In the 21st century, the hue and cry about women empowerment is nothing short of a spectacle, with slogans flying like confetti in a parade. However, the fight against patriarchy, misogyny and age-old stereotypes is alive and well. Women are still striving to create safe and empowered spaces for themselves while ensuring that their voices resonate in every corner of society. In this context, the under-representation of women in workplaces, especially in leadership roles, is a disappointing but not so surprising trend. A recent report, India’s Best Workplaces for Women (2024)Reveals a staggering 11% gap between women in mid-level management and those lucky enough to reach CEO positions.
Women are the foundation of many workforces that drive transformational change within organizations; However, they are severely underrepresented at C-suite levels. While pioneers like Biocon founder Kiran Mazumdar-Shaw and Indra Nooyi, a pioneer in the Indian biotechnology sector and former CEO and chairperson of PepsiCo, have made remarkable progress, such role models are still very few. Apparently, the systemic barriers preventing progress are still firmly in place, proving that the glass ceiling remains stubbornly intact.
According to the World Economic Forum, it could take an alarming 131 years to achieve gender parity in economic participation. Furthermore, the McKinsey & Company Women in the Workplace 2024 report suggests that women may need an additional 50 years to achieve parity in leadership roles. As we strive to create an equitable environment for our female counterparts, it is becoming increasingly clear that workplaces are rife with significant disparities in the representation of women.
India’s Best Workplaces for Women (2024): Interesting insights from the report
The report is released by Great Place to Work, an international leader in workplace culture dedicated to helping organizations foster positive experiences for their employees. It highlights important factors regarding the representation of women in workplaces. here’s a glimpse
- representation gap: The report identifies an 11% gap between women in mid-level management and women reaching CEO positions.
- women in the workforce: Women’s participation in the workforce has stagnated at 26%, with only 16% holding executive or C-level roles.
- stable participation rate: Although women’s representation has improved across various sectors, it remains stagnant at 26% in 2024, after increasing from 2021 to 2023.
- Sector-specific gender gap: Additional measures are needed to reduce the gender gap, especially in male-dominated sectors such as technology, manufacturing and transportation. In contrast, sectors such as education, non-profits and charitable organizations have achieved almost 50% female representation, thereby promoting gender inclusivity.
- declining sentiment: There is a worrying decline in workplace sentiment among women, indicating alienation in their work environments.
- sense of belonging: Research shows that women who feel a sense of belonging are six times more likely to view their workplace positively, highlighting the potential for organizations that prioritize inclusivity and equality.
- career advancement challenges: Despite more women entering the workforce, advancing into managerial and executive positions remains challenging.
- Best Workplaces vs Others: Organizations recognized as Best Workplaces have more than twice the number of female CEOs as other organizations, reflecting their commitment to having female role models at all levels and implementing equitable hiring practices.
- Need for sustainable strategies: Moving beyond ad-hoc solutions to a sustainable workforce, clear strategies and sustained efforts are needed to empower women throughout their careers.
- decline in employee appreciation: This year, there has been a decline in the number of women who feel appreciated or believe that management is trustworthy. Only 65% feel they get a fair share of company profits, reflecting a growing divide between leadership and employees.
- notions of bias: Perceived favoritism and workplace politics have increased, further widening the gap between leadership and employees.
- Retention Challenges: Social and workplace conditions often contribute to the exodus of women from the workforce. Organizations need a holistic, supportive system to create equal workplaces that enable women to thrive.
- Key drivers for retention: Fairness, development opportunities and recognition are important factors influencing women’s intention to remain in employment.
6 culprits behind low female representation in leadership roles
What are the barriers to women’s journey that prevent their progression to senior positions? A lack of guidance and sponsorship opportunities hinders their advancement, while workplace cultures that prioritize rigid schedules and inadequate support systems further discourage their aspirations. Additionally, women’s contributions are often overlooked due to systemic biases and stereotypes about gender roles, limiting their access to leadership development programs and influential networks. Here the factors holding women back in their career paths are discussed in depth.
Lack of flexible options
Flexible work arrangements are important to meet the diverse needs of employees, particularly women who often take on multiple responsibilities, including caregiving and domestic duties. Many organizations maintain rigid schedules that do not accommodate these needs, making it challenging for women to advance while managing their personal responsibilities.
lack of equal opportunities
The lack of equal opportunities in promotion and leadership development can create significant disparities in career advancement for women. This barrier often lies in unequal access to training, development programs and high-visibility projects, which are critical to gaining the skills and experience needed for leadership roles.
Women often miss out on these opportunities due to systemic biases and feel undervalued, leading to decreased motivation and engagement. Over time, this can result in a lack of representation in leadership positions, perpetuating a cycle of inequality.
work-life balance issues
Achieving a satisfactory work-life balance is an ongoing challenge for many women, especially in demanding corporate environments. The pressure to perform at a high level professionally while maintaining family responsibilities can cause significant stress. When organizations do not provide supportive policies for work-life balance, women may feel forced to scale back their ambitions or leave the workforce altogether. This can hinder their professional development and reduce the overall diversity of leadership teams.
prevailing stereotype
Gender stereotypes play an important role in shaping perceptions of women in the workplace. These stereotypes often portray women as less capable or less committed to their careers, which may influence decision makers’ bias against promoting them to leadership positions.
Such stereotypes not only weaken women’s self-confidence but also lead to their contributions being ignored in favor of their male counterparts. This can result in a lack of representation in leadership discussions and decisions, further reinforcing existing biases.
Having no role models to look up to
The absence of female role models in leadership positions can significantly impact women’s aspirations to reach similar heights. Without direct examples of successful female leaders, many women may struggle to imagine themselves in these roles.
Lack of focus on diversity, equity and inclusion (DEI) programs
A significant barrier to women aspiring to senior positions is insufficient emphasis on diversity, equity and inclusion (DEI) initiatives within organizations. women in leadership Statistics: DDI’s Insights for Inclusion report highlights that many companies have reduced their DEI efforts, resulting in a decline in opportunities for women to get the mentorship and sponsorship needed for career advancement. This lack of support not only hinders women’s professional development, but also perpetuates systemic biases in talent identification and selection processes, often leading to qualified women being overlooked for leadership roles. As a result, without dedicated strategies to address these challenges, women’s representation in leadership positions is unlikely to improve.
Leadership development programs can change the landscape: Here’s how
The statistic that only 11% of female CEOs come from mid-level management emphasizes the need for organizations to rethink how they nurture female talent. Leadership development programs can be helpful in closing this gap by implementing key strategies. Tailored training that focuses on skills such as negotiation, conflict resolution and assertive communication can help women overcome workplace challenges and build confidence. Formal mentorship and sponsorship opportunities connect aspiring women leaders with experienced executives, providing valuable guidance and increasing visibility. Additionally, flexible work arrangements that accommodate family responsibilities are essential to retaining female talent and fostering a supportive, inclusive work environment where women can grow and progress into leadership roles.
