Women constitute almost half of the population of India. But they are deprived of access to resources and other important opportunities as compared to their male counterparts. This is a reason why they are often victims of discrimination due to their gender. Every Indian would agree that all the women in India are subjected to discrimination in their personal and professional lives at least once in their lifetime. 

Gender bias is a global issue and it does not receive the attention it deserves. According to the world bank, out of total population women constitute 48%. Only 24% of these 48% women are in the workforce which shows the challenges our society has in terms of gender bias. 

The inequality women are facing in the workplace is a symptom of the broader problem. The average salary received by women is way less than men in urban as well as in rural India. 

In urban India, one of the biggest reasons for women not occupying very few leadership position is that they lack support after marriage, domestically and professionally. 

Work- life balance in today’s context is very important for married women with children in India. Even though the technology has improved our lives, the policies of work-life are still underdeveloped. And it is interesting to note that before changing the hierarchical structure it is extremely important to change the mindset of individuals within organizations. It is the time when conscious or unconscious biases should be eradicated in a proper manner. 

In many organizations, different mechanisms are underway to address biases and different suitable policies are established to change the gender bias scenario in the workplace. 

The conscious bias: 

Companies which avoid female employees of marriageable age is a conscious bias for gender. Better Human Resource policies would help eradicate such practices because at any stage of life women are still worth many

professional opportunities. 

Possible misconduct at the workplace: 

A strong gender bias may trigger misconduct, sexual harassment at the workplace. Refraining from such issues can happen only when the company policies are in place and protect women employees from such events. 

Here are some of the useful changes which need to be done in this direction.

Measures to attract female talent: 

Better Engagement: It is important to engage the women workforce the right way. This would include recruiting, retaining and promoting women. It should also include training and increase the number of women employees. 

Better Policies: Human resources work better with recognition and rewards. It is always good to have good Human resource policies to attract and retain women at work. 

Better training and resources: Supporting the women employee by imparting useful training and providing them better resources will help to attract female talent. More than the training it is the work-life balance that every woman looks forward to.