Gender Diversity

Women formed 48% of the Syrma SGS workforce in FY26 and a majority of its manufacturing workers. The achievement shows what deliberate industrial inclusion can deliver, while permanent employment and …

Companies are retiring diversity targets, reducing race and gender disclosures and replacing DEI language with belonging and fairness. Yet research suggests much of the underlying inclusion work continues. The real …

More Indian women are entering employment, factories, professional careers and corporate boards. Yet far fewer control operations, capital and business strategy. India’s Viksit Bharat ambition now depends on turning women’s …

Women influence housing decisions, work across architecture, finance, sustainability and property services, yet hold only 1–2% of leadership roles in Indian real estate. The industry does not lack capable women. …

New research shows women’s leadership gains are beginning to slip. The decline reveals deeper problems in succession planning, sponsorship, feeder roles and enterprise decision-making.

Indra Nooyi’s remark has reopened a familiar question: India has more women CEOs than before, but are companies building enough routes for professional women to reach the top?

The Women in Security Survey 2026 finds strong support for women’s inclusion in India’s security sector, but underrepresentation, discrimination and weak leadership pipelines remain.

Female Workforce Participation is not only a social priority. It is a corporate productivity strategy. Companies that help women enter, stay, return, and lead can strengthen talent pipelines, reduce attrition, …

Women’s Representation in IAS has reached nearly 41% in the 2024 batch, marking one of the strongest signs of gender diversity in India’s top administrative pipeline. But the real question …

KPMG’s 2026 study shows that women in India want leadership roles, including the C-suite, but corporate progress is slowing. With promotions seen as less fair, mid-career exits rising, and representation …