Over 40 per cent of women in India’s corporate sector face bias at work, despite 90 per cent being willing to go the extra mile for career growth. The 2024 Voice of Women Study India, which surveyed nearly 24,000 professional women from over 560 companies, uncovered significant disparities between women’s career aspirations and workplace realities.
Contrary to the stereotype, Indian women are highly ambitious and willing to go the extra mile for career advancement. However, a myriad of challenges impede their progress.
At the heart of the issue lies the pervasive bias and microaggressions that women face in the workplace. These subtle yet insidious forms of discrimination create a hostile environment, hindering women’s career growth and leading to lower job satisfaction.
Six per cent of the ( (more than 1,400)) women surveyed reported experiencing sexual harassment, with less than half of these incidents officially reported. The study also found that 37 per cent of women experienced insensitive behaviour in their workplace.
“Bias at work is impeding businesses’ efforts to engage and retain skilled and committed women in the workforce. It is a reality that cannot be brushed aside,” said Nitin Sethi, chief executive officer of Talent Solutions in India for Aon.
Women in senior positions face increased discrimination, with 34 per cent in leadership roles reporting bias compared to 17 per cent in entry-level positions. This trend suggests growing barriers as women advance in their careers.
Working mothers encounter significant challenges, with 75 per cent experiencing career setbacks lasting one to two years after maternity leave. Nearly 40 per cent reported negative impacts on pay and role assignments upon return.
The study revealed that women who faced bias are 3.5 times more likely to perceive their organisational experience as unfair, with 21 per cent indicating they would leave their job within a year, compared to only six per cent of women who had not faced bias.
Shilpa Khanna, associate partner and DEI practice leader of Talent Solutions in India for Aon, emphasised, “Addressing gender issues is critical for businesses in India as they tackle talent shortage and navigate an uncertain business environment.”
The presence of female leadership positively impacts organizational culture, with 53 per cent of women reporting increased confidence in career growth when visible female leaders are present. Fifty-two per cent noted improved company culture, and 41 per cent viewed these leaders as role models.
Sethi called for immediate action: “Business decision-makers must urgently take steps to address systemic bias through inclusive policies and practices for equitable pay, career progression and maternity guardrails.”
Khanna added, “Businesses must deepen their DE&I efforts by actively listening to women in the workplace and utilising data-driven insights to ensure they make informed decisions to remove barriers for progress.”
The study underscores the need for systemic changes in Indian organisations to create truly inclusive workplaces. Recommendations include reviewing policies through a gender lens, implementing comprehensive bias training programs, establishing strong maternity support systems, strengthening the leadership pipeline for women, and promoting equitable work distribution.
As India aims for significant economic growth, addressing these issues is crucial for harnessing the full potential of its female workforce. The challenge lies in translating these insights into actionable changes that can drive sustainable progress in workplace equality and inclusion.