In a striking turn of events, women in India have begun to earn more than their male counterparts in managerial positions, with a reported 4.7% higher hourly wage. However, this positive trend is overshadowed by the stark reality that women hold only 11.9% of managerial roles, one of the lowest proportions globally. The paradox of higher pay but limited representation raises critical questions about the barriers women face in climbing the corporate ladder.
The Gender Pay Gap: A Complex Landscape
According to the International Labour Organization’s recent report, India ranks among the countries with the widest gender pay gaps. Overall, men earn 19.5% more per hour than women across all employment levels, placing India seventh among 50 countries for gender disparity. This gap is particularly pronounced in the G20, where India has the highest gender pay gap. Yet, the narrative shifts dramatically when focusing on managerial roles, where women out-earn men. This reversal, while encouraging, highlights the limited access women have to these positions.
The data reveals that only 10 out of 50 countries report women managers earning more than men. In stark contrast, countries like the United States see a widening gap, with men earning 24.3% more than women in managerial roles. The situation in India, where women are earning more, is a rare exception but does not reflect the broader employment landscape.
Low Representation of Women in Management
Despite the positive wage trend, the representation of women in managerial positions remains dismally low. With only 11.9% of managers being women, India ranks third lowest globally, trailing behind Pakistan and Bangladesh. This figure has seen a decline from 14.3% in 2018, peaking at 17.3% in 2020 before falling to its current level. Comparatively, women hold 44.1% of managerial roles in the United States and 44.7% in Sweden, showcasing a stark contrast in gender representation.
The Periodic Labour Force Survey 2025 indicates that only 40% of Indian women aged 15 and above participate in the labor force, compared to 79% of men. While there has been a rise in female participation, it is primarily driven by rural employment and self-employment, rather than corporate roles.
Career Progression and Organizational Barriers
The path to leadership for women in India is fraught with challenges. Aima–KPMG's Women Leadership in Corporate India 2026 report highlights that in 30% of organizations, fewer than 10% of long-serving women employees progress to leadership roles. In contrast, only 29% of organizations report similar stagnation for men. This disparity underscores the systemic barriers that hinder women's advancement in corporate hierarchies.
Furthermore, the report reveals that 33% of organizations report that more than half of their long-serving male employees advance to leadership roles, while only 10% of organizations can say the same for women. This gap in career progression is alarming and indicates a need for significant organizational change.
The Experience Gap: A Barrier to Leadership
Aon’s survey of over 1,500 leaders across 30 cities sheds light on the experience gap between men and women in corporate roles. The survey found that 68% of women have held profit and loss (P&L) roles, compared to 91% of men. In sales, the disparity is even more pronounced, with only 45% of women having held such roles against 90% of men. These roles are crucial for career advancement, as they often lead to top management positions.
The ILO identifies P&L roles as traditional pathways to leadership, while women are more likely to occupy enabling functions such as HR and finance. In India, 62.5% of senior management roles in HR are held by women, but only 19.8% in P&L roles. This trend reflects a global pattern, where women are often relegated to supportive roles rather than those that drive revenue and results.
Conclusion: Bridging the Gender Gap in Leadership
The findings present a complex picture of women's roles in India's corporate landscape. While women are breaking through the pay barrier in managerial positions, their overall representation and progression in leadership roles remain critically low. Addressing these disparities requires a concerted effort from organizations to create inclusive environments that support women's advancement.
As India continues to evolve economically, the need for diverse leadership becomes increasingly essential. Bridging the gender gap in corporate leadership will not only benefit women but also enhance organizational performance and innovation. The journey towards equality in the workplace is ongoing, and it is imperative that stakeholders prioritize this issue to foster a more equitable future for all.
