In India, 85% of working women claim to have missed out on a promotion or hike because of their gender.
On reasons for being unhappy with opportunities to advance in their careers, 22% working women in India said their companies exhibit a favourable bias towards men at work, compared to the regional average of 16%. In India, 85% of working women claim to have missed out on a raise, promotion, or work offer because of their gender, compared to the regional average of 60%.
Take a look at these statistics:
- Globally, women are paid just 63% of what men earn
- Women in India, for instance, earn 20% less than men, in supervisory levels
- Women represent fewer than 50% of leaders in every industry analyzed
- Historically, female-dominated industries tend to pay less than those with higher male representation
These numbers reflect only the more obvious and measurable instances of gender disparity at the workplace. Gender bias goes beyond pay discrimination or unequal represententation of women at senior levels of the organization.
“It is the need of the hour for organizations to reimagine their diversity practices and offer greater flexibility to caregivers, to increase female participation in the workforce. Reduced and flexible schedules, more sabbaticals, and new opportunities to upskill and learn are critical offerings that can help organizations attract, hire, and retain more female talent,”
Ruchee Anand, director, talent and learning solutions, India, LinkedIn.
Women are actively seeking employers who treat them as equal (50%), while 56% are looking to get recognition at work for what they do, according to LinkedIn’s findings.
Insights from the Randstad Gender Perception Survey 2019 show that 63% of women have experienced gender discrimination or know of women who have been discriminated against at the time of hiring. Women continue to face bias during recruitment due to their marital status or perceived work-family conflict. For those who get past these initial barriers, the pay scale offered often does not reflect their ability and experience, and is typically less than the average pay offered to male employees in similar roles.
“Diversity and Inclusion (D&I) policy implementation is crucial and needs to be monitored by senior management to assess the efficacy of the same,” said Aashish Kasad, Partner and India Region Diversity and Inclusion Leader, EY.
