Women have shared the podium with men in almost every field - they have ruled nations, traveled to space, and made decisions in corporate boardrooms. However, India's scorecard falls short of the global standard.
Gender stereotyping is still prevalent and visible in India, which is unfortunate. Indian women must work twice as hard to establish themselves.
The nuances are found in the grey. And it is here that the answers become lengthy, but also rich in data, history, and culture. It considers multiple points of view, which inevitably aids in the formation of an informed opinion.
AT THE TOP, IT'S LONELY
According to Prime Database, female directors make up only 18% of Indian listed companies. This data is after the Companies Act, which required at least one woman on every company's board. This figure is higher than it was five years ago, when women made up only 13% of the population. If all of this sounds bleak, we have some good news for you. Women in these positions are also paid significantly less than men, approximately 55% less.
All of this is to say that even at the highest levels, women are looked down upon. One can only imagine how difficult the climb must be. Assume the organized sector is so far removed from the concept of equality and equity. In that case, little can be expected from the unorganized sector, where numbers are just as difficult to verify.
NOT ALL THAT GLITTERS IS GOLD
What about the companies that brag about their male: female ratio? These companies are few and far between. According to estimates, India's female labor-force participation rate is only 30 percent. Looking at the current situation and how little progress has been made over the years confirms that most businesses still do not see the value in hiring, training, and listening to women.
THE LESS TREATED ROAD
Even though it's easy to blame corporations, we must remember that they are, first and foremost, profit-making machines. Society as a whole moves at a different pace than corporate culture. The corporate world must not only catch up with its gender ratios, but also reconsider its policies for the LGBTQIA2S+ community, inducting a younger workforce, reimagining company culture, determining their post-covid working model, and much more.
Ideally, lawmakers should intervene here by enacting employee-friendly policies that help move the needle faster. However, for those who wish to contribute to the cause, we have a few suggestions. If a company isn't doing its due diligence, you have the right to demand change. Now, whether you do it face-to-face with HR, call the company out on social media, or simply inform your peers, we recommend doing whatever feels right for you.