When Bharti Airtel Foundation sets a target, it does not just issue a press release. It builds a playbook. The company’s 50% women workforce ambition is not just a milestone. It is a message.
Bharti Airtel Foundation was named one of India’s Best Workplaces for Women in 2022, 2023, and again in 2024 by the Great Place to Work Institute (India). This consistent recognition shows the Foundation’s commitment to building an inclusive work culture where women feel safe, supported, and valued. Women currently hold roles across all levels in the organisation, from junior positions to leadership. Now, Bharti Airtel has set a target to achieve 50% women representation across its total workforce.
Bharti Airtel Foundation’s gender target: Not just numbers, but intention
Bharti Airtel’s Chief People Officer, Amrita Padda, recently shared that women currently make up around 18.5% of the company’s total workforce. This is a significant improvement from just a few years ago, when the number was below 10%.
“We are currently at around 18.5% women, which is still far from the 50% goal I envision, but it is a significant leap from the sub-10% figure we had not very long ago,” said Amrita Padda, Chief People Officer at Bharti Airtel, during her address on World Telecommunications Day 2025.
By the end of the financial year 2024, Bharti Airtel had a total of 19,198 employees. During that year, the company hired 5,956 new employees. Out of this group, 1,700 were women. In addition, 17.1% of top management roles are now held by women.
A three-pillar strategy for women’s careers
Padda shared that the company’s approach to improving gender balance is focused on three core areas. These focus areas aim to remove barriers and build a work environment where women can grow without being held back by common workplace challenges.
1. Matching demand with supply
The company makes sure that its hiring teams are reaching out to a vast pool of women candidates. It looks beyond traditional sources and aims to bring more women into roles that have lacked gender balance in the past.
2. Building a supportive culture
Airtel works to prevent the loss of talented women midway through their careers. This includes removing bias and creating a workplace where women feel seen, supported, and respected.
3. Managing the four M’s
Airtel also addresses specific life stages that often affect women’s careers. These are marriage, maternity, mobility, and medical needs. The company has built policies that help women continue their careers during these life phases, reducing the risk of career drop-offs.
Stronger entry-level hiring through campus engagement
To create lasting change, Airtel is focusing on bringing in more women at the entry level. The company has redesigned its campus hiring programme and now works with nearly 100 colleges across 18 states and 30 cities. This includes women-only colleges and institutions in less-represented areas.
This approach has resulted in over 60% of Airtel’s campus hires being women. By creating equal access from the start, the company sets the foundation for better representation in later career stages as well.
Read our previous article on the disparity in entry-level jobs and why many Indian women are left behind at the very first step of their careers here.
Making work more accessible with remote options
Life-stage events such as childbirth, caregiving, or relocation often push women out of the workforce. Airtel has addressed these challenges by offering remote work options. This allows skilled women from smaller towns, such as Chhindwara and Solapur, to work in technology roles without needing to move to larger cities.
The company has also set up 40 to 50 small-scale remote offices. These micro-offices use Airtel’s own technology systems to support remote employees and ensure they stay connected to teams and projects. This approach not only supports current employees but also opens the door for many others who may have left the workforce due to location-based limitations.
Helping women rejoin the workforce
Airtel has also created a returnship programme named ‘Step-In’. This initiative helps women return to work after a career break. Many women face hiring bias when reapplying for jobs after time away. This programme directly addresses that issue by recruiting women with gaps in their resumes and helping them ease back into professional life.
The company offers mentorship, training, and support as part of this programme. This builds the confidence and skills women need to restart their careers successfully and smoothly.
Solving practical barriers in field roles
In network and field roles, Airtel noticed a unique challenge. Very few women in India hold valid driving licences, which limits their access to jobs that require travel. Padda pointed out that this number still stands in the single digits. To fix this issue, Airtel introduced a support policy that helps women employees get driving licences. This small but meaningful step removes a practical barrier and helps women take on roles that were previously out of reach.
Tackling the leadership gap
Although Airtel has made progress at the entry level, the gender gap remains wide at higher levels. Women make up 38% of entry-level positions, but this drops to 26% at the managerial level and just 15% at senior leadership positions. The company is aware of this challenge and is working to build better pathways for growth and promotion.
Padda explained that Airtel’s diversity efforts are not limited to public announcements or short-term projects. Instead, the company has built inclusion into its everyday operations. Hiring, training, policy development, and career planning all include a focus on gender balance.
Why Bharti Airtel Foundation’s model could be a blueprint for corporate India
Bharti Airtel Foundation’s work towards achieving gender equality continues with a strong sense of purpose. The numbers show progress, but the leadership recognises that much more remains to be done. Through well-planned hiring strategies, support programmes, and structural changes, the company is building a workplace where women have equal access to growth and leadership.
If Bharti Airtel Foundation maintains this direction, reaching the 50% goal may not just be an ambition. Instead, it could become a benchmark for the rest of the industry.
Inclusion is not just about one-off campaigns or awards. It is about rewiring systems for equity. At Changeincontent, we believe Airtel’s journey is a lesson—and a challenge—for every boardroom in India.
Read our related deep dive: Women’s placement in India hits 6-year high: But are we celebrating too soon?
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content. We broadly define inclusivity as media, policies, law, and history, encompassing all elements that influence the lives of women and marginalised individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
