Empowering Rural Women in Tech: The Transformative Journey of the SheArise1 Program

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Empowering Rural Women in Tech: The Transformative Journey of the SheArise1 Program
  • May 15, 2025
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In an era where digital skills define career success, thousands of talented women from rural India still find themselves left behind—not due to lack of potential, but because of limited exposure, confidence, and support. The SheArise1 Program, a CSR initiative by Altran (Capgemini) in partnership with NASSCOM Foundation and implemented by TMI e2E Academy, was designed to change that narrative.

The Challenge

Despite rising enrollment of women in engineering courses, employability among graduates from Tier II and III cities remains critically low. The COVID-19 pandemic further widened this gap by disrupting traditional classroom-based learning and cutting off access to career support systems.

The SheArise1 Solution

Launched in 2019, SheArise1 targeted 300 unplaced women graduates in engineering and computer applications.

Key Features:

  • Courses Offered: Java Development, Python with Data Science, Python with IoT, Java with RPA
  • Training Hours: 350+ hours, including 290 technical and 60 employability-focused hours
  • Virtual Model: Delivered through TMI’s Learning Management System and live sessions
  • Soft Skills Training: Communication, design thinking, financial and digital literacy, resume building, and interview preparation
  • Family Engagement: Counselling sessions with parents to ensure support for job migration and virtual employment

Real Impact, Real Change:

  • Enrollment: 300 women trained in 10 batches
  • Assessment & Certification: 267 assessed, 250 certified
  • Placement: 100% placement for certified candidates
  • Hiring Companies: TCS, Cognizant, Tech Mahindra, Accenture, Zscaler, Aspire
  • Salary Packages: Ranging from ₹1.2 LPA to ₹3.6 LPA across major cities

Beyond the Classroom

  • Active use of digital learning platforms
  • Daily mentoring check-ins
  • Online assessments
  • Festival-themed engagement kits
  • Career counseling via LinkedIn and networking

SheArise1 stands as a national benchmark for CSR-led digital skilling programs aimed at women. By blending technical training with emotional and behavioral support, it empowered 250 women to launch careers in the tech industry.

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Addressing Skill Gaps

Many industries face a mismatch between the skills that job seekers possess and those that employers need. By supporting skilling initiatives, corporates ensure a steady pipeline of talent that is equipped with relevant and up-to-date skills.

Future-Proofing the Workforce

As technology and industries evolve, the demand for new skills increases. Corporate support for continuous skilling helps to future-proof the workforce, ensuring that employees remain competitive in a rapidly changing job market.

Enhanced Employee Morale and Retention

Companies that invest in the skilling and development of their employees often see higher levels of job satisfaction and retention. This reduces turnover costs and builds a more committed workforce.

Innovation and Competitiveness

A skilled workforce drives innovation and competitiveness within a company. By supporting skilling as a CSR cause, companies can ensure they have access to the talent needed to stay ahead in their industry.

Community Development

Skilling initiatives can lead to the development of more self-reliant communities. When individuals are equipped with the skills to secure meaningful employment, they contribute more effectively to the local economy and society.

Reducing Social Issues

By providing people with the skills they need to succeed in the workforce, companies can help reduce social issues such as poverty, crime, and dependency on welfare.

Empowering Marginalized Communities

Skilling programs often target underserved and marginalized communities, providing them with opportunities for economic empowerment. This promotes inclusive growth and reduces inequality.

Gender Equality and Diversity

Corporate-supported skilling initiatives can focus on promoting gender equality and diversity by encouraging the participation of women and underrepresented groups in high-demand sectors.

Positive Social Impact

Supporting skilling initiatives demonstrates a company’s commitment to social responsibility and community development. This can enhance the company’s reputation, making it more attractive to customers, investors, and potential employees.

Brand Loyalty

Consumers are increasingly favoring brands that demonstrate social responsibility. Companies that invest in skilling as a CSR cause are likely to build stronger brand loyalty and customer trust.

Enhancing Workforce Quality

By investing in skilling programs, companies help create a more skilled and capable workforce. This contributes to overall economic growth by improving productivity and innovation within the industry.

Reducing Unemployment

Skilling initiatives can reduce unemployment rates by equipping individuals with the necessary skills to secure jobs, particularly in industries facing skill shortages.

Challenge

One-time training interventions lead to poor retention in the frontline.

Training Intervention

A Continuous Learning Journey combines digital learning with trainer support, providing ongoing, personalized development. This model uses multiple touchpoints to address individual performance gaps, ensuring continuous skill improvement and real-time application. By focusing on personalized learning paths, it drives long-term growth and measurable results, empowering employees to adapt and excel.

Challenge

Large companies with large frontline workforces require extensive trainer teams.

Training Intervention

Trainer Augmentation offers a scalable solution by outsourcing your trainer capacity. This model allows you to quickly scale your training efforts without overburdening your internal resources. By bringing in experienced, external trainers, you ensure consistent, high-quality training delivery while freeing up internal teams to focus on strategic priorities. It’s an ideal solution when you need to meet growing training demands or launch new initiatives without compromising on quality or capacity.

Challenge

Uniform training for all employees fails to address performance disparities.

Training Intervention

Analytics-driven, cohort-based training identifies skill gaps using performance data. By segmenting employees into cohorts based on performance, organizations can tailor training to address specific needs, driving higher engagement and measurable improvements. This targeted approach ensures that training is effective, efficient, and aligned with actual performance challenges.

Challenge

Supervisors prioritize high performers, leaving low performers unsupported and underdeveloped.

Training Intervention

Sustenance Training offers a blended, on-the-job approach to skill development, addressing gaps in supervisor bandwidth and ensuring consistent employee growth. By combining structured learning modules with real-time support, this program provides targeted training for all employees, including those who need additional guidance. It empowers the workforce to build skills, improve productivity, and thrive, fostering balanced development across teams.

Challenge

L&D teams cut induction training due to limited capacity/expertise.

Training Intervention

Role Induction Training delivers a structured onboarding experience during the first 7-10 days. Combining company culture, policies, and values with tailored role-specific training, it equips new hires with the skills to contribute effectively from day one. This program bridges gaps in training capacity, ensuring a seamless and productive induction process..