India may be celebrating rising female workforce participation, but the numbers of women in C-suite roles are still stuck in the slow lane. What’s worse? The few who make it often end up boxed into stereotypically “soft” roles.
At the Round Table Discussion on Improving Female Workforce Participation in India, Smt. Sumita Dawra, Secretary of the Ministry of Labour and Employment, stated a steady rise in women’s workforce participation. Over the last six years, more women have entered the Indian workforce with better educational qualifications and increased economic engagement. The Worker Population Ratio (WPR) for women aged 15 and above climbed from 22.0% in 2017–18 to 40.3% in 2023–24.
While these numbers show positive progress, are more women stepping into leadership and strategic decision-making roles? Unfortunately, the answer remains no.
Women in C-Suite roles are still underrepresented
A recent study by talent solutions firm Xpheno examined 400 C-suite executives across 117 Indian-born unicorns. The findings show women hold only 10% of executive roles in these companies, with representation especially low in board-level positions.
Chief Human Resource Officer (CHRO) roles show the highest representation, with women holding 54% of these positions. However, the numbers drop significantly in other key roles. Only 2% of Chief Executive Officers (CEOs) are women. Fewer than 1% of women serve as Chief Technology Officers (CTOs) or Chief Information Officers (CIOs). Women make up just 18% of Chief Marketing Officers (CMOs).
Climbing the C-suite ladder takes longer for women
The data shows that women often reach senior leadership roles later in their careers. Only 7% of CXOs in the 33–37 age group are women, while the figure rises to 16% for the 48–52 age group. On average, women CXOs have 24 years of experience, slightly more than their male counterparts at 22 years. Even when women are qualified, it takes them longer to climb the corporate ladder and reach top positions like CEO or CFO, while men tend to move up faster.
Around 60% of women CXOs have switched industries before taking on their current roles, showing their willingness to adapt and grow. However, when it comes to relocation, fewer women make the move. Only 31% of women shifted locations for their roles, compared to 33% of men. Even a small gap like this can have an impact. Changing roles, industries, and locations often opens doors to new responsibilities, bigger teams, and more visibility. These steps can speed up a person’s journey to leadership.
When women have fewer chances or less support to make these shifts or relocate, their career growth slows down. It partly explains why women take longer to reach the top, despite having the skills and experience to lead.
Soft roles dominate women’s leadership journey
A concerning trend emerges when examining the nature of the roles women occupy. Around 62% of women CXOs work in HR, while 45% of male CXOs hold more strategically influential titles such as CEO, CTO, or CFO. Although HR and communication roles hold importance in any organisation, these positions rarely lead to board-level influence or decision-making power.
While only a small number of women hold C-suite roles, many have made their mark just below that level. Around 79% of women leaders currently occupy C-2 level positions such as department heads, directors, or other mid-management roles. However, only 14% of women have moved up to C-1 level roles like Vice President or Senior Vice President. The gap between mid-level and senior-level leadership shows that while many women are leading from within, they are still not being promoted into roles where long-term planning and key decisions happen.
Women join, but don’t lead
Globally, women hold just 30% of C-suite roles, indicating that most countries are still far from achieving gender-balanced leadership. In the United States, women account for 27% of C-suite positions, followed by 25% in the UK, 24% in France, and 19% in both Germany and India.
Only 5.4% of Chief Executive Officers worldwide are women. India’s numbers are particularly concerning. Among the top 500 companies in the country, only 1.6% are led by women.
So, while more women are entering the workforce, they are rarely making it to the highest and most influential positions.
Women in C-suite Roles: Progress on paper, barriers in practice
Women continue to face barriers at the crucial transition points between mid-management and senior leadership. The lack of structured pathways, limited mentorship, and gendered expectations around mobility and availability all contribute to this slow progression. The leadership pipeline narrows sharply after the C-2 level, not because of a lack of talent but due to systems that overlook, sideline, or under-prepare women for more influential roles. Without active interventions to identify and promote high-potential women, organisations risk losing diverse voices before they ever reach the boardroom.
At Changeincontent, we believe that visibility in leadership must reflect equity in opportunity. Read our previous analysis on Women in Leadership Roles to explore how the climb often gets harder, especially when the spotlight fades.
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.
