Despite ongoing efforts to improve gender diversity, women occupy just 19% of C-suite positions in India, far below the global average of 30%, according to a study by Avtar, a workplace culture consulting firm. The findings, reported by The Times of India, underscore the urgent need for targeted reforms to address systemic barriers limiting women’s advancement into leadership roles.
Work-Life Integration: A Major Hurdle
One of the most significant challenges identified by the study is work-life integration, with nearly 60% of respondents citing it as a key obstacle. To address this, companies need to create environments that actively support women’s long-term career growth.
“Systemic barriers uniquely affect women in India, limiting their progression to the C-suite. Targeted diversity-driven executive searches can address this by ensuring equitable recruitment and advancement,” said Saundarya Rajesh, Founder-President of the Avtar Group, in an interview with The Times of India.
Impact of Gender Bias and Attrition
The study also revealed that persistent gender bias in hiring and promotion remains a major challenge. About 44% of respondents identified this issue as a significant impediment to women’s career progression. The report suggested that data-driven recruitment processes and artificial intelligence tools could help mitigate such biases, creating equitable opportunities in leadership roles.
Attrition rates at senior levels have added to the challenge. During the pandemic, attrition among women leaders surged from 4% in 2019 to 10% in 2020. While rates have improved slightly, falling to 8% in 2024, they remain above pre-pandemic levels. This trend reflects the disproportionate impact of the pandemic on women’s careers and highlights the need for focused retention strategies.
Shortage of Qualified Women in Leadership
The study also identified a shortage of qualified female candidates for leadership roles, with 41% of respondents pointing to this as a significant barrier. This issue is tied to broader factors such as work-life balance challenges, unsupportive organizational cultures, and entrenched gender biases, all of which need to be addressed comprehensively to close the gender gap in leadership.
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Call for Comprehensive Reforms
The study calls for comprehensive organizational reforms to build inclusive workplace cultures that prioritize equity and diversity. Suggested strategies include fostering mentorship programs, creating supportive environments, and leveraging AI-based tools to reduce bias in hiring and promotion processes.
While progress has been made in recent years, India’s corporate sector must do more to address these systemic challenges. As Saundarya Rajesh explained to The Times of India, tackling these barriers is critical for creating stronger, more inclusive organizations and achieving meaningful gender diversity in leadership roles.
