Women in India are playing an important role in building a modern, forward-looking, and equitable nation. An increasing number of women are taking up leadership roles in diverse fields. They have proved to be trailblazers in fields like sports, politics, business, science, academia, and social activism.
However, gender equality remains a distant dream with many women still having to overcome sociocultural norms and gender stereotypes on their way to leadership positions. We need to work on removing these barriers and make it easier for women to effectively progress in their careers and attain leadership roles.
It has been observed that women’s leadership roles are not sector-agnostic. Some sectors see high participation of women in leadership roles and some very low. In the construction industry, women make up 30 per cent of the workforce, but a mere 1-2 per cent of women are at the top levels. Healthcare is an example of a sector which is dominated by women (70 per cent), but a very small percentage (25 per cent) make it to the top positions. According to the Global Gender Gap Report 2023, India ranks 127 out of 146 countries, indicating a significant gender gap in leadership roles.
Problem of perception
A complex interplay of sociocultural norms, institutional biases, and policy gaps often hamper women's rise to leadership positions. Traditional gender roles still perceive women as primary caregivers, hindering their ability to balance work and family commitments. As per the LinkedIn Opportunity Index, 71 per cent of working women in India highlighted that managing family commitments is an obstacle to their career development. This 'double burden' often prevents them from getting promotions or salary increases. Stereotypes and unconscious biases in professional settings can further create hostile work environments and hinder their progress.
Glass ceilings are real
Even when women break through the glass ceiling and take up leadership roles, they often encounter deep-seated gender norms that limit their growth. These societal norms and perceptions about the role of women can be highly restrictive, leading to biases in the workplace.
Lack of women’s voices at the top
Studies show that being the sole woman on a company's board of directors can be daunting and isolating. This is especially true when the male board members have been there for a long time. It becomes harder for the woman to voice different opinions.
Stereotyping
The roles of women directors are often limited to social welfare, customer-focused tasks, or corporate social responsibility (CSR) initiatives, rather than being involved in the main business strategy. Women are perceived as more suitable for support and admin roles rather than in leadership roles. For instance, the Indian IT industry, with 27 per cent of women employees is said to be the biggest employer of women, sector-wise. However, the representation of women in key managerial positions stands at only 8.3 per cent.
Limited networking and mentoring
Moreover, women find it hard to reach higher positions due to limited networking opportunities. These opportunities could provide them with the mentoring they need to take on senior managerial roles.
The LinkedIn Opportunity Index 2021 revealed that 22 per cent of working women in India felt that their workplaces favoured men. 85per cent of these women believed they missed out on a pay rise, promotion, or job opportunity because of their gender.
A 2022 study indicates that elevating women to top management roles can combat language-based stereotypes. By analysing over 43,000 shareholder documents and investor calls from 33 S&P 500 companies, researchers found that companies with female CEOs and board members shifted their language use, positively associating women with essential leadership traits. This suggests that female representation not only serves as an outcome but also a tool to transform deep-seated gender biases.
The reasons for companies’ better performance under women leaders are evident from Suzanne, Karen, and Beth's book, "Interpersonal Skills in Organizations,". The book asserts that women leaders often work longer hours and adopt modern leadership styles, breaking away from traditional stereotypes. Their leadership contributes to improved living standards and advancements in sectors like health, education, and infrastructure.
Breaking New Ground
Regulatory enablement
Acknowledging the role of women leaders, the Companies Act 2013 mandates at least one woman on the board of listed companies. The additional component of monitoring progress and reporting it along with the financial report also reduces the chances of tokenistic representation by companies. Moreover, policy interventions, like enforcing gender quotas in leadership roles across sectors and strengthening legal provisions against workplace discrimination, can expedite progress towards gender equality.
Nurturing talent
While quotas can help increase the number of women executives, they alone are not enough. It's crucial to supplement these quotas with training, visibility, and grooming of women executives for director-level roles. Many organizations attempt to promote gender equity and diversity but often fall short due to broad-based programs that don't address underlying mindsets and lack a measurable path to value.
Inclusive business practices
Companies need to create business practices that support women in managing both their professional leadership roles and family care responsibilities. This includes making hiring and career development processes based on performance, not gender. Providing educational opportunities, mentoring, and lifelong learning for women is also important. Facilities such as creches at workplaces can further support women by taking the burden of childcare off them.
Addressing stereotypes
On a broader level, societal attitudes towards women in power must be re-evaluated. Ensuring equal representation of women in media, textbooks, and public discourse can help challenge and change deep-rooted stereotypes.
Women leaders are not just role models; they are catalysts for societal transformation. They bring unique perspectives, fostering innovation and inclusive decision-making, which are crucial for sustainable development. Women leaders also tend to champion gender equality actively, influencing policies and practices that promote equal opportunities, fair pay, and inclusive work environments.
Empowering women to take up leadership roles is a leap towards a more equitable, inclusive, and prosperous India. The journey may be challenging, but with collective effort and commitment, it is undoubtedly achievable. After all, a society that uplifts its women uplifts itself.
Naghma is the CEO and Board member of the EdelGive Foundation
EdelGive is a grant-making organization, that help build and expand philanthropy in India
Views expressed in the column belong to the author and not the organization
