GITNUX MARKETDATA REPORT 2024

Diversity In The India Industry Statistics

To see increased representation and inclusion of diverse groups within the Indian industry workforce to drive innovation and productivity.

Highlights: Diversity In The India Industry Statistics

  • India’s corporate sector has merely 20% representation of women at senior leadership positions.
  • 69% of companies in India have fewer than 10% women on their boards.
  • India's film industry dominates in employing women, with only 15% of women working in traditional sectors.
  • The automobile industry in India has only 5-8% women employees.
  • Workplace diversity in India is as low as 14% in renewable energy, 29% in clinical trials and 31% in the pharmaceutical and healthcare sectors.
  • Approximately 63% of minor actors in Indian advertisements are men, indicating the disparity in media representation.
  • Women constitute 27% of professionals in India's IT-BPM industry.
  • Only 31% of senior roles are held by women in the Indian Media and Entertainment industry.
  • In India, Women's representation in the corporate leadership is only 3.7% in the labour-intensive Apparel and Footwear industry.
  • Barely 1.5% of senior leadership roles in India's ed-tech startups are occupied by women.
  • 98.3% of programming and software development jobs in India are held by men.
  • Around 9% of executives in the manufacturing sector in India are women.
  • Women's representation in heavy and industrial engineering firms in India is only around 3-5%.
  • Women make up 26% of entry-level jobs in the Indian finance industry, but only 16% of senior-level roles.
  • Among over 9,000 listed Indian firms, there's only 14% of board seats filled by women.
  • The wellness and beauty industry in India has observed the highest rate of women participation with a whopping 70% of its workforce being women.

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The Latest Diversity In The India Industry Statistics Explained

India’s corporate sector has merely 20% representation of women at senior leadership positions.

The statistic indicates that in India’s corporate sector, only 20% of senior leadership positions are held by women. This suggests a significant gender imbalance in the top levels of management within companies in India, where men dominate leadership roles. The low representation of women in senior positions could be attributed to various factors such as gender biases, societal norms, lack of opportunities, and systemic barriers that hinder women’s career progression and leadership development in the corporate world. Addressing this gender disparity is crucial for promoting diversity, equality, and inclusion in the workplace, as well as unlocking the full potential of female talent in driving organizational growth and innovation.

69% of companies in India have fewer than 10% women on their boards.

The statistic ‘69% of companies in India have fewer than 10% women on their boards’ indicates a significant lack of gender diversity in corporate leadership roles within the Indian business landscape. This suggests that the majority of companies in India have a disproportionately low representation of women on their boards, reflecting an imbalance in gender equality and inclusivity at the highest decision-making levels. The statistic underscores the pressing need for measures to promote gender diversity, address systemic barriers, and create opportunities for women to participate more equitably in leadership positions within Indian companies.

India’s film industry dominates in employing women, with only 15% of women working in traditional sectors.

The statistic suggests that the film industry in India has a higher representation of women employees compared to traditional sectors. This indicates a more inclusive and diverse workforce in the film industry, where opportunities for women to work and succeed are relatively more abundant. The low representation of women in traditional sectors, standing at only 15%, highlights potential gender disparities in those industries. The dominance of women in India’s film industry could be seen as a sign of progress towards gender equality in the workplace, however, it also raises questions about the overall gender balance and opportunities for women across different sectors of the economy.

The automobile industry in India has only 5-8% women employees.

The statistic “The automobile industry in India has only 5-8% women employees” indicates the striking underrepresentation of women within this particular sector. With women accounting for only a small fraction of the workforce in the Indian automobile industry, it highlights a clear gender imbalance in the employment landscape. This disparity may be the result of various factors such as cultural norms, biases, and lack of equal opportunities for women in this industry. Addressing this issue is essential not only for promoting gender diversity and equality but also for harnessing the full potential of the workforce in driving innovation and growth within the automobile sector in India.

Workplace diversity in India is as low as 14% in renewable energy, 29% in clinical trials and 31% in the pharmaceutical and healthcare sectors.

The statistic highlights the varying levels of workplace diversity across different sectors in India, with particularly low representation in renewable energy at 14%, followed by clinical trials at 29% and the pharmaceutical and healthcare sectors at 31%. This indicates a significant lack of diversity in terms of gender, ethnicity, and possibly other demographic factors within these industries. Low diversity can have negative implications for innovation, decision-making, and overall organizational performance. It underscores the need for targeted efforts to promote and support diversity and inclusion initiatives in these sectors to create more equitable and representative work environments.

Approximately 63% of minor actors in Indian advertisements are men, indicating the disparity in media representation.

The statistic highlights the gender disparity in media representation within the realm of Indian advertisements. Specifically, it points out that roughly 63% of minor actors featured in Indian advertisements are men, indicating a significant imbalance in the portrayal of genders. This disparity suggests that men are more prominently featured in minor roles within advertisements compared to women, contributing to an unequal representation of genders in media. Such unequal representation can perpetuate gender stereotypes and norms, potentially shaping societal perceptions and influencing gender roles. Addressing this issue is crucial for promoting gender equality and ensuring fair and accurate representation of all genders in media content.

Women constitute 27% of professionals in India’s IT-BPM industry.

The statistic “Women constitute 27% of professionals in India’s IT-BPM industry” indicates the representation of women in the Information Technology and Business Process Management sector in India. Specifically, it highlights that out of all professionals working in this industry, 27% are female. This statistic suggests that there is a gender imbalance in the IT-BPM workforce, with men comprising a larger proportion of professionals than women. The figure of 27% signifies the level of female participation in this sector, serving as a metric for evaluating gender diversity and inclusion efforts within IT-BPM companies in India. Efforts to increase this percentage would likely involve initiatives aimed at attracting and retaining more women in IT-related roles.

Only 31% of senior roles are held by women in the Indian Media and Entertainment industry.

The statistic highlights the gender disparity in leadership positions within the Indian Media and Entertainment industry, where only 31% of senior roles are held by women. This suggests that there is a significant underrepresentation of women in top-level positions in this sector, pointing towards potential barriers to career advancement and leadership opportunities for women. Addressing this imbalance is crucial not only for gender equality but also for fostering diverse perspectives and talent within the industry, ultimately leading to a more inclusive and dynamic work environment. Efforts to promote gender diversity and equity in leadership roles are essential to create a level playing field and ensure equal opportunities for women in the Indian Media and Entertainment industry.

In India, Women’s representation in the corporate leadership is only 3.7% in the labour-intensive Apparel and Footwear industry.

The statistic highlights the significant gender disparity in corporate leadership positions within the labour-intensive Apparel and Footwear industry in India, with only 3.7% of women holding such positions. This suggests a lack of opportunities for women to advance to top leadership roles within the industry, which can perpetuate existing gender inequalities and hinder overall diversity and inclusion efforts. Addressing this low representation of women in corporate leadership is crucial for promoting gender equality, empowering women in the workforce, and fostering a more inclusive and equitable work environment in the Apparel and Footwear industry in India.

Barely 1.5% of senior leadership roles in India’s ed-tech startups are occupied by women.

This statistic reveals a profound gender disparity in the composition of leadership roles within India’s ed-tech startup sector, with women occupying only a minor fraction, specifically 1.5%, of senior leadership positions. This underrepresentation of women in leadership positions signifies not only a lack of diversity and inclusion within the industry but also a missed opportunity for leveraging the diverse perspectives and talents that women bring to the table. Addressing this gender imbalance is crucial for fostering a more equitable and innovative business environment where all individuals have equal opportunities to contribute and succeed.

98.3% of programming and software development jobs in India are held by men.

The statistic that 98.3% of programming and software development jobs in India are held by men indicates a significant gender imbalance in the field. This skew towards male employment in the industry reflects systemic barriers and challenges faced by women in accessing and advancing in tech-related careers. Factors such as gender stereotypes, lack of equal opportunities, and a male-dominated work culture likely contribute to this disparity. Addressing this issue requires proactive efforts to promote diversity and inclusion within the tech sector, improve access to education and training for women in STEM fields, and create supportive environments for gender equality in the workplace.

Around 9% of executives in the manufacturing sector in India are women.

The statistic that around 9% of executives in the manufacturing sector in India are women indicates a significant gender disparity in leadership positions within this industry. This underrepresentation of women in executive roles suggests a lack of diversity and gender equality in the upper echelons of the manufacturing sector in India. The low percentage of female executives may reflect barriers such as gender stereotypes, limited access to opportunities for career advancement, and workplace cultures that are not conducive to female leadership. Addressing this disparity requires initiatives to promote gender diversity, provide equal opportunities for career development, and challenge existing biases and barriers that prevent more women from rising to leadership positions in the manufacturing sector in India.

Women’s representation in heavy and industrial engineering firms in India is only around 3-5%.

The statistic that women’s representation in heavy and industrial engineering firms in India is only around 3-5% indicates a significant gender disparity within the industry. This low percentage suggests that women are severely underrepresented in these specific sectors, potentially due to systemic barriers, cultural norms, and lack of opportunities for women to enter and advance in engineering fields. The lack of gender diversity in heavy and industrial engineering firms not only reflects a missed opportunity for talent and innovation but also highlights the need for targeted efforts to increase the recruitment, retention, and advancement of women in these traditionally male-dominated industries.

Women make up 26% of entry-level jobs in the Indian finance industry, but only 16% of senior-level roles.

The statistic highlights a significant gender disparity within the Indian finance industry, where women account for 26% of entry-level positions but occupy only 16% of senior-level roles. This discrepancy suggests a notable gender gap in career progression and leadership opportunities within the industry, indicating potential barriers or challenges that women face as they advance in their careers. The disparity between entry and senior-level positions may reflect underlying issues such as gender bias, limited access to mentorship or networking opportunities, or organizational structures that hinder women’s professional development and advancement. Addressing these disparities and promoting gender equality in the finance industry would not only benefit individual career advancement but also contribute to a more diverse and inclusive workplace environment.

Among over 9,000 listed Indian firms, there’s only 14% of board seats filled by women.

The statistic indicates that women are underrepresented on the boards of Indian firms, with only 14% of board seats occupied by women out of over 9,000 listed companies analyzed. This underrepresentation highlights an imbalance in gender diversity within corporate leadership positions in India. The low percentage of women serving on boards may suggest systemic barriers that hinder women’s access to such positions, leading to a lack of diverse perspectives and experiences in decision-making processes within these companies. Increasing gender diversity on corporate boards can promote better decision-making, enhance corporate governance, and drive long-term business performance. Addressing this disparity is essential to fostering a more inclusive and equitable corporate environment in India.

The wellness and beauty industry in India has observed the highest rate of women participation with a whopping 70% of its workforce being women.

The statistic highlights that the wellness and beauty industry in India has a significantly high rate of women participation, with approximately 70% of the workforce being comprised of women. This data points towards a trend of gender diversity and representation within the industry, showcasing a strong presence of women in various roles and positions. The high level of women’s involvement in this sector may indicate their interest, skills, and opportunities within the wellness and beauty field in India. It also suggests that the industry might provide a conducive environment for women to enter and thrive, potentially contributing to their empowerment and economic independence.

Conclusion

The statistics on diversity in the India industry clearly illustrate the need for greater representation and inclusion of various demographic groups. Embracing diversity not only fosters a more inclusive work environment, but also leads to better decision-making, increased creativity, and improved innovation. It is crucial for organizations to prioritize diversity and actively work towards creating a workforce that reflects the rich tapestry of Indian society.

References

0. – https://www.theprint.in

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2. – https://www.timesofindia.indiatimes.com

3. – https://www.www.livemint.com

4. – https://www.www.biorxiv.org

5. – https://www.www.fibre2fashion.com

6. – https://www.www.deccanherald.com

7. – https://www.www.insidehr.com.au

8. – https://www.indianexpress.com

9. – https://www.www.business-standard.com

10. – https://www.www.vogue.in

11. – https://www.www.peoplematters.in

How we write our statistic reports:

We have not conducted any studies ourselves. Our article provides a summary of all the statistics and studies available at the time of writing. We are solely presenting a summary, not expressing our own opinion. We have collected all statistics within our internal database. In some cases, we use Artificial Intelligence for formulating the statistics. The articles are updated regularly.

See our Editorial Process.

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