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Dec 10, 2011

CARVE A CAREER AS A PROFESSIONAL CALLIGRAPHER

Published on October 5, 2011
It can't get more offbeat than this! Calligraphy – the art of beautiful writing – opens a unique career option to write words in different stylish and creative ways.
Creating fancy scripts with various flat and oblique nibs is at the least, a very expressive profession that offers a chance to unleash your artistic potential. “The physical feel of writing is such a joy to me. I get swept up in this process which is almost meditative”, exclaims passionate calligrapher and professional trainer, Cherrell Avery.
Calligraphers can do wonders with their skills – impart a touch of class to written work and make even the most basic words look interesting!
Career Possibilities
Take your pick from a wide palette of services like – designing greeting cards, invitations, announcements, certificates, business cards, menus and decorative books to logos, monograms, posters, motivational art prints or even titles for magazines and films. The increasingly diverse applications also extend to paintings, maps, and legal documents, cut stone inscriptions, ceramics, memorial documents and other handmade presentations.
Some professionals make a living by just addressing envelopes while others choose to propagate the art by conducting calligraphy classes and workshops. Still others create and sell beautifully lettered artwork and other merchandise. A wacky option is body art designing in conjunction with tattoo artists!
You can work part-time, freelance, start your own business, specialise in private commissions or obtain employment in printing shops, greeting card companies, publishing houses or even with wedding planners.
Many argue that calligraphy is a dying art what with the almost ubiquitous use of computers and digital media today. But noted calligrapher and graphic designer, Rohan Rawat, argues: “Calligraphy has existed for centuries, but is relevant even today. It has a rich heritage, yet is being adapted to the digital media as well”.
Calligraphy now forms an integral part of various other fields like design, graphics and typography. Typeface (font) design, desktop wallpapers, manuscript design, hoarding design, signboards, packaging design, illustrations, fine arts and props and moving images for films, television and advertisements use calligraphy for both pen-based and computer-based variations.
What's more, this budding profession is being integrated into the fields of fashion and interior designing too.
Is it right for you?
Calligraphy demands an artistic mind with a creative bend and passion for lettering. A steady hand, an eye for detail and a vivid imagination is imperative. “In order to be a good calligrapher, you must have the driving desire to create beautiful images, motifs, symbols. An aesthetic sense and gauge of artistic balance is necessary. While these skills can be cultivated over time, they are also partially innate,” says calligraphy student Sonal Mathijia.
It takes patience and perseverance to diligently hone and master this artistic skill. Practising with concentration and determination alone will perfect your serif, so to speak! You should also be comfortable working with different mediums (paper, digital, merchandise), colours and relevant designing software.
World renowned calligrapher and master of modern calligraphy, Achyut Palav, elaborates, “If you are interested in a creatively fulfilling career, have an artistic flair and don't want to work at a regular 9-to-5 job, a career as a calligrapher is for you!”
Entering the field
While there are hardly any university recognised calligraphy courses in India, you can always opt for varied classes (beginner to expert) offered by some institutes ranging from a few weeks to a few months.
Online and distance learning is a boon as you can easily access modules, watch demonstrations and scan your works. In addition to this, there is a proliferation of hobby classes (please check credentials), instruction books and calligraphy-writing kits for those looking to getting started.
Even Fine Arts students learn basics of calligraphy like scripts, styles, fonts, strokes, depth, techniques and methods. Once ready, it pays to maintain a portfolio of varied and experimental samples for client approval.
With the growing demand for calligraphers, this is a well-paying career - starting salaries as high as Rs. 15,000. But earnings are bound to vary depending on the art form and project commissions.
As Richard Tuttle, publications director for the Association for the Calligraphic Arts (an international association promoting calligraphy) remarks, “Payment can range from ten dollars for making a little bookmark to many thousands of dollars for creating a one-of-a-kind art piece!”
So, there is a long way to go as you bring your letters alive – the only limit is your imagination!
Payal Chanania

Where to study?
  • Sri Yogeashwari Institute of Handwriting, Bangalore

http://www.handwritingaone.com/calligraphy.aspx
  • Indira Gandhi National Centre for Arts (IGNCA), New Delhi

http://ignca.nic.in/
  • Calligraphy India, New Delhi, Noida, Haryana, Chattisgarh

http://www.calligraphyindia.com/
  • Achyut Pallav School of Calligraphy, Mumbai

http://www.apsc.net.in/
  • Vikrant Karia Institute of Art, Mumbai

http://www.vkart.in/
  • New Learning Horizons – Artistic Calligraphy, Nagpur

http://www.nlhnagpur.info/
  • Write Right, Indore

http://www.writerightindia.com/calligraphy.html

ORGANISATIONAL ATTITUDES TOWARDS PREGNANT EMPLOYEES

Published on November 16, 2011

 The Maternity Benefits Act, 1961 explicitly prohibits discrimination against women employees due to pregnancy, childbirth or other related medical conditions. Any contravention before or after childbirth is expressly punishable with fine as well as imprisonment!
Accordingly, most organisations adopt the politically-correct stance of facilitating an inclusive workplace, but actually pay mere lip-service as they still harbour negative beliefs and prejudices against expecting women.
To be fair, the Indian corporate world has made significant strides when it comes to establishing gender equality. Yet, when it comes to pregnancy both overt and covert bias prevails. At the outset itself, organisations are not open to hiring newly married women as these high-risk resources are ‘bound' to get pregnant soon and turn into a burden or leave soon after. News of a pregnancy is not only not welcome but also viewed unkindly as an ‘unnecessary inconvenience'!
While an employee's pregnancy is legally irrelevant to her work and it's quite safe for her to continue working, this is far from what actually takes place. Managements deem expecting women as less committed, less productive, frequently absent and even unable to do their jobs well.
This discrimination manifests itself as tangible signals like negative, demeaning, vulgar or resentful comments about the employee's poor planning, physical appearance, pregnancy symptoms, child-rearing abilities, impact of the impending maternity leave on the workplace or even that she has been pregnant more than once while working at the same job.
Then there are more implicit and subtle signs like limiting training, withholding high-profile assignments, denying promotions, unwanted job transfers, excessive/unnecessary criticism, unfair evaluations, denying benefits to even demotion or outright termination! For instance, managers treat pregnant employees as ‘backup options' and do not invest in their training as they will leave soon and may not come back.
It can even take the shape of ‘benign discrimination' where pregnant employees are ‘advised' to discontinue working, not return after childbirth and settle down with the baby.
The so-called benevolence even extends to the notion that pregnant women need protection and are incapable of handling normal job duties.
Apart from this, failing to accommodate an expecting employee's needs is also tantamount to discrimination. Yet, they are not given additional support for their limitations unless they have been with the company for a long time or are exceptionally skilled. For instance consider this telling instance: At a recent seminar held in Mumbai, more than 75% of the 300-member audience (women professionals from the best companies in the country) assented that they got pregnant while employed. But shockingly, just 3 or 4 of them had received extra support from their employers!
Such discrimination is rooted in lingering negative attitudes and stereotypes that refuse to die away. On the one hand, there is the belief that pregnant women should stay at home and rest and childcare is their exclusive responsibility. On the other, it is often deemed that pregnant women cannot work as effectively and eventually will not return to the workforce. And even if they do, enthusiasm and commitment will be markedly low as work plays second-fiddle to family!
An employment lawyer elaborates, “The problem is that these attitudes are self-fulfilling prophecies - because a woman is pregnant, she doesn't get an important training opportunity, then the employer decides that without the training she can't handle the most challenging problems and then assigns her rote work. Very soon, since she doesn't have the training, she gets more and more rote work. As a result, the employer decides that is all she's good for. It is a vicious cycle and the graveyard for the dreams of many working women who become pregnant!”
So, will employers take steps to preserve the sanctity of human life? Is the desire to be comfortably and respectfully employed while pregnant too much to ask?
Payal Chanania 

TOWARDS A PREGNANCY-FRIENDLY WORKPLACE

Published on November 23, 2011
Why do women still have to choose between having a career and having a baby? Why are they left with little choice but to opt out of the workforce or at best, scale down their ambitions? Unsympathetic organisations do not realise that not only are they doing female staff a disservice, but also losing out on good employees! What's more, discriminatory practices have a negative effect on other women employees as well.
On the other hand, caring for staff that are ‘in the family way' makes business sense as they will definitely work better, care about the company, be more satisfied and committed, less absent, trust the management and also more likely to stay with the organisation.
Research also proves that when employers are understanding and treat their pregnant employees fairly - performance ratings improve and most workers return to work after their maternity leave, that too with heightened loyalty!
It is high time organisations realise the long-term value of employees and take a proactive approach for building a pregnancy-friendly workplace.
And it's not just about baby showers and charitable indulgences! Meaningful support extends much further.
Create a sympathetic environment that accommodates the special needs in the pre- and post-natal phase like flexible schedules that can accommodate medical appointments, sickness and more frequent breaks. Be open to temporarily working from home, job sharing, adjusting the workload, alternative duties or relocating workstations. Ensure that the office has good ventilation, safe temperature and noise level, free of smoke and the expecting employee does not have to stand for long periods. Arrange a comfortable place for short rests and child care facilities so that nursing mothers can bring their newborns to work.
As Ms. Subha, an ex-faculty at NIIT Hyderabad exclaims, “Would it hurt companies to have a day care? After all, we women want to contribute and also be mentally comforted by the fact that our child is just a floor away. Especially after the maternity leave I would most definitely like to be near my kid!”
Review the maternity leave policy and other procedures and make sure managers are both aware of and sensitive to the special requirements. Prepare co-workers to extend adequate support as well.
Ms. Shivashankar, Associate Vice President - Diversity & Sustainability, HCL Technologies goes a step ahead with, “For women it is just not about policies and physical infrastructure, but also an effective support system to manage their priorities during this important life infliction point.

Peer support, counselling and ability to stay connected with the company during the maternity period are important requirements for many women today!”
Step in the right direction
Some organisations are indeed taking strong initiatives to improve the situation. Coca-Cola has launched a global programme aimed at supporting and promoting laws and policies that provide women with protection and equal rights to employment.
HCL technologies offers a whole range of programs to support women during the pre and post maternity times. Ms. Shivashankar explains, “Baby and U, the maternity care program offers a lot of benefits for mothers-to-be, like information and educational material, testing facilities at their doorstep, a welcome maternity kit and much more.
Then there are flexi-work options for new mothers and also the Work Life Balance Chat wherein a life coach addresses employee personal issues and helps them find a balance.”
Similarly, American Express has a special ‘Pregnancy Care' programme which takes care of the needs and concerns of expecting employees for the entire nine-month period. Employee Rajlaksmi Kumar elaborates, “The programme helps you in understanding what your body may go through during this period. There were books and written material provided to me, discount coupons for tests along with newsletters that keep informing you on a regular basis. If you are in the programme, they also send you reminders for periodic check-ups and tests”.
TATA Group has a distinctive ‘Second Career Internship Programme' aimed at women professionals who have taken a break in their careers and are looking to re-enter mainstream jobs while juggling family responsibilities. This offers flexible time schedules, limited travel conditions and project based activities. It also includes a six-month internship period as well as a mentor-and-buddy system that smoothens the entry and orientation phase into the organisation.
To sum up, the mandate for employers is simple: Treat the pregnant members of your workforce with care and concern as well as promote the respect, dignity and inclusion that they richly deserve!
Payal Chanania 

BEING PREGNANT AT WORK

Published on November 30, 2011
A pregnancy is the time to rejoice as a woman prepares to welcome her baby into the world – in fact it's probably the most exciting event of her life. Yet, a sense of foreboding overshadows the unbridled joy, i.e. for working women at least. Work-related issues like when to inform the employer, how colleagues/managers will react, maternity leave, job security and returning to work blues mar the happiness and excitement.
A majority of Indian workplaces are far from supportive of their pregnant employees. Many women face pregnancy discrimination and even termination despite having erstwhile good work histories and favourable performance evaluations. Given the prevalent attitude of the corporate world, expecting women have to plan their moves diligently for this new phase of life.
If you are expecting a baby, clearly decide whether you wish to continue working or not based on what's best for you and your baby – no point unnecessarily complaining, being dissatisfied or inefficient later. Remember its tough managing work and pregnancy and you may not be able to function at the same tempo as earlier.
Here's a checklist of what to keep in mind:
What's the risk? - Evaluate the inherent workplace risks and hazards – physical strain (standing, lifting loads, travelling), night shifts or exposure to harmful substances can jeopardise the health and safety of you and your baby. Generally, with a desk job you can continue working right till the due date, though some discomfort and exhaustion is to be expected.
Breaking the news - When you actually reveal your pregnant state is entirely your wish, but do ensure that you inform your boss directly and not let him hear it on the grapevine. State your case preferably armed with solutions to adjust your work before and after you leave.
Angle for reasonable support: Try to negotiate mutually beneficial and acceptable accommodations like temporarily reduced responsibilities, lesser working hours, flexitime, alternate working conditions, sometimes at the cost of forgoing perks. Establish that you will continue to add value, though your health is a bigger priority now. If needed, do not hesitate to assert your rights and insist on safe and proper working conditions.
Know your rights - The Maternity Benefits Act 1961 entitles pregnant employees to 12 weeks of paid maternity leave (at normal pay rate) - 6 weeks before the due date and 6 weeks after the child's birth. The law also states that from 10 weeks before the due date, expecting women will not have to do arduous work, stand for long hours or be asked to do any other work that may cause problems.
What does the company offer? - Review the organisation's maternity leave policy, employee handbook or ask HR about the actual provisions. In particular, check how much time off you are actually allowed, whether it is paid and the pay rate, health insurance coverage/medical allowances, terms for extending maternity leave (paid, unpaid or partly-paid), whether you can use leaves/vacations to prolong maternity leave and other additional resources for pregnant employees. Also confirm whether you can return to your same job at the same terms or one that is equivalent in pay and advancement possibilities. Find out about part-time/flexitime/telecommute options to help you transition back into the workforce. You have to notify in writing asking for maternity leave and benefits as well as your leave period.
Proper care of yourself: Your health always comes first. Ensure that you sit in the right posture in a comfortable chair with your feet up if possible. Stand up and move around every two hours; sit down if it's a standing job. Take short breaks frequently; eat at regular intervals, do stretching exercises etc. Do not hesitate to seek/accept help from co-workers! Stress is not good for the baby growing inside you. Look for ways to eliminate the pressures by refusing extra work, reducing responsibilities or delegating tasks. Else, control it with relaxation techniques like deep breathing, yoga, meditation or even a short walk.
Maintain a professional image: Never use the pregnancy as an excuse to go lax. It is prudent not to complain or talk too much about your pregnancy either! Set your priorities and continue doing the work well with high levels of commitment and efficiency but without rushing around or getting anxious. Act responsibly - finish your projects, tie any loose ends and even train your replacement (if needed) before you leave.
Battling old attitudes: Consider yourself very lucky if you find a supportive and flexible environment. Most organisations are not very compassionate and pregnancy discrimination is still rampant. You may have to face rude comments, sniggers or even subtle prejudice where expecting employees are pressurised into giving up/not returning to work! The accommodations (if any) are often given grudgingly as if doling out charity.
All said and done, ensure that you properly balance your work, life and health at all times. If push comes to shove and the uneasiness, exhaustion, stress or discrimination is doing you in; prudence dictates quitting the job.
Payal Chanania 

COMING BACK TO WORK AFTER THE BABY

Published on December 7, 2011
 The maternity leave is up before you know it and very soon its time to return to work. And after weeks of nursing and diaper-changing, you are most probably looking forward to the adult company and normal duties even while dreading leaving behind the baby. But if you thought working during pregnancy was tough, you don't know what it's like to return to work (be it 3 months or 3 years) as a working mother!
Rejoining work requires careful planning that too starting long before the actual date of joining:
Stay current: You may be on maternity leave, but you still need to keep your skills updated and stay current. This is especially vital for those who are returning to work after a long gap.
Starting date: Be fair and practical when deciding when to rejoin as it can send your whole life topsy-turvy. If you have the liberty to pick a specific date, make it halfway through the workweek as it helps you get into the work routine slowly.
Support system: Your work stint cannot be successful unless there are solid and dependable childcare arrangements in place. Arrange for a family member, caregiver, and day care centre or choose the option of company on-site facilities to look after your child while you are away. Leaving your baby in trustworthy and capable hands is essential for your peace of mind.
Backup plans: Have alternative arrangements in place as backup for emergencies – the caregiver may take leave, the day care may be closed or your baby may fall sick.
Dry run: Practise a few trial runs before actually going back to work to give both yourself and your baby space to adjust to the new routine.
Once back on the job, don't expect to jump right in and carry on as earlier. Give yourself time to ease back into the work. It is an overwhelming time and the following tips can help:
Be upfront: Right at the start, discuss workload priorities, job duties and schedules with your boss. Try convincing the management for flexible hours, part-time work, telecommuting or job sharing (at least in the initial transition period for a gradual return). Your negotiating power is that it would cost them about 75-200% of your salary to replace you!
Breastfeeding: If you plan to continue breastfeeding, arrange to have the baby on-site/close by. Inform the employer about your decision and arrange to have suitably safe and private facilities available.
Balancing act: It's a constant juggle to balance work and family demands. You will perennially be short on time, energy and resources, not to mention low focus and concentration. This calls for determination, effort, efficiency as well as strong organisational skills to structure your work schedule around personal obligations and still stay in control as you meet all your commitments. Realistically accept that there will be limitations as well as ups and downs all the time. You have to ruthlessly prioritise.
A professional front: Remain positive and present a consistent attitude despite the overwhelming pressures. Work out coping strategies to tackle the taxing time.
Help is at hand: You don't have to be a superwoman and do everything yourself. Rather than stretch yourself too thin, accept help when proffered, be it a spouse, friend, colleague or boss. Do not hesitate to ask for what you want either!
Mommy-track: It's a sad fact for most working mothers – career and advancement opportunities suffer at the stake of the flexible arrangements, accommodations or sometimes just the ingrained prejudice! A highly successful working mother reports, “I was shocked to find that I was taken off the fast track and ‘mommy tracked' for the rest of my career….” You have to constantly drive home that you can still be efficient and successful.
Guilt trip: New mothers face immense emotional conflict and guilt over the selfish negligence of ‘abandoning' their newborn. As Manisha Kamath, Senior Product Manager in an MNC in Hyderabad laments, “Emotionally, leaving your baby in someone else's arms is heart-wrenching and brutal.
You want to be there when your baby does everything for the first time….” If you are struggling with the decision, it is advisable to put your doubts and feelings in perspective and always remember that working does not make you a bad mother. Take solace in this, according to the American Academy of Paediatrics, some children become more self-assured and independent when they have caregivers other than their parents! But do ensure that you give quality time and reconnect with the baby once you are home. And if you find yourself missing him/her too much – what's technology for… check in occasionally without overdoing it!
The blues: A working mother always has too much on her plate – caring for a child plus the constant burden/worries of the workload topped off by the identity crisis of whether to be a good employee or a good mother!
The aspirations and demands coupled with fatigue and guilt can do the best of us in, at times even to the extent of depression. A recent survey corroborates that full-time working moms experience far more stress and depression than those who are able to stay home with their babies! You need to steal some moments whenever possible to take care of yourself. Try connecting with other women colleagues and share tips/experiences or seek counselling, if needed. Above all, go easy on yourself as settling in will take time.
A prolific writer highlights, “Failing to balance both roles can cost a woman not only career success but also happiness at home!” Yet, you can succeed despite the odds and build a rewarding life as a working mother and still be there for your child!
Payal Chanania