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Key Points

A new report highlights significant barriers for women in India's workforce. Over a fifth of working women lack leadership development opportunities and struggle with work-life balance. The challenges are especially pronounced for women returning after maternity leave. However, the report also identifies key drivers like reliable management and fairness that can build more inclusive environments.

Key Points: 21 Percent of Indian Women Lack Leadership Development Opportunities

  • 21% of Indian working women lack access to leadership development opportunities
  • 22% struggle with work-life balance and 18% face inflexible work arrangements
  • Women returning from maternity leave face rigid schedules and insufficient leave policies
  • Equitable treatment makes employees 4.1x more likely to feel management cares
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21 pc of women lack leadership development, 22 pc struggle with work-life balance: Report

A new report reveals 21% of Indian working women lack leadership development, 22% struggle with work-life balance, and 18% face inflexible work arrangements.

"We believe that organisations thrive when people feel genuinely valued and supported. - Report"

New Delhi, Sep 24

As many as 21 per cent of Indian working women lack access to leadership development opportunities, 22 per cent struggle with work-life balance, and 18 per cent face inflexible work arrangements, a report said on Wednesday.

These barriers are especially evident for women returning after maternity, who often encounter rigid schedules, insufficient leave policies, and limited empathy from management, leading to higher stress and attrition.

Meanwhile, 15 per cent of women said that they do not experience egalitarian treatment at work. This lack of fairness remains one of the most significant barriers to building trust and inclusion.

According to the report, equitable treatment is not only a moral imperative but also a powerful business driver.

Employees who experience it are 4.1 times more likely to feel their management genuinely cares for them as individuals.

Additionally, they are also far more likely to believe that performance is evaluated fairly and that managers avoid favouritism.

"We believe that organisations thrive when people feel genuinely valued and supported. When every individual, irrespective of their background, gender, identity, or race, feels a sense of belonging, their impact becomes exponential," the report said.

According to the report, despite some progress, women’s representation at the workplace has plateaued at 26 per cent over the last three years, with only 15 per cent at Executive and C-Suite roles and just 8 per cent at CEO positions. Besides, the Historically Excluded Groups (HEGs) represent 30 per cent of the workforce in the year 2025.

Historically Excluded Groups (HEGs), including women, persons with disabilities (PwDs), LGBTQIA+ employees, and other underrepresented communities, collectively make up 30 per cent of India’s workforce in 2025.

Women form an overwhelming percentage of this group, yet their representation declines steadily at each step of the leadership ladder, the report noted.

Despite these obstacles, the study also identifies encouraging signals. Universal drivers such as reliable management, fairness in treatment, reduced workplace politics, and workplaces that encourage engagement and fun at work emerged as critical levers to build inclusive environments across all groups.

- IANS

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Reader Comments

R
Rohit P
As a manager, I've seen talented women leave because of inflexible policies. It's not just about gender equality - it's business sense. We're losing our best talent due to outdated work cultures.
A
Ananya R
The 26% representation plateau is concerning. We need more women in leadership roles to create role models for the next generation. Mentorship programs and leadership training should be mandatory in all organizations.
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Sarah B
While I appreciate the report, I wish it offered more concrete solutions. Many companies have diversity policies on paper, but the implementation is where we fail. How do we hold management accountable?
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Karthik V
The 4.1x statistic about management care is powerful. When employees feel valued, productivity naturally increases. This isn't just about women - it's about creating better workplaces for everyone.
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Neha E
Work-life balance is the biggest challenge, especially in metro cities with long commutes. Hybrid work models have helped, but we need more understanding from employers about family responsibilities. 🏡

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