Industry leaders agree that true inclusivity requires a fundamental shift—one that goes beyond flexibility to actively nurture and advance women's careers. Equal access to leadership pathways, mentorship, and high-impact opportunities is critical to ensuring that women don’t just participate but lead and thrive.

According to Deepa Nagraj, Senior Vice President & Global Head - ESG, Sparkle Innovation Ecosystem, and Communications, Mphasis, inclusivity must be measured by impact, not just intent.

"While hybrid work models have helped women balance work and life, true career growth requires structural support. This means rethinking leadership pipelines through mentorship, sponsorship, and opportunities that accelerate women’s professional journeys. Organisations must track tangible outcomes—representation in decision-making, pay equity, and leadership diversity—to drive real change,” says Deepa.

Structured leadership development programs play a crucial role in supporting women at every stage—from entry-level professionals to senior executives.

Shilpa Sinha Harsh, EVP, Global Head - Corporate Communications, CSR, DEI, and ESG at Hinduja Global Solutions, stresses the importance of career coaching, sponsorship from leadership, and exposure to critical projects to bridge the representation gap at decision-making levels.

"A truly inclusive workplace eliminates unconscious biases in performance evaluations and promotions, ensuring merit-based growth. When companies prioritize these structural changes, they don't just support women—they cultivate an environment where women lead, innovate, and shape the future of work,” asserts Shilpa.

Creating safe and equitable spaces for women to lead

For Ushasri Tirumala, EVP & GM, Manhattan Associates, women excel in workplaces where they feel valued, safe, and empowered to contribute to innovation.

"The real challenge is ensuring women have equal opportunities to progress into leadership positions. This requires clear career pathways backed by leadership training, mentorship, and sponsorship programs,” says Ushasri.

Initiatives that provide career coaching, sponsorship from leadership, and exposure to critical projects help bridge the gap in representation at decision-making levels. Additionally, informal engagement opportunities, such as open forums with senior leaders play a key role in breaking down barriers and fostering visibility. 

A Tata Steel spokesperson echoes a similar sentiment, emphasising the need for structured mentorship programs that connect women with senior leaders and transparent promotion pathways that eliminate unconscious bias.

"Investing in leadership development programs tailored to address barriers women face is crucial. Organizations must also support existing women leaders, as this will encourage more women to take up leadership roles."

To drive meaningful change, companies must move beyond flexibility and invest in mentorship, sponsorship, and leadership pathways—ensuring that women are not just present but positioned for impact.