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India is a developing country and is a promoter of equal rights of women. Women have manifested their capabilities by holding esteemed positions in India like President, Prime Minister, Speaker of the Lok Sabha, Chief Minister, Governors and CEO of multinationals etc. But it still holds true that in spite of the efforts to augment the presence of women as employees in various organisations, they still occupy dependent-status in an ordinary family, and that male members are still considered the bread-winners.(Ghosh & Roy, 1997; Davies, 2017).The women are considered second-class citizens, responsible for home and care of the children. The male-female ratio is skewed in favour of males. In India, high numbers of girls die even before they touch their adulthood. Many experts hint at sex-selective abortions and female infanticides also as the prime suspect for this disturbed ratio (Menon-Sen& Kumar, 2001).
In the first few months of 2017, it was reported that jobs for men amplified by 0.9 million whereas 2.4 million females disappeared from the map of employment, according to the Centre for Monitoring Indian Economy (CMIE), a think tank. According to Mahesh Vyas, CMIE managing director and CEO, “Only women suffer when there’s an employment problem.” This is more shocking when this slice of information comes in the post liberalisation time, when one imagines that a country which is growing flings open doors of opportunity for women. When ladies were leaving jobs, an extra 24.3 million male members got jobs (Andres, L., et al., 2017). Education is one main criterion leading to jobs, but unfortunately that’s not the case as far as women’s participation in jobs in India is concerned. In rural part of India, 67 percent of graduate girls do not go to work. About 68.3 percent of graduate women dwelling in cities and towns do not have jobs which can earn them financial empowerment (The Wire, 2017).
Banking Industry also show no different picture as the number of women employed in banks in India is dismal. Women as employees in organizations and in leadership roles are a sign of successful companies and organizations doing financially well were found to have almost twice as many women in leadership roles . With the current demographic changes, it is imperative for organizations to focus on the recruitment and retention of women employees
(Ashburner, L.,1991). With respect to the assortment of the bank’s employees, there is a dearth of studies about women´s presence in banks. The paper addresses is this gap. Literature supports that a satisfied employee contributes positively to organizational effectiveness (Koys, 2001), their performance (Darma, & Supriyanto, 2017), their relationship with the customers (Ibrahim & Adam, 2018) and customer satisfaction (Zablah et. al., 2016; Gera et al., 2017). Therefore it becomes logical to study what leads to employee satisfaction. This paper studied employee satisfaction in banks and goes a step further to explore the gender difference, if it exists so far as the employee satisfaction is concerned. This paper is organized in five parts in addition to this introduction. The second section deals with relevant literature relating to presence of women in banks and employee satisfaction in banks. Section three throws light on Indian banking sector. Section four describes the methodology followed by analysis and conclusion. The last section presents the implications and limitations.