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Mckinsey’s Women in the Workplace 2024 stated that women today make up only 29% of C-suite positions, a progress that has been much slower at the entry and manager levels. At this pace, it would take 22 years for White women to reach parity—and it would take more than twice as long for women of color. This statement is not just shocking but equally concerning, especially at a time when the conversations of diversity, equity and inclusion have become the talk of the town for every organization.
In India, deep-rooted cultural norms and systemic barriers continue to limit the opportunities available to women, preventing them from fully realizing their potential. As the country picks up pace on the corporate wagon, the urgency to address the issue has never been greater. Equal pay, gender gap, and work-life balance are discussed frequently, leading many to believe there is a strong awareness of these issues. However, a closer examination of women’s workplace experiences reveals a different reality.
Representation at Senior Levels: As per the LinkedIn Survey, women’s workforce representation remains below men’s across nearly every industry and economy, with women accounting for 42% of the global workforce and 31.7% of senior leaders. While entry-level positions remain open for women, they fall short of representing just one-quarter of C-suite roles.
Societal Norms and Cultural Barriers: Gender inequality in India is deeply rooted in societal norms, impacting women’s opportunities across various sectors. As much as society claims to have progressed, balancing household duties and office still primarily lies with women only. Juggling professional responsibilities with unpaid domestic work continues to move towards gender equality in the workspace.
Maternity Penalty: Getting back in the game after a break is a challenge itself, and it becomes even more difficult if you are a woman. Close to 75% of working mothers encounter a career setback lasting one to two years post-leave, and 40% of women face an adverse effect on the pay grade, leading to a notable reduction in their earning potential. Today, 1 in 6 women is uncertain about the job availability after a maternity break – which shows the harsh reality of women at work.
Pay Gap: India ranks 116th among 146 countries in terms of the gender pay gap, and this gap continues to widen as we go deeper, from urban/working-class jobs to rural sectors. We are behind Bangladesh, Bhutan, Sri Lanka, Nepal and Maldives in South Asia, and ahead only of Pakistan and Afghanistan. In the tech sector, the situation worsens, as the average pay gap stands at 10-17 percent. Even at the fresher levels, women are earning nearly 15.38 percent less than their male colleagues, and this gap continues to widen as we move up the ladder due to a lack of mentorship. The gap is driven mainly by structural inequalities, disparity in role distribution, barriers to career advancement, and negotiation gaps.
Poor Infrastructure: For the women juggling between household responsibilities and careers, a lack of appropriate infrastructure discourages women’s workforce participation and pushes them out of the workspace. This infrastructure could vary from the availability of safe transportation to childcare facilities and flexible work arrangements.
The flat gestures of chocolates, women-specific discounts, a celebration of Women’s Day, or Mother’s Day may be well-intentioned attempts to acknowledge their presence, but they fall short of addressing the systemic barriers that persist in the workplace. These superficial solutions do little to tackle the root causes, whereas real solutions require a commitment to structural change, including transparent pay practices, mentorship programs, flexible work arrangements, and policies that promote equality in true essence.
Inclusive Work Environments: Policies that promote work-life integration, such as flexible working hours, remote work options, comprehensive parental leave, safe commute options, and childcare facilities, in true terms, can create an inclusive work environment and actively support women’s participation in work. Deloitte’s recent ‘Women @ Work’ survey stated that women in organizations that excel in gender equality exhibit three times higher loyalty and productivity. Thus, it is a win-win situation. HUL, with its Project Ahilya and Project Samavesh, aims to provide equal opportunities for women in frontline sales and shopfloor roles.
Engaging Men and Boys: The culture of gender equality can be created if we address this root cause. A supportive home environment, with the engagement of men and boys in discussions about gender roles and responsibilities, goes a long way. Awareness campaigns and educational initiatives can help shift societal perceptions and promote shared responsibilities in both professional and domestic settings.
The idea of gender equality in the workplace shouldn’t be an idea for decades to come; it must become a reality – for the betterment of society. A comprehensive approach—encompassing education, societal change, supportive infrastructure, and policy advocacy—will not only enhance women’s participation in the workforce but also contribute to the nation’s overall development.
Online Coverage: HR.com