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<ul><li><keyword id="3658" type="LOCATION" weightage="20" keywordseo="India">India</keyword> does not feature in the list of the 10 countries to have the best conditions for working women. </li><li>Over 90% of the 10 million job job lost last year were reported by women according to CMIE.</li></ul>The female <keyword id="7446716" type="UNKNOWN" weightage="20" keywordseo="Workforce-in-India">workforce in India</keyword> has seen a striking decline over the years. Only a quarter of women who can work, are working, as per periodic labour force survey (PLFS) data published by National Sample Survey Office (NSSO). India has a significantly low female labour participation rate (LFPR)-- the percentage of working age women who are employed, or are available to work. This is at 23% in 2017-2018, which came down from 31% in 2011-12. Unsurprisingly, India is behind nine others in terms of the lowest proportion of working women, the data says. It also does not feature in the list of the 10 countries which have the best conditions for working women. Ireland, Sweden, New Zealand are amongst those which occupied the coveted spots. Those who were working did not have it easy either. Over 90% of the 10 million jobs lost last year were<a href="https://in.reuters.com/article/india-election-women-jobs/from-farms-to-slums-indian-women-on-sharp-end-of-jobs-crisis-idINKCN1R1073"> reported by women,</a> according to the Centre for Monitoring Indian Economy (CMIE). The women working in the informal sector are going through job crisis, said a <a href="https://in.reuters.com/article/india-election-women-jobs/from-farms-to-slums-indian-women-on-sharp-end-of-jobs-crisis-idINKCN1R1073">Reuters report.</a> Fewer women managers According to media reports, Asia and the Pacific had the lowest percentage of women in managerial positions, at 24%. For other continents, including Europe, this number is at 70.8%. What is worse is that educated women are failing to contribute to the economy. Women<a href="https://www.news18.com/news/india/union-budget-2019-millions-of-women-are-dropping-out-of-work-heres-how-indias-first-full-time-woman-finance-minister-can-stop-it-2182263.html"> constitute 42% of graduates </a>in the country but only 24 percent of them turn up as entry-level professionals. This curve tapers sharply at the top. The number of women at senior management role is as low as 10%. As a result, a miniscule 1% of women occupy CEO-level positions. According to the <a href="https://www.news18.com/news/india/union-budget-2019-millions-of-women-are-dropping-out-of-work-heres-how-indias-first-full-time-woman-finance-minister-can-stop-it-2182263.html">Ministry of Corporate Affairs,</a> 21% of publicly listed companies do not adhere to the mandate of appointing women directors to the board.

A large section of women are vanishing from the workforce in India

<div class="KonaFilter image-container display-table float_right"><div><div class="image on-image">GettyBrianne Theisen Eaton of Canada competes in the long jump during the women's heptathlon during the Hypomeeting Gotzis 2015 at the Mosle Stadiom on May 31, 2015 in Gotzis, Austria.</div></div></div>Global growth will slow because the working age population in some of the key centres for economic activity is falling, say Barclays.However, Barclays' Michael Gavin also highlighted in a research note this week about how women are replacing men economically and this is a good thing.In some cases, like in Japan, Barclays said that by having more women and old people entering the workforce, it is helping mitigate some of the economic damage from dwindling labour market participation from men:The working age population of the existing centers of global economic activity has stopped rising and begun to fall. All else equal (including in particular productivity growth and labor force participation), the implied slowdown in the global labor force could subtract a full percentage point from trend growth in the coming decade and a half, compared with the past 15 years.But the effect of shrinking (and aging) populations on the global workforce could be mitigated by labor force participation of workers beyond the conventional working age (15-64) and by increased participation rates of the working age population. In the past decade, precisely this has happened in Japan and Germany, substantially mitigating the demographic shock.Take a look at these charts. Effectively, more women of the "prime working age" bracket are joining the labour market, while more men in this category are leaving it. This in turn is helping stop the "demographic shock" that Barclays is talking about:<div class="KonaFilter image-container display-table"><div><div class="image on-image">Barclays Research</div></div></div> <div class="margin-top"> <h3>NOW WATCH: <a href="http://www.businessinsider.com/cristiano-ronaldo-spends-money-salary-fortune-real-madrid-2015-5">Here's how Cristiano Ronaldo spends his money</a></h3> <div> <div> <div class="ooyala-video-player" data-video-autoplay="false" data-video-id="llMjZ5dDqpB7jsQJWbJ6u82dpovJ7vWo" data-player-variable="ooyalapopvideo" id="ooyalaplayer_popvideo" style="width:1280px;height:720px"></div> </div> </div> </div>

Women are replacing men in the global workforce

<ul><li>India is estimated to have over 13.5 million women-owned enterprises. </li><li>These enterprises are creating employment for nearly 27 million people in the country and can generate up to 170 million jobs over the next decade. </li><li>‘Women solopreneurs’ — who mostly opt for working remotely — account for 31% of the companies run by women. </li><li>Women labour force participation in India is among the lowest in the world and is stagnating at 25% — much below the UK and the US at 73% and 67%, respectively.</li></ul>Around 20% of India’s enterprises — at 13.5 million are owned by women. These <keyword id="74945" type="PERSON" weightage="20" keywordseo="Women-Entrepreneurs">women entrepreneurs</keyword> also provide direct employment to nearly 27 million others, says a report by Google and <keyword id="122749" type="COMPANY" weightage="20" keywordseo="Bain-Company">Bain &amp; Company</keyword>. As per the report “Women <keyword id="107737" type="COMPANY" weightage="20" keywordseo="Entrepreneurship">Entrepreneurship</keyword> in India – Powering the economy with her '', ‘women solopreneurs’ — who work remotely — account for 31% of the enterprises. These are followed by ‘agripreneurs’ in the rural areas and other small businesses. But this is only the tip of the iceberg. The report believes that such enterprises can generate up to 170 million jobs over the next decade. This is over 25% of the total jobs needed to keep up with the growing population. “We have seen that women are hungry for opportunities to grow their household incomes. Hundreds of women in rural India want to learn more about doing business and many have already made the start to enhance their livelihoods. We are already running a pilot accelerator program for rural entrepreneurs from our Internet Saathi network,” said Sapna Chadha, senior country marketing director at <keyword id="45395" type="COMPANY" weightage="20" keywordseo="Google-India">Google India</keyword> &amp; Southeast Asia. Like most other contributions made by women, their role in the economy is significantly underestimated. Women labour force participation in India is among the lowest in the world and is stagnating at 25% — much below the UK and the US at 73% and 67%, respectively. In fact, almost 75% of the working age women in India do not have a paid job. Even in the rural farms, they represent 42% of the agricultural labour force but own merely 2% of the farmland. Social barriers, technological disruption and other stresses have kept women away from making a larger contribution. “Unlocking entrepreneurship amongst women in India is a complex effort, but it provides an unprecedented opportunity to change the economic and social trajectory of India and its women for generations to come. This will drive tremendous job creation and also deliver transformational social and personal outcomes for women,” said Megha Chawla, partner at Bain &amp; Company. See also: <a href="https://www.businessinsider.in/business/news/govt-to-set-up-investment-clearance-cell-for-entrepreneurs/articleshow/73835995.cms">Govt to set up investment clearance cell for entrepreneurs</a> <a href="https://www.businessinsider.in/business/startups/news/suresh-raina-and-priyanka-raina-turn-entrepreneurs-to-launch-a-babycare-brand/articleshow/73901699.cms">Suresh Raina and Priyanka Raina turn entrepreneurs to launch a babycare brand</a>

Women entrepreneurs who work remotely and in rural areas —  provide 27 million jobs

<ul class="summary-list"><li>Four times as many <keyword id="624" type="ORGANIZATION" weightage="60" keywordseo="Women">women</keyword> than men have left the <keyword id="52626" type="CITY" weightage="60" keywordseo="workforce">workforce</keyword> in September, according to a new report from The 19th, a nonprofit newsroom covering gender and politics. </li><li>About 865,000 women in the country reported in September that they were no longer employed, compared to 216,000 men, the report said. </li><li>The massive discrepancy between the number of men and women who left the workforce illustrates how women are largely struggling to stay afloat as the <keyword id="1754604" type="PERSON" weightage="60" keywordseo="coronavirus">coronavirus</keyword> pandemic continues.</li></ul>Four times as many women than men have left the workforce in September, according to a new report.About 865,000 women in the country reported in September that they were no longer employed, compared to 216,000 men, according to Bureau of Labor Statistics data <a href="https://www.usatoday.com/story/news/politics/2020/10/11/865-000-women-were-laid-off-last-month/3609016001/">reported by The 19th</a>, a nonprofit <keyword id="6355005" type="UNKNOWN" weightage="60" keywordseo="news">news</keyword> organization focusing on gender and politics.The US Bureau of Labor Statistics said the country <a href="https://www.businessinsider.com/september-jobs-report-nonfarm-payrolls-us-unemployment-rate-economy-recovery-2020-10">added 661,000 jobs in September</a>.The massive discrepancy between the number of men and women who left the workforce is a testament to the fact that women are struggling to stay afloat as the coronavirus pandemic rages on, the report said.The retail and hospitality industries, which are primarily made up of women, have been hit particularly hard by the devastating effects brought on by the coronavirus, according to the report.Around the country, childcare centers and schools have closed to limit the spread of the coronavirus, further <a href="https://www.businessinsider.com/pandemic-child-care-closures-could-be-terrible-for-womens-careers-2020-5">exacerbating the inequality between men and women</a>. Childcare responsibilities still fall widely on women, and these factors can make it even more difficult to deal with the coronavirus pandemic."Women tend to be more in the essential workers positions, and those are the ones that often cannot be done from home. They need to go out," said Liz Elting, founder and CEO of the <a href="https://u7061146.ct.sendgrid.net/ls/click?upn=4tNED-2FM8iDZJQyQ53jATUXyUjhPx9INb06j-2Fap-2FMoT95F-2FwbI4JmCaO3Kh12GWCbrAbgpFH3pikPpUszJEykHQ-3D-3D8E6n_BI3x28n0Av-2FmxbqzcLu29vvT9kVUtp0iJyXeN0Cd0qJnNhg7ilgWBamUqLKsX3uy4JYwQyPPw8SgO5wgQzDSfsDDnekJH0hzUuHNz-2F-2FUEhKoEE4Q0H1zhdgbvvkvkBPRK3TTBQqbRn8PENoguznd6k9IPEo2BxGSKb480SRhhQIIZrKhMhDHeF4pbptr5gnXLnGeMyBNww9tE2gprcry4-2B183-2FoGGDQQWRR5Auf5NnZGkA5liozoczXlr3T-2FNk4oYaNzBxbXJc8M3rIB2ntRhBj9xSrzhUsjYHxgYCii17Xx4DWHyDKaImx4lWn-2F-2F8Zl8MFeK3QHl3GGwYXH443l8EGz5n2Y9DbKLhxiWGGvxck-3D" target="_blank" rel="noopener">Elizabeth Elting Foundation</a>, in an interview with Business Insider. Elting's foundation launched a multi-million dollar fund for pandemic relief."Or their positions have been eliminated, in which they're not earning money, which is a problem. If they are able to work from home, they have kids to take care of with quarantining and home-schooling going on, and the work is basically falling on women," Elting said. "So it's a very difficult time for women, whether they do need to go out and risk their lives to take care of their families or if they're at home earning a living and trying to take care of their family."Overall, unemployment dropped by 7.7% for all women, according to <a href="https://www.bls.gov/news.release/empsit.nr0.htm">US Bureau of Labor and Statistics data</a>. But among those figures, women of color are affected the most. Of the near 900,000 women who reported having left the workforce in September, nore than 320,000 of them were Latina women and almost 60,000 were Black women, The 19th reported.<h2><a href="https://www.usatoday.com/story/news/politics/2020/10/11/865-000-women-were-laid-off-last-month/3609016001/">Read the full report here.</a></h2>

About 4 times as many women than men reported they were unemployed last month

<ul class="summary-list"><li>A new study found that 7.8% of jobs held by women, and 2.9% held by men, could be automated.</li><li>Technology that eliminates their jobs could be detrimental to the economy.</li></ul>Women are working at <a target="_blank" href="https://www.businessinsider.com/women-are-working-at-record-highs-2023-8">near-record levels</a>, and their spending is helping to <a target="_blank" href="https://www.businessinsider.com/taylor-swift-tickets-funflation-hurting-best-buy-sales-ceo-2023-10">prop up the US economy</a>, but their economic power could be threatened by the future of artificial intelligence.An August study by the International Labour Organization found that in high-income countries, 7.8% of jobs held by women have the <a target="_blank" href="https://www.businessinsider.com/ai-unlikely-destroy-jobs-admin-workers-greatest-risk-chatgpt-2023-8">potential to be automated</a> — compared to just 2.9% of men's jobs. A Pew Research <a target="_blank" href="https://www.pewresearch.org/social-trends/2023/07/26/which-u-s-workers-are-more-exposed-to-ai-on-their-jobs/">analysis</a> from July estimated that 21% of US women were employed in jobs that are the most exposed to AI — meaning there's a higher likelihood that women's work tasks could be replaced or aided by AI. Seventeen percent of men were employed in highly exposed professions, per Pew. Other <a target="_blank" href="https://kenaninstitute.unc.edu/kenan-insight/will-generative-ai-disproportionately-affect-the-jobs-of-women/">studies</a> have found a <a target="_blank" href="https://www.mckinsey.com/mgi/our-research/generative-ai-and-the-future-of-work-in-america">similar</a> gender disparity.From an economic perspective, more women working means more <a target="_blank" href="https://www.businessinsider.com/female-entrepreneurship-women-quitting-jobs-great-resignation-2022-5">entrepreneurship</a>, fewer <a target="_blank" href="https://www.businessinsider.com/baby-boomer-retirement-surge-spark-forever-labor-shortage-jobs-workers-2023-5">labor shortages</a>, and more <a target="_blank" href="https://www.businessinsider.com/taylor-swift-tickets-funflation-hurting-best-buy-sales-ceo-2023-10">disposable income</a> to spread around businesses. In the years ahead, when a <a target="_blank" href="https://www.businessinsider.com/us-population-decline-worker-shortage-labor-birth-rates-immigration-economy-2023-5">declining US population</a> could pose a serious threat to the economy, barriers that prevent women from entering the workforce and technology that eliminates their jobs could be all the more detrimental.<h2>Retraining workers could help mitigate the impacts of AI job replacement</h2>To be sure, the AI future has yet to be written. While some workers could face more competition, <a target="_blank" href="https://www.businessinsider.com/jobs-at-risk-replaced-ai-chatgpt-oxford-economist-2023-2">earn lower wages</a>, or even see AI replace their jobs, these technologies could help other workers become <a target="_blank" href="https://www.businessinsider.com/ai-boosts-productivity-happier-at-work-chatgpt-research-2023-4">more productive</a>, find employment in <a target="_blank" href="https://www.businessinsider.com/jobs-ai-chatgpt-us-hiring-tech-remote-location-2023-7">new industries</a>, and even have a <a target="_blank" href="https://www.businessinsider.com/ai-boom-share-profits-workers-productivity-wages-2023-5">four-day workweek</a>.If AI does replace some women's jobs, <a target="_blank" href="https://www.businessinsider.com/jobs-at-risk-from-ai-replace-change-chatgpt-automation-study-2023-7">retraining them for high-demand roles</a> can hopefully help many of them find work, Michael Chui, a partner at the McKinsey Global Institute, previously told Insider."There was a time when a vast majority of the workers in the United States were involved in agriculture," he said. "And then years later, far more people were working in factories for instance. But we didn't end up with 50% unemployment. We have historically been able to do this."<h2>Childcare costs and return-to-office movements are already pushing some women out of the workforce</h2>The threat of AI is just the latest obstacle women are facing in the labor force.In the US, <a target="_blank" href="https://www.businessinsider.com/childcare-daycare-cost-new-york-city-crisis-housing-2023-9">sky-high childcare costs</a> have forced some women to quit their jobs and look after their kids. Additionally, the September expiration of billions of dollars in federal childcare funds could lead childcare providers to <a target="_blank" href="https://www.businessinsider.com/providers-struggle-to-keep-funding-rising-childcare-costs-2023-9">raise prices even further</a>, compounding the affordability problem."There'll be a cap on how much we can improve female labor-force participation and how many women who want to work will be able to do," Julia Pollak, the chief economist of ZipRecruiter, previously told <a target="_blank" href="https://www.businessinsider.com/providers-struggle-to-keep-funding-rising-childcare-costs-2023-9">Insider</a>.In recent years, <a target="_blank" href="https://www.businessinsider.com/work-from-home-women-careers-jobs-pandemic-flexibility-gender-equality-2023-7">remote work</a> has made it easier for many women to balance work and childcare responsibilities, Aaron Terrazas, Glassdoor's chief economist, previously told <a target="_blank" href="https://www.businessinsider.com/women-are-working-at-record-highs-2023-8">Insider</a>."By our estimates, the expansion of remote work allowed about one million women in their 30s and 40s to remain in the workforce at an age when prior generations may have stopped working for family and child-care responsibilities," he said.But as more US companies call workers <a target="_blank" href="https://www.businessinsider.com/companies-making-workers-employees-return-to-office-rto-wfh-hybrid-2023-1">back to the office</a>, some of this progress could be reversed.However, even if AI does pose an additional threat in the years ahead, <a target="_blank" href="https://www.businessinsider.com/people-are-bored-with-chatgpt-generative-ai-bosses-are-not-2023-9">it won't change things overnight</a>, giving some women time to prepare.

The AI boom is the newest threat to women's presence in the workforce

Believe it or not but gender discrimination is still prevalent at workplaces. As per a survey by staffing services firm TeamLease, <keyword id="46431" type="CITY" weightage="20" keywordseo="India-Inc">India Inc</keyword> remains reluctant to integrate women into workforce and over 72 per cent of women feel that gender discrimination is prevalent at workplaces. 
 
The survey stated that the under-representation of women in workforce is due to stereotypical choice of higher education. 
Over 61 per cent of women choose non-professional courses, reducing their chance to get gainful employment opportunities. 
 
"Women are severely under-represented in most well-paying sectors and, at the same time, they are disproportionately well-represented in subsistence-income occupations such as care and agriculture," the survey found out. 
 
From a sectoral perspective, women participation leaves a lot to be desired, though BFSI and software are better-off with 6 per cent and 5 per cent representation at senior management roles, respectively. 
 
Manufacturing, and engineering and auto in particular put up a dismal show. 
 
"Globally, employers are taking quick strides towards diversifying their workforce. We are confident these initiatives will seep into India also where diversity initiatives could potentially have the biggest impact as recent studies suggest (a link) to the economic performance of a country," TeamLease Services Senior Vice-President Rituparna Chakraborty said. 
 
India is estimated to add 16-60 per cent to its national income if women join the labour force in a proportionate measure. 
 The report also punctures the myth surrounding urban <keyword id="6359149" type="UNKNOWN" weightage="20" keywordseo="working-women">working women</keyword> as the workforce participation of rural women is far higher than urban women. 
 
While only 20 per cent of women from urban areas entered the workforce, women constituted 30 per cent of workers in rural areas, the report said, adding "most urban, educated, women willy-nilly desist from joining the labour force because of patriarchal taboos". 
 
The report said while organisations perceived initiatives like flexi time, leadership training, sexual harassment policies etc to be a game changer, a majority of women employees felt these policies required greater boost.

At least 72% women feel gender bias in workplaces! Is bridging the gap only on papers?

Burnout is the biggest factor behind women leaving the workforce in India

<ul><li>While Indian women do believe that being ambitious is important to achieve success and is something to be proud of, they are more committed towards achieving personal goals — including parenting, relationships and health. </li><li>A study was conducted by <keyword id="91294" type="COMPANY" weightage="20" keywordseo="American-Express">American Express</keyword>, in collaboration with The New York Women’s Foundation shows that as much as 91% of the women in India prioritise personal ambitions — much higher than the global average of 68%. </li><li>Over 70% of them also feel that confidence in having the <keyword id="33447" type="COMPANY" weightage="20" keywordseo="skills">skills</keyword> and qualifications is very much necessary to be effective in performing their job.</li></ul>Indian women are more ambitious — in the sense they want to be better parents, have deeper personal relationships and also chase better health. And, they are much more serious about achieving them than others across the world. A study conducted by American Express, in collaboration with The New York Women’s Foundation showed that as much as 91% of the women in India prioritise personal ambitions — much higher than the global average of 68%. The study also revealed that Indian women feel the strong urge to work harder than their male counterparts so as to have recognition at the workplace — and they are proud of calling themselves ‘ambitious.’ Over 70% of them also feel that confidence in having the skills and qualifications is very much necessary to be effective in performing their job. “The Ambitious Insights study throws light on the fact that ambition is not a simple thing. It exists across many dimensions- successful careers, financial independence and skills, while also being healthy, being great parents and having strong personal relationships,” <a href="https://economictimes.indiatimes.com/magazines/panache/indian-women-more-committed-to-achieving-professional-personal-ambitions-amex-survey/articleshow/74461873.cms">said</a> <keyword id="288346" type="PERSON" weightage="20" keywordseo="Manoj-Adlakha">Manoj Adlakha</keyword>, senior vice president and CEO of American Express India. The working women survey was conducted across the U.S, Australia, Canada, France, Germany, India, Italy, Japan, Mexico, and the UK. In spite of its motivated female workforce, India has a long way to go before they attain gender parity. According to the <a href="https://www.businessinsider.in/careers/news/india-tops-the-world-in-producing-female-graduates-in-stem-but-ranks-19th-in-employing-them/articleshow/74117413.cms">World Economic Forum Gender Gap Report</a>, it will take 257 years to eliminate the prevailing gender gap in the workforce, globally. India ranked 112th in the Global Gender Gap Index in 2020. “I feel that women in India have always been driven, and the report attests, that given a chance, they have the confidence to nurture their ambitions and lead the world in setting an example. The study demonstrates the power that vocal leadership, a dedicated community and collective ambition can have on women’s overall advancement,” Adlakha added. See also: <a href="https://www.businessinsider.in/careers/news/india-tops-the-world-in-producing-female-graduates-in-stem-but-ranks-19th-in-employing-them/articleshow/74117413.cms">India tops the world in producing female graduates in STEM but ranks 19th in employing them</a>

Indian women are ambitious about careers, parenting — much more than global peers

<ul><li>Many research studies conducted across the world show that women are more stressed and discouraged since the pandemic began as they take on an increasing amount of responsibility at home and in their careers.</li><li>The ad, media and marketing industry has a lot more women today than a decade ago. However, many drop out by the time they reach mid-management levels, primarily due to the lack of flexible hours and ever-increasing workload.</li><li>So this Women’s Day, we decided to speak to women in leadership positions about how we can make women feel welcome at workplaces. They told us how employers can support women and create a more high-trust, inclusive environment for the future.</li><li>The women leaders we spoke to believe organizations need to prioritize training more women, to prepare them for leadership roles, and this should be a part of the company’s culture.</li></ul>In the work-from-home era, the responsibility of unpaid domestic work and raising kids has fallen on Indian women more than men. This has affected their ambitions and careers, widening the gender gap at the workplace. A McKinsey report found that women around the world have been deeply affected by the COVID-19 pandemic, which has heightened the large and small inequalities—both at work and at home—that women face daily. One in four women are considering leaving the workforce or downshifting their careers versus one in five men. Women only form less than a third of the workforce in marketing, sales and less than a fifth in data analysis, and artificial intelligence, revealed a World Economic Forum’s 2020 study. Another survey by Deloitte found that 51% of women are less optimistic about their career prospects than they were before the pandemic. A lot of women who have chosen to stick to their jobs have missed out on a fair promotion or raise. A LinkedIn report shows that 85% of women in India have missed out on a raise, promotion because of their gender. Women’s careers are observed to have been more adversely affected despite increasing flexibility at work, as 68% of women and 74% of working mothers in India say it is difficult to balance career and familial responsibilities today. More than 7 in 10 women and working mothers in India also say that household responsibilities often come in their way of their career progression. As you move up in the hierarchy of the corporate world, there’s also a lack of women leaders in the upper rungs. As per Egon Zehnder Global Diversity Report 2020, women in India occupy 5% of executive chairs and 10% of non-executive chairs. The report indicates that only 11% of committee chairs are held by women, while the number stands at 27.3% globally. Having said that, the world of advertising, marketing and media has seen a lot of <keyword id="3275573" type="General" weightage="20" keywordseo="women-in-leadership-roles" source="Orion">women in leadership roles</keyword>. While we are still far from an equal man-woman ratio in the industry, it is heartening to see more and more women take the top spots. On the other hand, advertising and media are industries that hold a lot of power in shifting perceptions and mending beliefs. The advertising industry was infamous for perpetuating gender stereotypes -- from a sacrificing mother to a man being the bread-earner, the portrayal of women has remained very shallow for years. How brands depict women and their role in society has evolved today, she is independent, she has a voice and is slowly learning to care less about society’s judgement, but we haven’t taken a big leap yet. She is still a woman who is ‘aesthetically pleasing,’ fair-skinned, doesn’t come from a minority community and is a little far from real. There’s almost no progress towards including transwomen in women’s day ads or communication throughout the year. Once we achieve an equal number of gender representation inside Indian advertising agencies, media organisations and the marketing world, there will be diverse opinions in a brainstorming session, leading to better B2C communication. So this women’s day, we decided to speak to women in leadership positions about how we can make women feel welcome at workplaces. They told us how employers can support women and create a more high-trust, inclusive environment during and after the COVID-19 pandemic. Here’s what they had to say about improving equality at work: Meghana Dave - Head Marketing &amp; PR, Lamborghini India: Power v/s Purpose, women inherently are purpose-driven. The changing environment requires leadership that is driven by adaptability, agility and ambition. Today, companies need these traits to outperform competition which has to deliver in the known and unknown environment. To bring balance and speed with positivity, we need more women in the leadership role. Look at what Falguni Nayyar has done with Nykaa or Anjali Sudd has done with Vimeo. In the 21st century companies will need purpose, innovation and balance to achieve the top position, and the right time to bring women to lead the next generation of business growth. To encourage more women to join these industries by encouraging new formats of working culture or environment. Covid has challenged the traditional approach, and today work from home has become the new normal. Secondly, by promoting diversity and opening leadership positions for women and third, we can improve the pay scale and inculcate mentorship for potential women leaders. Rachna Kanwar, Chief Operating Officer, Digital Media, Radio City and Mid-Day: Women in Corporate India have taken a heavy toll during Covid 19 lockdowns. Organisations, however, rarely recognise the double effort that women have to put into their regular day, which during the pandemic, ravaged their mental and physical health. Having said that, women emerged stronger, seldom seeking ‘preferential treatment.’ Companies need to address and recognise this effort as women continue to remain underrepresented at all levels. Thankfully, in the Media industry, with the inclusion of advertising &amp; marketing, there have been plenty of examples of women super achievers acting as role models for younger women which has led to greater gender parity, but women leaders still need to play a major role in supporting and seeing to it that more leaders emerge from the shadows of doubt and stereotypes to claim their rightful places. It is heartening to see more and more women leaders at Radio City and Midday and all of us here are committed to diversity and excellence. Building a positive mindset for diversity at all levels in an organisation goes a long way in ensuring an equal workplace. Strong women leaders in the organisation act as role models for women aspiring to reach the top. They also help in providing a more empathetic environment which is required at certain delicate stages of a woman employee’s career. And lastly, they provide the much needed confidence both for the women employees and the organisation by being a case study in excellence. At Radio City, a large number of leadership positions are held by women which motivates and inspires the mid-level and entry-level women employees to dream big. Diversity has many virtues and numerous reports time and again have proved that a diverse organisation is a better organisation. Radio City was amongst ‘India’s Best Workplaces for Women in 2019.’ Additionally, in 2020, Radio City ranked 4th in ‘Best Large Workplaces in Asia’, according to the GPTW survey. Jyotsna Uttamchandani, Executive Director, Syska Group: I think what is happening is we are definitely attracting more women, but are unable to retain them. The industry also needs to take steps to stop showcasing and representing women in stereotypical ways. The truth is women need to start taking credit for their work, brag and self-promote. What men need to understand is with diversity creativity and innovation only booms. I personally feel advertising, media and marketing industries are more unstructured, and there is no one to help you climb that ladder. You will have to do it yourself. More so we need more women, to help support and mentor other women. I think to be a safe and inclusive environment, we really need to listen to our employees. I have always said that my employees are my first customers. Goals and expectations need to be set mutually, team members need to appreciate each other and there has to be a certain level of trust within the team. Megha Agarwal, CXO-Growth, Meesho: In my last 12 years of working, I have seen many smart women entering the workforce but also taking a step back and stepping out, especially at two pivotal points – marriage and motherhood. The societal maxim is such that it places higher expectations on women, compelling them to juggle many roles – wife, mother, primary caregiver among others. What is imperative is to create support structures that empower them to strike the perfect balance between personal and professional commitments. An example on this front could be Meesho’s recent boundaryless workplace model, enabling people to work from home/ anywhere so that it gives flexibility to facilitate adjustments. Additionally, we, as employers, also need to make a perception shift towards sabbaticals taken by women to rear children. These vital steps could be further bolstered by initiatives aimed to ease their comeback into the workforce again. The responsibility lies with us to act as change agents to create the change we aspire to see. Pragya Misra, Public Affairs Director at Truecaller: I have always believed that empathy, freedom to be authentic and listening are critical to building a work environment that promotes equality. This begins with introducing diversity in the leadership so that the perspectives and related challenges of different employee profiles can be properly understood and addressed. Finally, implementing flexible policies, promoting healthy and non-late work hours, having industry standard pay scale and having actionable punishments (and transparency) in place for any intolerant offenses are some of the other measures that can be put into place to ensure a safe and equal work environment. At Truecaller, being respectful, celebrating diversity and equality in the workplace is deeply set in our values as a company. We continue to make communication safer through our spam blocking, scam and fraud alerts, this principle of safety reflects in our workplace through our employee policies. The inability to feel safe in both offline and online spaces adversely impacts women’s confidence and hinders their ability to grow and thrive. This year we are urging people to #CallitOut and report harassment to the authorities when you see or experience it. We are bringing together all the key stakeholders like government, law enforcement, civil society, mental health experts, lawyers and survivors to work collaboratively to improve the safety of women and continue our 5 year long effort to minimise harassment. This year, we want to create an environment that allows women to feel safe in society, their workplace and in their online communication. Kanika Mittal, Large Customer Solutions, Lead at Twitter India: I strongly believe that a leader is only as good as his/her team &amp; therefore our path starts with building a team that looks like the amazing people of all backgrounds and abilities who use our service every day. At Twitter, we're on a journey to become the world's most inclusive, diverse, equitable, and accessible tech company — it's key to serving the public conversation. For Inclusion &amp; Diversity strategies to have an impact, leaders along with companies need to ensure that they are tackling systemic challenges and also impacting and nurturing inclusive behavior amongst the team. This requires adapting a new way of thinking and making the right decisions such as becoming more distributed, empowering women employees to share and leverage their unique perspectives and experiences for growth and opportunities. Collectively we’ve got work to do to build a truly inclusive culture across the industry. We’ve made steady progress, and as industry our work doesn’t end <a href="https://twitter.com/hashtag/UntilWeAllBelong?src=hashtag_click">#UntilWeAllBelong</a>. Anika Wadhera, Head of Digital Marketing, Sirona: A supportive work environment is one in which each and every employee can discuss job-related difficulties in confidence and without fear of backlash. Actively showing appreciation to the staff, and encouraging them to exhibit appreciation for each other, is an easy and gratifying way to establish a great working atmosphere. Employees, both male and female, should be taught about ethical behavior and how to create a culture that supports everyone's safety. Although enforcing policies and holding instructional sessions are beneficial, a process or system that promotes power equality in the business can be implemented, reducing the number of unpleasant experiences. My advice to all wonderful women around me will be to ’Take a stand for yourself &amp; be vocal. The world is your oyster.’ We as 21st-century women should focus on creating a network; it may be one of the most powerful factors in our career at any level, whether one is a fresher or a senior leader, just network, network &amp; network. Shradha Agarwal, COO &amp; Strategy Head, Grapes: Women at leadership roles play a very crucial role in the comprehensive growth and development of any organization. They are the true manifestation of sustainable growth. A woman inherently is nurturing and being in a leadership position helps her in cultivating an inclusive work culture with diversity at the core of the organizational structure. This diversity is the precursor of diverse ideas that stimulates creativity and champions for more quality in business operations. Women have a warm and welcoming disposition which enables the organization to develop a much stronger bond and connect with their customers. In any workforce, the major loophole at the very base level is the lack of proper guidance to define the roles and duties to be fulfilled by a person. In order to help them realize their true potential, it is important to first connect with the people. By putting themselves in other’s shoes it becomes easier to understand the situation better and provide a relatable solution. As developing a connection and affinity for people comes naturally to women, in leadership positions they are better able to relate with and understand the pain of their teammates. To get women to join the advertising and marketing industry the mantra is very simple, just make them feel they are making ads for themselves. As women are better listeners and good storytellers, one needs to harness these qualities of women to motivate them to pursue a career in this field. They are better adept at giving a diverse perspective and drawing holistic pictures to a narration. Advertising and marketing is not about selling products, it goes way beyond and is about telling the right story. It is about connecting with the brand rather than the product as the products can be replaced but the brand remains constant. And women love and enjoy such jobs, it is just that we need to tap on this quality of women. Sowmya Iyer, Founder and CEO of DVio Digital: Women have faced more significant economic hardships through the pandemic - disproportionately losing jobs and income. A recent report by LinkedIn shows how Covid-19 has impacted women’s careers. About 85% of women in India have missed out on a promotion because of their gender. Despite the increase in flexibility at work, women’s careers are observed to have been more adversely affected. So, it is safe to say that we are far away from building an inclusive environment for employees of all gender spectrum. Company policies will have to be redefined and relooked at to give women space to work, grow, and balance their careers and Homes. DViO Digital, is an equal opportunity provider. We work towards hiring and promoting our employees based on their merit and not just gender. Our current workforce has a fair divide of 55:45 women to men ratio; a similar trend can be seen in our leadership team, which has a 60:40 ratio (60% women and 40% men), which is not by design but by default. Hence it is safe to say that women are naturally inclined towards the advertising and marketing industry. Tanya Bami - Series Head, Netflix India: The representation of women in entertainment has been increasing with the times and we couldn’t be happier! At Netflix, we are focussed on entertaining the world with authentic stories that are a true reflection of our times and society. Be it Delhi Crime, Aranyak, Masaba Masaba, Yeh Kaali Kaali Ankhein, or our latest series The Fame Game, the characters can be determined, driven, fabulous or flawed.” •Since the beginning of 2020, we have collaborated with over 2400 women creators, talent, and crew on and off screen in India. •Half (15) of our original films and series in 2021 had a woman as the central character. • Netflix has 15+ female forward titles already announced for 2022. Apart from the already released Yeh Kaali Kaali Ankhein, Looop Lapeta and The Fame Game, the upcoming titles include Mai, Monica, O My Darling, Masaba Masaba Season 2, Mismatched Season 2, She Season 2, Fabulous Lives of Bollywood Wives Season 2, The Fame Game, Qala, Plan A Plan B, Khufiya, among others. •In 2021 Netflix worked with nearly 50 women producers, directors or writers (25 women producers and directors + 23 women writers - 2X the women writers in 2020. •In addition, Netflix has worked with incredible women standup comics- Rytasha Rathore, Urooj Ashfaq, Prashasti Singh, Prajakta Koli, Sumukhi Suresh, Mallika Dua, Kaneez Surka and Sumaira Shaikh. •Inclusivity also extends internally to all of us at Netflix as women make up 51.7% of our global workforce, up from 48.7% in 2020. This includes 6.9% growth of women directors and above, totalling 51.1%. Aditi Shrivastava, CEO &amp; Co-Founder, Pocket Aces: It all starts from the top. If there is equality in the mind, it will automatically trickle down to every level within the organization. A few key base rules I always keep in mind: ● Think in terms of equity (not stock options in this case, but what is required to get people to the same level) rather than equality (i.e. providing the exact opportunities to each person) ● Be a true meritocracy ● Even in the most equal households, women are often expected to be the primary caretaker of children or parents, so keep that in mind ● Don’t forget to groom young female talent in the company right from the go by increasing their confidence levels and encouraging them to not be ambivalent about their ambitions and dreams ● Discourage even mildly offensive loose talk / jokes at the workplace ● Have a strong POSH committee in place ● Encourage older male employees / leaders to unlearn from previous “male club” workplaces and see the value their female counterparts can add Overall, be conscious about gender diversity and equity. It won’t happen by chance.

Women in leadership across media, brands and advertising on improving gender representation and retaining women in the workforce

US President <keyword id="6354484" type="PERSON" weightage="20" keywordseo="Donald-Trump">Donald Trump</keyword>'s daughter and his advisor <keyword id="21449" type="PERSON" weightage="100" keywordseo="Ivanka-Trump">Ivanka Trump</keyword> on Wednesday batted for formulation of policies that support greater participation of women in workforce while speaking at a session on the second day of Global <keyword id="107737" type="ORGANIZATION" weightage="20" keywordseo="Entrepreneurship">Entrepreneurship</keyword> Summit (GES) in Hyderabad on Wednesday. <keyword id="6354862" type="PERSON" weightage="20" keywordseo="Trump">Trump</keyword> went on to talk about technology that can be used to allow women to work from kitchens and help reduce the gender gap. "I think it's incredibly important that policies support modern families... We need to start thinking about ways to support the modern workforce and the modern reality in household. I think technology is a great driver," she said. Trump was speaking at the session on 'We can do it! Innovations in workforce development and skills training', the panelists of the session included Cherie Blair, Founder, Cherie Blair Foundation for Women; <keyword id="45875" type="PERSON" weightage="20" keywordseo="Chanda-Kochhar">Chanda Kochhar</keyword>, Managing Director and CEO, ICICI Bank and Karen Quintos, Chief Customer Officer, Dell EMC. Trump said it is necessary to align what is being taught in the classroom with economic realities. <keyword id="3301815" type="PERSON" weightage="20" keywordseo="Ivanka">Ivanka</keyword>, 36, is a businesswoman and a fas hion designer; she is been dealing with allegations from critics that her personal brand uses bad labor practices in its production, particularly in China, where the bulk of her U.S. merchandise ships from. While Trump has stepped back from day-to-day management of her brand before taking on an official role as <keyword id="6356037" type="LOCATION" weightage="20" keywordseo="white-house">White House</keyword> adviser, she still retains an ownership interest. Critics are asking the brand to reveal the names and addresses of their suppliers for greater transparency which has now become even more difficult after Trump took the new role in the White House. So far Trump has not taken a public stand on alleged abuses in her brand's own supply chain.

Ivanka Trump bats for greater participation of women in workforce amidst dealing with allegation of bad labour practices with her own brand

<ul><li>Women employability in India has been consistently low -- at 25% of the total working population over the last five years. </li><li>Startups and companies in India are promoting campaigns as an effort to increase women engagement. </li><li>Under the ‘Start-Ups’ initiative, the industrial body Assocham has come up with partnership program via skill development and vocational training. </li></ul>This Mother’s Day, India inc has stepped up its efforts to promote women participation in the workforce across roles. While women headcount in the organisations and top-level roles may have shown growth, overall <a href="https://timesofindia.indiatimes.com/business/india-business/assocham-bats-for-greater-participation-of-women-in-workforce/articleshow/69283388.cms">women </a>participation in India’s workforce has declined from 31.2% in 2011 to 23.3% in 2017-18, according to data by the National Sample Survey Office. (NSSO). While many brands are stuck to the traditional <keyword id="6408068" type="ENTERTAINMENT" weightage="20" keywordseo="Mothers-Day">Mother's Day</keyword> messages of mothers being caretakers, some other brands went a step ahead and embraced a more empowering message. Taking up <keyword id="112877" type="PERSON" weightage="20" keywordseo="Women-empowerment">women empowerment</keyword> on the occasion of International Mother’s Day, Indian trade association Assocham stressed on the importance of enabling a workplace environment that boosts women participation. “Rising participation of women in the workforce will need a different environment in which child care, working hours, and workplace structures should be transformed. Several firms have already started reorienting and aligning their operational structures with the changing needs of working women, given today’s environment of increased mobility and nuclear family structures,” Assocham President BK Goenka said in a statement to TOI. Among its initiatives is partnership program for skill development and vocational training, and an all women-run manufacturing company. Moving the needle to women in sports, sportswear brand Adidas, India, launched a new campaign film ‘SHE BREAKS BARRIERS’ as an effort to increase women engagement, news agency IANS reported. 'She Breaks Barriers' showcases three powerful and leading national icons -- sprinter Hima Das, heptathlete Swapna Barman and boxer Nikhat Zareen and delivers on the message that each woman has the capability to achieve their dreams, no matter how big, and that no barrier is daunting enough to hold them back. Apparel company BIBA made a reference to all mothers including entrepreneurs. 
 
 
 
 
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 Celebrating the event, e-tailer Flipkart tweeted a series with the hashtag BeLikeMom to strengthen the power of women. 
 
 
 
 
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 See also: <a href="https://www.businessinsider.in/international-womens-day-indian-women-still-a-long-way-off-from-empowerment/articleshow/68313107.cms">Women’s day in numbers: 9 grim reminders that Indian women are still a long way off from empowerment</a>

India Inc bats for women empowerment on International Mother’s Day

<div class="image-container float_right" style="width:400px"><div class="image"></div>Kellan Elliott-McCrea, Etsy CTO</div>Woman make up half of the workforce, yet only <a href="http://www.catalyst.org/knowledge/women-ceos-fortune-1000">4.2 percent of Fortune 500 CEOs are female</a>. 
That's a shocking percentage when you also consider that there are <a href="http://www.businessinsider.com/women-college-men-2011-8">more women than men graduating from universities</a> and <a href="http://www.census.gov/newsroom/releases/archives/facts_for_features_special_editions/cb13-ff04.html">graduate schools in America</a>. 
According to Facebook COO Sheryl Sandberg, <a href="http://www.businessinsider.com/sheryl-sandberg-lean-in-2013-2">we're in a "stalled revolution" for women</a>. 
Ultimately having fewer women at the top is bad business. 
It's proven that companies <a href="http://www.businessinsider.com/new-research-on-gender-diversity-in-the-boardroom-2012-9">perform better when they have more women</a> on boards. "Women add their own perspectives, experience and knowledge to the board, which cannot be found any other way than by having <keyword id="6358360" type="CITY" weightage="60" keywordseo="gender">gender</keyword> diversity," says Carol Evans, CEO of the <a href="http://www.nafe.com/?service=vpage/1474">National Association for Female Executives</a> (NAFE).
To identify the top companies that support women in leadership roles, NAFE recently compiled a list <a href="http://www.workingmother.com/best-companies/2013-nafe-top-50-companies-executive-women" class="p1">of the top 10 companies</a> for women to work for right now, based off a survey that resulted in 200 applications. Here's the final list of companies and why they're great for women:
1. IBM
Why it's great: Aside from having a female CEO, Ginni Rometty, this technology company has "more than 12,000 women that are considered part of the executive pipeline."
Headquartered in Armonk, N.Y., 30 percent of IBM's global workforce of 441,912 employees are women and 27 percent of them are senior managers.
2. Abbott
Why it's great: "In 2011, there were 77 percent more women in executive management roles at Abbott than there were in 2001."
Headquartered in Abbott Park, Ill., 49 percent of Abbott's workforce of 32,683 employees are women and 42 percent of them are senior managers.
3. AstraZeneca
Why it's great: "Formal mentoring programs (live and virtual) support women with the potential to move into leadership roles."
Headquartered in Wilmington, Del., 55 percent of AstraZeneca's workforce of 9,249 employees are women and 41 percent of them are senior managers.
4. General Mills
Why it's great: "There are sponsorship initiatives that pair vice-president-and director-level advocates with promising female leaders in the manufacturing, information systems and engineering functions."
Headquartered in Minneapolis, Minn., 40 percent of General Mills' workforce of 16,939 employees are women and 37 percent of them are senior managers.
5. Johnson &amp; Johnson
Why it's great: "Johnson &amp; Johnson’s Crossing the Finish Line program educates multicultural women and their supervisors about how to overcome barriers to advancement and accelerate their careers; in 2011, the program’s offerings doubled."
Headquartered in New Brunswick, N.J., 47 percent of Johnson &amp; Johnson's workforce of 35,942 employees are women and 31 percent of them are senior managers.
6. KPMG
Why it's great: "In a recent employee survey, 81 percent of the women who work for this audit, tax and advisory services firm said they had opportunities for learning and professional development."
Headquartered in New York, N.Y., 47 percent of KPMG's workforce of 22,152 employees are women and 37 percent of them are senior managers.
7. Marriott International
Why it's great: "The number of female corporate executives at Marriott International has increased 80 percent since 2002."
Headquartered in Bethesda, Md., 55 percent of Marriott International's workforce of 100,412 employees are women and 40 percent of them are senior managers.
8. Proctor &amp; Gamble
Why it's great: "Up-and-coming female employees also have access to valuable networking and coaching opportunities that can help advance them into key positions, largely due to the efforts of the company’s Corporate Women’s Leadership Team, comprised of senior female managers from every business function."
Headquartered in Cincinnati, Ohio, 43 percent of Proctor &amp; Gamble's workforce of 34,300 employees are women and 34 percent of them are senior managers.
9. Prudential Financial
Why it's great: "Women not only represent the majority of employees studying for the firm’s on-site MBA degree but also have increased their participation in executive coaching by at least 40 percent since 2010."
Headquartered in Newark, N.J., 52 percent of Prudential Financial's workforce of 18,866 employees are women and 33 percent of them are senior managers.
10. State Farm Insurance
Why it's great: "Women who are looking to refine their leadership skills participate in the company’s 194 employee resource groups or take advantage of its myriad mentoring opportunities, which help them accelerate their professional growth, manage the arc of their <keyword id="6354910" type="ORGANIZATION" weightage="100" keywordseo="Careers">careers</keyword> and navigate different cultures and generations."
Headquartered in Bloomington, Ill., 63 percent of State Farm Insurance's workforce of 63,258 employees are women and 40 percent of them are senior managers.

The Best Companies For Senior Women To Work For Right Now

In celebration of International <keyword id="624" type="ORGANIZATION" weightage="20" keywordseo="Women">Women</keyword>’s Day and to support a more gender inclusive world, <keyword id="28120" type="CITY" weightage="20" keywordseo="Linkedin">LinkedIn</keyword> published data on jobs where women are thriving, and barriers the global workforce still needs to overcome. 
 
Here are some insights from the survey: 
 
Women leaders are on the rise globally 
 
Since 2008, more women have been hired into leadership positions around the world. While there is still a gap, the outlook is increasingly optimistic, with women in leadership holding an average of just over 25% of all leadership positions globally. LinkedIn data shows that India, which has historically lagged in hiring women into leadership positions, has gained significant momentum with the largest percentage increase being hired into leadership roles (25%). 
 
<a href="http://www.businessinsider.in/this-y-combinator-backed-co-working-space-is-changing-the-workplace-set-up-in-bengaluru-now/articleshow/57495690.cms">ALSO READ: This Y-combinator backed co-working space is changing the workplace set-up in Bengaluru now</a> 
 
Education and nonprofit industries close leadership gap and <keyword id="6358815" type="COMPANY" weightage="20" keywordseo="tech">tech</keyword> Sector Gains Momentum 
 The education and nonprofit sector are leading the way in closing the gap between male and female leaders. In this sector, women are being hired for 47% of leadership positions. <keyword id="6354525" type="COMPANY" weightage="20" keywordseo="Healthcare">Healthcare</keyword> and pharmaceuticals also have a high number of women in leadership with nearly half of leadership positions being held by women (46%). 
 
<a href="http://www.businessinsider.in/bloomsbury-unviels-the-harry-potter-and-the-prisoner-of-azkaban-illustrated-edition/articleshow/57539590.cms">ALSO READ: Bloomsbury unveils the Harry Potter and the Prisoner of Azkaban Illustrated Edition</a> 
 
More women entering tech 
 
LinkedIn also evaluated the roles women were being hired into overall. It may come as a surprise that the technology industry saw the largest change with an 18% increase in female leaders hired. 
The top three job titles that have seen the strongest growth are all technology roles: User Experience Designer (67% increase), Chief Technology Officer (60% increase) and Web Developer (40% increase). 
 
Women CEOs make up only 18% of the workforce 
 In the C-suite, the single role that women hold more than or equivalent to men is Chief Human Resource Officer (56%, which is an increase of 82% since 2008). In contrast, women CEOs still make up only 18% of the workforce. At the director-level, hiring for women in the Director of <keyword id="6363148" type="TECHNOLOGY" weightage="20" keywordseo="information-Technology">Information Technology</keyword> role has increased by 57% since 2008. 
 
<a href="http://www.businessinsider.in/these-women-ola-auto-drivers-are-changing-Indian-roads/articleshow/57539709.cms">ALSO</a><a href="http://www.businessinsider.in/these-women-ola-auto-drivers-are-changing-Indian-roads/articleshow/57539709.cms"> READ: These Women Ola Auto drivers are changing Indian roads</a> 
 
Management and leadership top skills for women leaders 
 
LinkedIn looked at the most common skills based on the profiles. Management and leadership top the list of skills for women in leadership positions. Interestingly, customer service and public speaking also ranked highly. 
 
Gender equality at work is a growing priority 
LinkedIn data shows that diversity and inclusion are becoming a priority for companies worldwide. More than 37% of talent acquisition leaders believe that diversity will be the number one trend defining the future of hiring. 
One of the key aspects to closing the gender gap is to identify areas of progress, tackle obstacles, and provide resources to help create leadership paths for women.

You Searched For "Women in workforce" and got 13 results

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BI India Bureau

Women are replacing men in the global workforce

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Women entrepreneurs who work remotely and in rural areas — provide 27 million jobs

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About 4 times as many women than men reported they were unemployed last month

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The AI boom is the newest threat to women's presence in the workforce

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At least 72% women feel gender bias in workplaces! Is bridging the gap only on papers?

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Burnout is the biggest factor behind women leaving the workforce in India

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Indian women are ambitious about careers, parenting — much more than global peers

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Women in leadership across media, brands and advertising on improving gender representation and retaining women in the workforce

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Ivanka Trump bats for greater participation of women in workforce amidst dealing with allegation of bad labour practices with her own brand

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India Inc bats for women empowerment on International Mother’s Day

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The Best Companies For Senior Women To Work For Right Now

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