the respondents of salary range below 10,000 with
14%, between 10,000 - 20,000 with 62% and above 20,000 with 24%.

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4.6. The Network Effectiveness for the Career Advancement of Married

Women Working in Banking Industry.
Table 4.6 Analysis on network effectiveness for career advancement
CATEGORIES RESPONDENTS PERCENTAGE
YES 28 56%
NO 6 12%
MAYBE 16 32%
TOTAL 50 100%
Source: primary data

MAYBE
32%
YES
NO 56%
12%

YES NO MAYBE

Figure 4.6 Analysis on network effectiveness for career advancement

INTERPRETATION
From the above diagram respondents who says that networking is essential
for the career advancement with 56%, and says it’s not essential is 12% and
the other 32% is not answerable.

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4.7. Analysis on the financial support provided by the company for

career advancement
Table 4.7 The company provides financial support for married women
employees for their career advancements
CATEGORIES RESPONDENTS PERCENTAGE
YES 26 52%
NO 12 24%
MAYBE 12 24%
TOTAL 50 100%
Source: primary data

MAYBE
24%
YES
NO 52%
24%

YES NO
%
Figure 4.7 The money spend by the company for helping married
women employees for the career advancements

INTERPRETATION:
From the above diagram the employees who believes that the money that the
company spends helps the career advancement of married women is with
52%, who says no is with 24% and others are with 24%.

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4.8. Expected level of Satisfaction with their Training and Development

Programmes.
Table 4.8 : Satisfaction level training and development programs
CATEGORIES RESPONDENTS PERCENTAGE
VERY
29 58%
SATISFIED
SOMEWHAT
17 34%
SATISFIED
VERY
4 8%
DISSATISFIED
TOTAL 50 100%
Source : primary data

VERY
DISSATISFIED
SOMEWHAT 8%
SATISFIED VERY SATISFIED
34% 58%

VERY SATISFIED SOMEWHAT SATISFIED VERY DISSATISFIED

Figure 4.8 Satisfaction level of training and development program

INTERPRETATION:

From the above diagram the married women employees who are very
satisfied with their training and development programme is 58%, those who
are somewhat satisfied is 34%, and other 8% is very dissatisfied.

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4.9 Being Married has changed their Goals for their career.
Table 4.9 Being married has changed employees’ goals
CATEGORIES RESPONDENTS PERCENTAGE
YES 15 30%
NO 23 46%
MAYBE 12 24%
TOTAL 50 100%
Source : primary data

MAYBE YES
24% 30%

NO
46%

YES NO MAYBE

Figure 4.9 Respondents of being married has changed their goals

INTERPRETATION
From the above diagram the respondents who says that the marriage has
changed their goals is 30%, who says no is 46% and the other 24% are not
answerable.

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4.10. There have been instances where family obligations forced them to
give up on their professional goals.
Table 4.10 Obligations forced married weomen to give up on their
professional goals
CATEGORIES RESPONDENTS PERCENTAGE
YES 11 22%
NO 32 64%
MAYBE 7 14%
TOTAL 50 100%

Source :primary data

MAYBE YES
14% 22%

NO
64%

YES NO MAYBE

figure4.10 Obligations forced them to give up on their professional

goals

INTERPRETATION:
From the above diagram the respondents who agrees their family obligations
forced them to give up their professional goals is 22%, 64% says no and other
with 14%.

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4.11 Married Women in Banking Industry find it Difficult to Juggle

their Obligations to their families and their Careers.
Table 4.11 Difficulty to Juggle their Obligations to their Families and
Careers
CATEGORIES RESPONDENTS PERCENTAGE
STRONGLY 9 18%
DISAGREE
DISAGREE 11 22%
NEUTRAL 8 16%
AGREE 12 24%
STRONGLY AGREE 10 20%
TOTAL 50 100%

Source : primary data

STRONGLY STRONGLY
AGREE DISAGREE
20% 18%
DISAGREE
AGREE 22%
24%
NEUTRAL
16%

STRONGLY DISAGREE DISAGREE NEUTRAL AGREE STRONGLY AGREE

Figure 4.11 Difficulties to juggle their obligations to their families and

careers
INTERPRETATION:
From the above diagram the respondents who strongly agree is 20%, 24% of
them agree with it, 16% are with neutral opinion, 22% disagrees and the other
18% strongly disagrees.

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4.12. The Banks Organisational Culture takes into account of particular

difficulties faced by Married Women Workers
Table 4.12 : Organisational culture takes into account of particular
difficulties
CATEGORIES RESPONDENTS PERCENTAGE
STRONGLY 4 8%
DISAGREE
DISAGREE 3 6%
NEUTRAL 15 30%
AGREE 7 14%
STRONGLY AGREE 21 42%
TOTAL 50 100%
Source : primary data

STRONGLY
DISAGREE DISAGREE
8% 6%
STRONGLY AGREE
42%

NEUTRAL
30%

AGREE
14%
STRONGLY DISAGREE DISAGREE NEUTRAL AGREE STRONGLY AGREE

Figure 4.12 Organisational culture takes into account of particular

difficulties
INTERPRETATION:
From the above diagram the respondents who strongly agree that the banks
organisational culture takes into account of particular difficulties faced by
married women workers is 42%, who agree 7%, with neutral 15%, who
disagree 3% and who strongly disagree 4%.

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4.13. Marital Status has Affected the Tasks or Projects given at Work
Table 4.13 : Marital status has affected the difficult tasks or projects
given at work
CATEGORIES RESPONDENS PERCENTAGE
STRONGLY 12 24%
DISAGREE
DISAGREE 12 24%
NEUTRAL 11 22%
AGREE 7 14%
STRONGLY AGREE 8 16%

TOTAL 50 100%
Source : primary data

STRONGLY AGREE STRONGLY

16% DISAGREE
24%
AGREE
14%

DISAGREE
24%
NEUTRAL
22%
STRONGLY DISAGREE DISAGREE NEUTRAL AGREE STRONGLY AGREE

Figure 4.13 Marital status has affected the projects given at work

INTERPRETATION:
From the above diagram the respondents who strongly disagree with 12%,
who disagree 12%, with neutral 11%, who agree 7% and who strongly agree
8%.

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4.14. The Bank gives Married Women Employees enough Flexibility to

meet their Obligations towards Families.
Table 4.14 Flexibility to meet their obligations
CATEGORIES RESPONDENTS PERCENTAGE
STRONGLY 7 14%
AGREE
AGREE 8 16%
NEUTRAL 14 28%
DISAGREE 11 22%
STRONGLY 10 20%
DISAGREE
TOTAL 50 100%
Source : primary data

STRONGLY STRONGLY
DISAGREE AGREE
20% 14%
AGREE
16%

DISAGREE
22%

NEUTRAL
28%
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE

Figure 4.14 Flexibility to meet their obligations

INTERPRETATION:
From the above diagram the respondents who strongly agree that the bank
gives married women employees enough flexible to meet their obligations to
their families is with 14% who agree with 16%, with neutral is 14%, who
disagree with 22% and who strongly disagree with 20%.

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4.15. The Policies of the Bank Effectively Tackle the Unique Obstacles
that Married Women Encounter when attempting to Advance in their
Careers.
Table 4.15 Bank’s policy helps to tackle the unique obstacles
CATEGORIES RESPONDENTS PERCENTAGE
STRONGLY AGREE 17 34%
AGREE 7 14%
NEUTRAL 12 24%
DISAGREE 6 12%
STRONGLY 8 16%
DISAGREE
TOTAL 50 100%
Source : primary data

STRONGLY
DISAGREE
16% STRONGLY
AGREE
DISAGREE 34%
12%

NEUTRAL AGREE
24% 14%

STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE

Figure 4.15 Bank’s policy helps to tackle the unique obstacle

INTERPRETATION:
From the above diagram the respondents who strongly agree that the policies
of the bank effectively tackle the unique obstacles that married women
encounter when attempting to advance in their careers is with 34%, who
agree with 14%, with neutral is 24%, who disagree with 12% and strongly
disagree with 16%.
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 Naipunnya Institute of Management and Information Technology, Pongam

4.16. Married Women’s Career Development Opportunities in the

Banking Industry are Adversely Impacted by the Perception of
Traditional gender roles.
Table 4.16 Career development opportunities are adversely impacted
by the perception of gender roles
CATEGORIES RESPONDENTS PERCENTAGE
STRONGLY 9 18%
AGREE
AGREE 8 16%
DISAGREE 11 22%
STRONGLY 10 20%
DISAGREE
NEUTRAL 12 24%

TOTAL 50 100%

Source:primarydata

strongly
neutral agree
24% 18%
agree
strongly 16%
disagree
20% disagree
22%

Figure 4.16 Career development opportunities are adversely impacted

by the perception of gender roles
INTERPRETATION
From the above diagram the respondents who strongly agree that career
development opportunities are adversely impacted by the perception of
gender role with 18%,and strongly disagree with 20%.

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4.17.The Bank’s Strict Rules make it difficult for Married Women to

Progress in their Careers.
Table 4.17 The strict rules make it Difficult to progress in their careers
CATEGORIES RESPONDENTS PERCENTAGE

TRUE 24 48%

FALSE 26 52%
TOTAL 50 100%

Source : primary data

true
48%
false
52%

1 0

Figure 4.17 The strict rules make it difficult to progress

INTERPERTATION
From the above data the respondents who truly agrees the banks strict rules
make it difficult for married women to progress in their careers is 24%, and
26% with false statement.

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4.18. When it comes to Promotions Married Women Experience

Discrimination based on their marital status.
Table 4.18 Married women experience discrimination during
promotion
CATEGORIES RESPONDENTS PERCENTAGE
STRONGLY AGREE 14 28%
AGREE 11 22%
NEUTRAL 9 18%
DISAGREE 16 32%
STRONGLY 10 20%
DISAGREE
TOTAL 50 100%
Source : primary data
STRONGLY STRONGLY
DISAGREE AGREE
17% 23%

DISAGREE
27% AGREE
18%

NEUTRAL
15%
STRONGLY AGREE AGREE NEUTRAL
DISAGREE STRONGLY DISAGREE

Figure 4.18 Married women experience discrimination during

promotion
INTERPRETATION
From the above diagram the respondents who strongly agree that the married
women experience discrimination based on their marital status with 23%,
agree with 18%, with neutral 15%, who disagree with 27% and with strongly
disagree is 17%.

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4.19. Married Women’s Career Advancement is adversely affected by

the division of duties within the Company, influenced by their marital
status.
Table 4.19 Division of duties affected married women in career
advancement
CATEGORIES RESPONDENTS PERCENTAGE
STRONGLY 17 34%
AGREE
AGREE 7 14%
NEUTRAL 6 12%
DISAGREE 10 20%
STRONGLY 10 20%
DISAGREE
TOTAL 50 100%
Source : primary data
STRONGLY
DISAGREE STRONGLY
20% AGREE
34%

DISAGREE
20%

AGREE
NEUTRAL 14%
12%
STRONGLY AGREE AGREE NEUTRAL
DISAGREE STRONGLY DISAGREE

Figure 4.19 Division of duties affected married women in career

advancement
INTERPRETATION
From the above diagram the respondents who strongly agree that married
women’s career advancement is adversely affected by the division of duties
within the company is 34%,who agree with 14%,and with neutral is
12%,who disagree with 20% and with strongly disagree is 20%.

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 Naipunnya Institute of Management and Information Technology, Pongam

4.20. Opportunities for Professional Development are often

discriminated against married Women.
Table 4.20 Opportunities for professional development are often
discriminated
CATEGORIES RESPONDENTS PERCENTAGE
STRONGLY AGREE 9 18%
AGREE 7 14%
NEUTRAL 15 30%
DISAGREE 9 18%
STRONGLY DISAGREE 10 20%
TOTAL 50 100%
Source : primary data

STRONGLY STRONGLY
DISAGREE AGREE
20% 18%

AGREE
DISAGREE 14%
18%

NEUTRAL
30%
STRONGLY AGREE AGREE NEUTRAL DISAGREE STRONGLY DISAGREE

Figure 4.20 Opportunities for professional development are often

discriminated
INTERPRETATION
From the above diagram the respondents who strongly agree that the
opportunities for professional development are often discriminated against
for married women are 18%, who agree with 14%,with neutral is 30% ,who
disagree 18% and who strongly disagree with 20%.
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 Naipunnya Institute of Management and Information Technology, Pongam

5. FINDINGS SUGGESTIONS AND CONCLUSION ;

Findings should be specific, measurable and clearly stated. Suggestion is one
of the requirements for progress and projects are wings to improve.
Conclusions are interpretations of the findings and should by the evidence.

5.1 FINDINGS

 From the analysis and interpretation of data the researcher found that the
majority of the respondents are between 30 – 35.
 The networking helps everyone in different ways.56% of the respondents
are saying that the networking is essential for the career advancement.
And a 12% with the response that networking is not essential for the
career advancement.
 When it comes to promotion, there is no discrimination faced by the
married Women based on their marital status.32% of the respondents are
agree with this statement.
 58% of the respondents are very satisfied with their bank training and
development programs.34% of the respondents were somewhat satisfied
with the training and development programs.
 Here the researcher found that the strict rules may or may not be make it
difficult for married women to progress in their careers.
 24% of the respondents agree and 20% are strongly agree that it is
difficult to juggle their obligations to their families and their careers.
 34% of the respondents are agree that the policies of the bank effectively
tackle the unique obstacles that married women encounter when
attempting to advance in their careers.

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 Naipunnya Institute of Management and Information Technology, Pongam

 54% of them where believe that the money spend by the company were
helping married women for their career growth and 12% of them believed
that the money, they spend were not helping in their career advancement.
 30% of the respondents thought being married has changed their goals
for their career.
 22% of the respondents were not faced any difficulties to juggle their
obligations to their families and their careers.
 42% of the respondents were strongly agree that the organisational
culture takes into account of particular difficulties faced by married
women.
 The Researcher found that the division of duties affected the married
women in their career advancement.

5.2 SUGGESTIONS

 They have to improve the network effectiveness for the career growth of
women employees
 There should not be any gender discrimination at the time of promotion
 Bank have to provide or conduct more training and development
programs
 The strict rules may affect the employee badly. Therefore the bank have
to take care of avoiding such rules
 They should maintain a work life balance
 Find out or examine the reasons behind the gap and propose different
strategies to address it.

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5.3 CONCLUSION

In conclusion, our study sheds light on the multifaceted experiences of

married women working within the banking sector. Through a
comprehensive analysis of factors such as work-life balance, career
progression, family support, and workplace policies, we have gained
valuable insights into the challenges and opportunities faced by this
demographic.

Our findings underscore the significance of flexible work arrangements,

robust support systems, and equitable career development opportunities in
facilitating the professional success and well-being of married women
employees. Additionally, the role of family support emerged as a crucial
determinant of their career advancement and job satisfaction.

Furthermore, our study highlights the importance of addressing gender pay

gaps and implementing tailored retention strategies to ensure the long-term
engagement and growth of married women within banking organizations. By
fostering inclusive and supportive work environments, banking sectors can
harness the full potential of their diverse talent pool and drive sustainable
business success.

Moving forward, it is imperative for stakeholders within the banking

industry to prioritize the implementation of evidence-based policies and
initiatives that empower married women employees to thrive professionally
and personally. Through collaborative efforts and a commitment to gender
equality, we can create workplaces where all employees, regardless of
marital status, can flourish and contribute meaningfully to organizational
success.

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