Gender diversity at leadership levels remains a global challenge, with women significantly underrepresented despite comprising 50% of the population and 47% of the entry-level workforce. Yet women occupy just 24% of C-Suite positions globally. Research indicates that this scarcity is not due to a lack of qualified and motivated talent but rather stems from individual biases and structural inequities. India, like many other countries, grapples with a gender disparity in leadership roles. This article explores the current state of women in leadership roles in the Indian workforce, the impact of the pandemic, and the efforts made to promote gender equality in the workplace.
The Gender Gap in Leadership:
As of April 2023, only 23.3% of leadership positions in India were occupied by women, showing a decline in hiring for the past two years compared to the peak hiring count at 27.4% in the third quarter of 2020. Women get stuck even before they reach the first level of management. The pipeline of potential women leaders is being curtailed at the early career stages also. This gap only continues to widen the higher up the seniority ladder you go.
Sector-wise Disparities in Gender Diversity:
In numerous industries, women encounter obstacles that impede their career advancement, leading to a disproportionate representation of men in top leadership positions. Globally, research conducted by LinkedIN Economic Graph indicates that women hold less than one-third of leadership roles.
Despite achieving some parity with men at the entry-level and even dominating certain sectors such as Consumer & Retail as well as Education, women’s progress to leadership positions remains significantly hindered by various biases. For instance, in conventional male-dominated industries like Manufacturing, Utilities, Technology Information and Media, gender gaps persist, limiting the number of women entering employment and being promoted to senior roles.
The Impact of the Pandemic:
The pandemic has had a disproportionate impact on women, leading to a “shecession” as sectors where women are more prevalent, such as retail and hospitality, were severely affected. Studies by IBM and Chief suggest that the number of women professionals in middle management has declined in India, with 47% of laid-off women not returning to the workforce, compared to only 7% for men. The World Economic Forum highlights that post the pandemic the progress towards gender parity has been set back, projecting it will take 132 years to achieve full gender parity in the workforce at the current rate.
Fostering Gender Diversity through Flexible Workplaces and other policies:
A recent research by Deloitte demonstrates that businesses offering hybrid, flexible, or home working outperform others in promoting women to senior management roles. Companies with flexible work policies are more successful in nurturing women leaders. As India introduces policies to boost diversity, the mandate for the largest 1000 companies to have an independent female director and the entitlement of six months’ paid maternity leave are some of the steps towards fostering gender diversity.
Leading the Charge for Change:
Several companies in India have taken proactive steps to promote gender equality and inclusivity. By introducing progressive policies such as extended maternity leave, paid paternity leave, crèche facilities, safe breastfeeding rooms, and flexible working hours, organisations such as Zomato, Dr. Reddy’s Laboratories, Info Edge, and HCL are leading the charge for gender diversity and encouraging greater participation of women in the workplace.
Furthermore, the Revised Companies Act approved in August 2013 made it mandatory for all listed companies and other large public limited firms to appoint at least one woman director to their Boards.
While the trend of growth in women representation on Boards has permeated through most of the industries, there is significant divergence in gender diversity on Boards across different industries.
Conclusion:
Gender diversity in leadership positions remains an ongoing challenge in India. While progress has been made, there is still much work to be done to bridge the gender gap. The pandemic has heightened the need to address the systemic barriers hindering women’s progress in the workplace. Companies that prioritize flexible work policies have proven to be more successful in nurturing women leaders. By fostering an inclusive and supportive culture, introducing progressive policies, and offering equal opportunities for growth, Indian organizations can empower women to thrive in leadership roles, thereby driving innovation and achieving long-term success in the pursuit of gender diversity and inclusion.
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