These days, women have the world to themselves—almost! The struggle at the workplace still exists. The theme for this year’s International Women's Day 2025 was 'Accelerate Action' – be it on gender inequality or pay parity. There is a need to ensure that women who put equal effort into their work get the fruits of their efforts.

Noticeable issues

There are gender-related issues regarding inequality seen in the Indian workplace. Twenty-nine-year-old Kiara Jain, Lifestyle Coach and Founder at Mindful Living reveals, “The concept of accelerated action means exactly as the name suggests, to increase your focus when it comes to becoming successful at your aims, with a sense of urgency. One of the main issues is the differences in salaries. Being assaulted at their workplace, being treated unfairly when it comes to job positions to name a few.”

Apart from the wage-related issues, other issues become a roadblock to women's progress at the workplace. They do not get as many chances as I do.

Adv. Shaili Muzoomdar, Matrimonial Lawyer, thinks so. “There is under-representation in leadership. Despite merit, fewer women hold senior positions. Many women face workplace harassment, and while laws exist, enforcement remains weak. Regarding work-life balance challenges, women still bear the larger burden of domestic responsibilities, often at the cost of their professional growth. There is also hiring bias. “Many organisations hesitate to hire or promote women due to perceived challenges related to maternity and care-giving.”

Reasons why

Despite the high level of women's participation in the Indian workforce, this disparity is unsettling. Are the laws inefficient or something else? Shaili does think the legal frameworks to promote gender equality have done nothing to remove the gap. "There is a lack of effective implementation. Laws such as the Equal Remuneration Act and the POSH Act are not always enforced robustly. Many organisations lack flexible work arrangements, making it difficult for women to balance professional and personal responsibilities.”

There is a combination of all of the factors to see this disparity. And combined together, they are ensuring women don't get what they deserve. Kiara thinks so. "Being a woman, many times the primary role of this gender is to get married, give birth and manage the house. Societal and cultural expeditions are sometimes only this, and anything beyond is considered not a priority. This could limit the time and effort they can invest in their careers.”

She knows there are laws for women in the workforce like the Maternity Benefit Act and Minimum Wages Act. But she feels it doesn't help much. "One of the issues would also be less accessibility to daycare (however this has improved significantly over the years). Many times, after giving birth or getting married, women quit their jobs.  A different perspective is required.”

Just legislation cannot take care of this gender imbalance. There is a combination of cultural practice, weak implementation and work-related biases stopping women from reaching the skies.

Nidhi Singh, the 39-year-old Co-founder of Samosa Singh, mentions, “To this day, women drop out of their professions half-way because of societal expectations around care-giving. Women being forced to "choose" between career and family is a mentality that needs to shift. Though India has liberal labour laws, their effectiveness is hampered if businesses don't make a conscious effort to formulate policies that foster gender equality. We need to foster a culture in which employees feel invested in the company's growth. Most employees in any company want to advance over time, and they need the assistance of a mentor-like figure to do so.”

Actions required

It is important to take urgent action to address gender inequality and achieve gender parity. Nidhi discloses, “We at Samosa Singh feel that organisational change is where transformation starts. To effectively drive action for gender parity, companies need to start the change. Generally, the manufacturing set-up is patriarchal dominated—it was initially a challenge getting more women employees and workers recruited and settled in the factory set-up. However, though initially challenging it was a game changer. Women teams are not just hard-working but consistent, more disciplined, can stand for longer hours and add immense value to the start-up ecosystem with their tenacity and wonderful work ethos."

Kiara wants equality in salaries to be taken care of urgently. “Some ways to achieve gender parity would be to ensure all the laws are followed and implemented, especially for women's safety. More awareness regarding the same through workshops in the workplace regularly can also help achieve gender parity. The media could also emphasise the importance of all the above.”

Strict implementation of the Equal Pay Laws can be the beginning to provide financial equity. Enforcing the POSH Act strongly at the workplace will work to promote safer workplaces.

“Promote women in Leadership by creating mentorship programs and leadership development initiatives,” suggests Shaili. “Create and offer flexible work policies to accommodate maternity and childcare responsibilities. And we should encourage shared responsibilities by promoting equal parental leave and normalising men as caregivers. On the whole, we must collectively work in raising awareness and challenge unconscious biases and foster a more inclusive work culture.”

Future talks

Nidhi calls the future for gender parity in the workplace bright. “Today, more companies recognise that diversity is not merely a number—it is innovation and business excellence. With improved policies, raising awareness, and the shifting attitude of society, I expect more women in positions of leadership and decision-making. I would like to envision a future where women do not have to struggle for minimum workplace rights but are automatically viewed as equal contributors to India's growth story.”

“Due to increased awareness, and a change in societal expectations, there has been a change for the better,” Kiara reveals. “And all these issues faced by women must not be generalised to every organisation. As there are several organisations which help women rise and support them through all. The way to the future would be for all to work collectively and both genders to empathise and support each other.”

Increasing awareness and policy changes will allow women to be in decision-making roles. It can make a drastic change for them.

Shaili adds. “Organisations will thus be compelled to disclose wage structures, reducing gender-based pay gaps. Companies will start offering more inclusive work models, allowing women to excel professionally without compromising personal responsibilities. With better access to funding and mentorship, more women will become business leaders. Over time, policy changes and social evolution will drive real and lasting gender equality.”