Imagine arriving at work feeling confident and ready to take on the day, only to encounter unseen obstacles and murmurs of uncertainty everywhere you look. Many women in the fast-paced business world of India deal with this situation on a regular basis. Their careers are propelled by their unwavering desire and drive, yet a multitude of difficulties that frequently go unacknowledged lurk behind their successes. The largest survey of its type, Aon Plc’s 2024 Voice of Women Study India, explores the lives of nearly 24,000 professional women nationwide, highlighting the challenges they encounter and outlining the means to create a more welcoming workplace.
90% of Women Were Willing to Go Above and Beyond but Withheld
The study’s most striking revelation is how highly aspirational Indian women are. Remarkably, 90% of respondents said they would be willing to work extra hours and put in more effort to progress in their careers, and 73% of respondents described themselves as highly ambitious. Unfortunately, they are being weighed down.
The statistics highlight that women aren’t less ambitious or driven to achieve great things. The problem lies in the systemic barriers that prevent them from reaching their full potential. In fact, only 27% of women want to remain with their current organisation for more than two years, a reflection of this discontent in their career aspirations. 20 % of them still have doubts about their future, which emphasises how urgently fundamental change is needed. The failure of Indian enterprises to fully utilise the potential of their female workforce for increased impact and productivity represents a big missed opportunity.
42% of Women Face Bias at Work
With 42% of women experiencing discrimination based on attributes including looks, age, parenthood, or marital status, bias at work is a pervasive problem. Not only does this bias have an influence on their day-to-day work lives, but it also has major, long-term effects on their careers.
For instance, a married man may be seen as needing to demonstrate more dedication due to increased responsibility, but in contrast married women frequently suffer unfair assessment, with beliefs that their devotion to work is waning because of personal concerns. Unbelievably, some businesses have explicit regulations against the hiring of married women. For instance, Foxconn, a significant Apple supplier, has come under fire for its policy of barring married women from working in assembly at a crucial plant in India. Research shows that women who face bias are 3.5x more likely to leave their organisation in less than 1 year. Such systemic bias is indicative of how talented women are held back and are kept from reaching their full potential.
1 in 3 Women Encounter Microaggressions Daily
Imagine yourself in a situation where you’re attempting to make a point during a meeting when you’re lost in contemplation, and you keep getting talked over or ignored. Regretfully, 37% of women report experiencing microaggressions at work on a daily basis. These small, frequently inadvertent slights can take the form of having their ideas plagiarised, being left out of important discussions, or facing unwarranted criticism for leaving work early to take care of personal obligations.
These common grievances, like being sidetracked, having your ideas stolen, or not being included in unofficial office discussions, are degrading as well as annoying. They weaken professional self-assurance and foster an environment at work that minimises the contributions and possibilities of women.
1 in 3 Mothers Penalised After Maternity Leave
Imagine getting back from maternity leave to discover someone else has taken over your responsibilities, and then being given a position that obviously pays less and offers less responsibility. For many working women, this is a brutal reality rather than merely a sad setback.
After returning from maternity leave, a startling 75% of women said they experienced difficulties in their careers for up to two years. These disadvantages include having your performance evaluated lower, losing out on promotions, and experiencing large wage reductions. This is the breakdown:
- Compared to the prior year, 28% of them had poorer performance ratings.
- 38% deserved a promotion but were not given one.
- 39% of respondents said their pay suffered as a result.
- 22% accepted jobs that didn’t fit their talents or that they didn’t desire.
A challenge to career advancement and long-term success, what is known as the “maternity penalty” makes it difficult for many moms to get back on track and progress in their careers.
6% of Women Faced Sexual Harassment, Less Than Half Reported It
For many women, sexual harassment in the workplace is still a horrible reality. Although a shocking 6% of women claimed to have experienced it, the real problem’s scope is much worse.
Sexual harassment is not reported by 50% of women who experience it. The causes? Three things: shame, fear, and lack of faith in the system.
1 in 3 women who did come forward said their complaints were not adequately handled. Victims are forced to deal with the trauma alone in this agonising and degrading cycle, frequently feeling helpless and abandoned.
The taboo around sexual harassment is a systemic problem that requires immediate attention and transformation, not just a personal struggle.
Top 5 Drivers That Could Change Women’s Lives
The study highlights five key drivers that can significantly enhance women’s workplace experiences:
- Higher Number of Women Leaders: Representation matters. Organizations with visible female leaders saw positive impacts on culture and employee confidence.
- Flexi-Work Options: Flexible working arrangements are crucial for balancing professional and personal responsibilities.
- Inclusive Work Culture: A culture that values diversity and inclusion fosters greater job satisfaction and retention.
- Strong Returnship Programs: Effective programs to reintegrate women returning from maternity leave or career breaks are essential.
- Work-Life Balance: Policies that support a healthy work-life balance are vital for long-term career success.
Nitin Sethi, CEO of Talent Solutions in India for Aon, emphasises, “Bias at work is a critical barrier to attracting and retaining skilled, dedicated women. This issue demands immediate attention and cannot be ignored. Building an inclusive work culture must be a top priority for CEOs. Business leaders need to act swiftly to tackle systemic bias by implementing inclusive policies and practices that ensure fair pay, career progression, and support for maternity. Above all, senior leaders must exemplify the right behaviours and enforce accountability to foster an inclusive culture that shapes daily interactions and team dynamics within the organisation.”
37% of Women Consider Leaving Due to Unaddressed Bias
Although the road ahead is difficult, there is a lot of promise. India’s objective of building a $10 trillion economy by 2035 will be made possible by women’s full involvement in the workforce. This is an economic necessity as well as a moral requirement. To realise this ambition, the gender employment gap needs to be closed. India’s female labour force participation rate (LFPR) is currently under 37%, whereas the male LFPR is 78.5%. This indicates that there is a vast pool of undeveloped talent in India.
Shilpa Khanna, associate partner and DEI practice leader of Talent Solutions in India for Aon and the study’s leader, said, “Addressing gender issues is critical for businesses in India as they tackle talent shortage and navigate an uncertain business environment.”
“The data clearly highlights that the higher the positive experiences women have at the workplace the greater representation of women in the workforce. Businesses must deepen their DE&I efforts by actively listening to women in the workplace and utilising data-driven insights to ensure they make informed decisions to remove barriers for progress and reframing policies that support women employees at different life stages.”
The 2024 Voice of Women Study India is a clarion call for organisations to create such environments, ensuring that the ambitions of Indian women are not just dreams but achievable realities.
