Despite their vital contributions, women in Indian workplaces continue to face a barrage of biases, from conscious judgments to unconscious prejudices. These barriers, often exacerbated by cultural, ethnic, and sexual orientation biases, have a profound impact on women’s careers, limiting their potential and creating a hostile work environment.
Nearly half of the women surveyed in a study by Aon reported facing bias or potential bias, while a significant portion experienced insensitive behaviour. Over 6% of women disclosed experiencing sexual harassment at least once, yet less than half of these incidents were officially reported to employers.
Working mothers face a particularly daunting set of challenges. A staggering 75% reported career setbacks of one to two years following maternity leave, while nearly 40% experienced pay cuts or reassignments to less desirable roles.
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While 17% of women in entry-level roles reported facing discrimination, this figure rises to a concerning 34% for those in senior management and leadership positions.
Women who have faced bias are 3.5 times more likely to perceive their organisational experience as unfair, and a staggering 21% indicate plans to leave their jobs within a year. In contrast, only 6% of women who haven’t faced bias intend to quit.
AON and People Matters recently launched the ‘DEI Collective,’ a community aimed at advancing workplace diversity, equity, and inclusion (DEI). This initiative seeks to build a sustainable ecosystem through innovative, globally and locally tailored solutions that drive collective success.
Amrita Padda, Chief People Officer at Airtel, emphasised the importance of individual action in driving change. ‘One should not wait for the big incident to happen,’ she advises. ‘Just ensure that you change things for yourself.’
For industry leaders, fostering inclusivity within organisations requires a concerted focus on several key areas. Saurabh Shyam, Head of Human Resources and L&D at SBI General Insurance, highlighted the critical role of leadership commitment. Executives must champion diversity and hold themselves accountable for progress.
A study by the World Economic Forum reveals that companies with strong DEI metrics generate over 45% of their revenue from innovation. As organisations strive to remain competitive in today’s global market, it is essential to explore how they are innovating their DEI policies to create more inclusive workplaces.
Strategies for systemic change
According to Smita Shetty Kapoor, CEO & Co-Founder at Kelp, creating a safer and more respectful workplace is HR managers’ and leaders’ responsibility. She suggests essential steps such as establishing platforms to report discrimination and harassment.
Smita further recommends implementing secure transportation, operational cameras, proper identification procedures for visitors, regular safety audits, and the establishment of employee resource groups to enhance workplace safety and respect. She calls on the importance of equipping employees with the skills to recognise and intervene in situations of harassment or discrimination, while also advocating for a zero-tolerance policy for such behaviours at all levels of the organisation.”
Creating anonymous reporting mechanisms to empower employees to share concerns or report incidents without fear of retaliation is also crucial.
Creating a safer workplace not only fosters a positive work environment but also has tangible business benefits. Studies demonstrate that companies with diverse workforces experience greater profitability, improved access to talent, enhanced collaboration, and better employee retention.”
India’s corporate leaders must now create truly inclusive environments where all talent can thrive. As more organisations recognise the link between diversity and innovation, there is hope for a shift that benefits women and strengthens India’s global business competitiveness.