`The future is female’: Women’s participation in India’s workforce increasing, reveals study

Hyderabad: A new study has revealed that women’s participation in India’s workforce is increasing at a rapid pace. However, their proportion in top-level management roles is still very low.

Conducted by ManpowerGroup India, the study provides comprehensive insights into the state of gender diversity and inclusion efforts across various industries in the country.

This study highlights the strides Indian employers are making to promote equity, particularly through progressive policies, upskilling initiatives, and enhanced workplace flexibility. It also underscores the crucial role of technology in supporting these efforts and driving substantial improvements in gender equality.

The survey, which covered 3,150 Indian employers, reveals progress in promoting gender equity through progressive policies, upskilling, and increased flexibility.

Optimism in DEIB Initiatives

The research indicates that 54% of employers in India are optimistic about their DEIB initiatives being on track to increase women's participation at different levels, significantly higher than the global average of 46%. This optimism reflects a broader commitment to gender parity within Indian companies.

Sector-Specific Diversity Ratios

The Information Technology (IT) sector leads the way in strengthening diversity ratios, with 58% of employers reporting progress. This is closely followed by the Healthcare and Life Sciences sector and the Financials and Real Estate sector, both at 54%. In contrast, the Consumer Goods and Services sector has a long way to go, with only 34% showing improvement.

Key Findings

Building Trusting Relationships: Over half (58%) of employers believe that building trusting relationships within teams supports the recruitment and retention of all genders more equitably.

Additionally, 57% of respondents highlighted the importance of supporting employee well-being, and 54% emphasized recognizing employees for contributing to a positive culture.

Learnability and Advancement: Four in 10 organizations (43%) report that leadership development programs are effectively expanding the candidate pool to include more individuals from diverse backgrounds and experiences.

Innovation and Technology: 80% of employers believe that new technology has helped them be more flexible, promoting gender equality. Furthermore, 74% stated that technology is diversifying their IT talent pipelines, 77% credited advancing tech for aiding gender equality, and 70% noted that AI-based tools are helping recruit the best candidates regardless of gender.

Pay Equity: Over half (58%) of respondents report that pay equity initiatives are on schedule. However, 32% are behind schedule, and 10% have no initiatives in place. The IT sector (65%), Communications Services (60%), and Healthcare and Life Sciences (60%) are leading in pay equity, while Energy and Utilities (48%) are lagging.

Representation by Role: Efforts to expand the number of women candidates vary by role type. Administrative (57%), front-line management (55%), and operational positions (55%) are leading in female representation. However, top-level management roles (49%), STEM fields (53%), and mid-level management (53%) show less female representation.

Opportunities to Engage Women

Empowering Women’s Allyship: Guiding young women’s career journeys early on through mentorship and sponsorship programs led by senior executive female allies.

Leveraging an Internal Talent Marketplace: Implementing AI-based talent marketplaces that match women’s skills and aspirations to projects, gigs, and leadership opportunities, enabling professional growth.

Focusing on Upskilling and Reskilling: Offering AI-enabled and virtual upskilling and reskilling opportunities, hosting tech academies to ensure women develop high-demand digital skills.

Maintaining Flexible Benefits: Shaping policies that support work-life harmony, maintaining caregiving benefits, and hybrid remote options to retain women amid growing return-to-office plans.

Supporting DEIB Adequately: Embedding DEIB goals into operations with executive support, clear KPIs, tools, and training that build capabilities across all levels.

Leadership Perspective

Sandeep Gulati, Managing Director of ManpowerGroup India and Middle East, stated, “India’s gender diversity is among the best worldwide, and it is encouraging to see women’s participation in the workforce increasing at a rapid pace. Organizations have realigned their hiring strategies by mandating women hiring at every level across sectors.”

He further highlighted, “Technology has made flexibility possible coupled with specialized programs to bring back women with long professional breaks, all of which have greatly contributed to this trend. I am confident that India can advance at a much faster growth rate if more women are added to the labor force.”

“While progress is evident, there are still areas requiring focused efforts to achieve gender parity fully. By leveraging technology, promoting upskilling, and maintaining flexible work benefits, Indian employers can continue to support and enhance gender diversity in the workforce” Gulati concluded.