Despite some progress, India Inc. still has a long way to go to achieve gender parity at the top. While there are examples of women reaching top positions, overall representation of women in leadership roles remains low.

The Current Scenario

Hindustan Unilever recently appointed Priya Nair as its first woman CEO and MD in 92 years, which is a noteworthy achievement. However, data reveals that women are still largely absent from top corporate roles across India. As of July 2025, only nine of the Nifty 200 firms have women CEOs or MDs. A recent analysis showed that the share of Nifty 200 firms with women CEOs and MDs has fluctuated between 3.5% and 6% in the past decade.

India's gender parity ranking slipped to 131 out of 148 countries in the World Economic Forum’s Global Gender Gap Report 2025. The report indicated that full parity is still over a century away. Although there have been gains in education and political visibility, the pace of progress needs to accelerate. Women's educational attainment is approaching parity at 97%.

Barriers to Advancement

Several factors contribute to the slow progress of women in attaining top leadership positions in India Inc. These include:

• Workplace Biases: Persisting biases in the workplace hinder women's advancement.
• Structural Barriers: Structural barriers within organizations and societal expectations create obstacles for women.
• Lack of Support Policies: Many companies lack policies to retain and support high-potential women.
• The Leaky Pipeline: Women's representation declines significantly from entry-level positions to management and leadership roles. Obstacles emerge early in their careers, with low recruitment, high attrition, and limited promotions.
• Societal Expectations: Traditional gender roles and societal expectations often place additional burdens on women, making it challenging for them to balance work and family responsibilities.

The Way Forward

To accelerate progress towards gender parity, companies need to take proactive measures such as:

• Structured Career Acceleration Pathways: Implementing structured career acceleration pathways within companies can support equitable progress for women from entry to management levels.
• Flexible Work Policies: Expanding institutionalized flexible-work policies can help retain and support women in their careers. Managers should be trained on how to fairly evaluate and support the promotion of those who make use of these policies.
• Addressing Workplace Biases: Organizations need to actively address and mitigate workplace biases through training and awareness programs.
• Promoting Inclusive Leadership: Encouraging instinctive and inclusive leadership can help break barriers and uplift women as they rise.
• Creating Supportive Ecosystems: Providing mentorship, sponsorship, and networking opportunities for women can help them advance in their careers.
• Focus on Women's Empowerment: Women can drive sustainable solutions and transform organizations and communities through climate-resilient practices and inclusive leadership. Integrity, empathy, and purpose are key values that women bring to the business world, and self-belief is essential for women to step into leadership roles.
• Challenging the Status Quo: The national discourse needs to shift from a limited view of 33% representation to a focus on achieving true parity, recognizing that India needs women at parity to progress and avoid being left behind.

While there is growing awareness of the importance of gender diversity, turning awareness into action is crucial. By implementing comprehensive strategies and fostering a culture of inclusivity, India Inc. can move closer to achieving gender parity at the top, unlocking the full potential of its workforce and driving sustainable growth.