Next Gen Consultancy

by Manjari Das, Associate Vice President WD Partners (I) Pvt. Ltd.
India’s rapidly evolving technology sector has seen remarkable advancements for women. Undoubtedly, progress has been made toward equality, especially in fields like AI and blockchain, but there is still a noticeable void in women’s representation in leadership positions. As new technologies transform industries and create new opportunities– it not just morally but also strategically important that women are engaged actively to safeguard India’s position in the international market.

 Today, women represent roughly 36% of India’s IT workforce—an encouraging sign of progress. However, the numbers reveal more nuance. Leadership roles remain scarce—only 11% of C-suite positions were held by women, according to Nasscom! AI/ML fields like deep learning account for only 22% of the global workforce, according to reports by the World Economic Forum.

 Why does this disparity persist?

Cultural biases, lack of mentorship and the “broken rung” phenomenon (in which women struggle to advance into first-level managerial positions) are major contributors. Additionally, many women in tech face additional hurdles in balancing professional aspirations with social and familial expectations that slow career progress.

 India’s ambition to lead in AI, quantum computing, and other transformative technologies relies on having a diverse and inclusive workforce that includes women. Without such representation, the development of these technologies risks becoming restricted and biased, leading to less overall innovation and potentially creating biased algorithms and limited innovation potential.

 BCG research underscores this notion: Companies with diverse leadership teams report 19% higher innovation revenue. If India wants to unlock the potential offered by emerging technologies, prioritising inclusion for women across all levels of the tech ecosystem is imperative.

Recognising the significance of gender parity, both government and corporate sectors have taken steps to promote women in technology. For instance, MeitY has implemented programs like Women in Technology, which offer training and mentorship opportunities; similarly, NITI Aayog’s Women Entrepreneurship Platform (WEP) encourages innovation and entrepreneurship among female entrepreneurs.

 Bridge the Leadership Gap

Although entry-level representation has increased, women face several barriers to leadership positions in Indian IT firms, according to a Deloitte report. Unconscious bias, sponsorship difficulties, and limited role models often impede women’s advancement into upper management.

 Organisations should adopt a multifaceted strategy to close this gender disparity. Transparent promotion criteria, unconscious bias training programs, and targeted leadership development programs can all create more equitable environments. Furthermore, men in leadership positions must actively support gender diversity to allow talented women to access leadership opportunities.

 Building the Foundation: Education and Skills

 Education plays an important role in ensuring an equitable and fair tech space. Even though women hold 43% of STEM degrees in India, the percentage of women entering the tech workforce is disproportionate. Programs like the ‘Digital India’ campaign and Skill India Mission are meant to resolve this discrepancy by enabling women with digital skills.

 However, impressive progress is being made by private companies as well as NGOs. Initiatives like Google’s ′Women Will’ and Microsoft’s ‘DigiGirlz’ programs get young girls and women to consider pursuing a degree in STEM. These interventions are best placed to create female interest early on and create a pool of willing women to participate in tackling issues that tech industries are grappling with.

 Vision for the Future

 Establishing an inclusive tech sector requires collaboration among policymakers, industry leaders and educational institutions. Here’s what the way forward could look like:

•  Policy Reforms: To promote gender-inclusive practices within companies, governments can offer tax breaks and recognition programs as incentives to adopt gender-inclusive practices. Policies related to childcare, parental leave and workplace harassment play an integral part in providing women with supportive environments in the workplace.
•  Commitment to Diversity: Companies should set clear diversity goals and track their progress openly. Diversity metrics should be incorporated into leadership performance reviews as an accountability mechanism.
•  Mentorship and Sponsorship: Formal mentorship programs can assist women in managing career challenges and seizing growth opportunities. Sponsorship–where senior leaders proactively advocate on behalf of high-potential women–can be transformational.
•  Cultural Transformation: It is of utmost importance to shift society’s mindsets. Media campaigns, community programs, and public dialogue can effectively challenge stereotypes while furthering gender equality in workplace environments and beyond.