Women’s workforce participation has risen from 23.3% in 2017-18 to 37% in 2023-24—a significant jump. Yet, despite this progress, many still struggle with bias, unequal opportunities, and a lack of psychological safety at work. Hence, organisations must move past performative measures and implement genuine systemic changes to create an environment where women can thrive.

What do women want? Beyond flexibility, they seek transparency in hiring and promotions, fair pay, and a workplace culture where they feel safe to take risks and lead.

Business leaders are recognising that equity isn’t just a policy—it’s a practice. But are organisations doing enough? Experts weigh in on how workplaces can go beyond performative measures and create a truly inclusive and empowering environment for women.

Fostering true equality: What leaders say

Transparency about job expectations, assessment criteria, and promotion qualifications is essential to creating a sense of fairness. “This ensures that everyone—regardless of gender—understands that no preferential or differential treatment is being applied,” says Aparna Balasubramanian, Director of Software Engineering, GoTo India.

“True equality means striking a balance—ensuring women are not held back due to bias while also addressing the perception among men that opportunities are being awarded based solely on gender privilege,” adds Aparna.

Psychological safety & bias-free performance evaluations

Women today expect workplaces that go beyond basic flexibility. They demand comprehensive systems that ensure equity, psychological safety, and fair performance evaluations.”

Smriti Mathur, VP, People India & Global Talent Advisory Partner, Pegasystems, says that psychological safety is a cornerstone of gender-inclusive workplaces. “Women should feel empowered to express their opinions, take risks, and challenge the status quo without fear of bias or backlash.”

Fair hiring, promotions & leadership opportunities

Every woman deserves a workplace where she feels valued, supported, and empowered to grow. For Sujatha Rajesh, Senior Client Partner, APAC, Altimetrik, this begins with fair and transparent hiring and promotion processes, equal pay initiatives, and mentorship programs.

Sujatha emphasises that companies must move beyond surface-level commitments to gender diversity and create pathways for women to advance into leadership roles. For her, true inclusion isn’t just about opportunities, it’s about creating psychological safety, where women can speak up, take risks, and contribute without fear of bias or repercussions.

Workplace flexibility & support systems

At Akamai India, women comprise 32% of the India Management Team, ensuring representation at leadership levels. The company fosters flexibility through Flexbase, a model that allows 95% of employees to choose between home and office work.

“Creating a truly equitable workplace goes beyond hiring more women; it requires systemic change. Employers must foster inclusive environments through fair policies and cultural shifts that actively support women’s growth and well-being,” explains Nafisa Salati, Senior HR Business Partner, Akamai.

Redefining work-life integration

For Upasana Raina, HR Director, GI Group Holding, the focus is shifting from ‘work-life balance’ to ‘work-life integration’—creating flexible systems that allow women to seamlessly manage both their professional and personal lives.

Upasna says that organisations must acknowledge the diverse needs of women and tailor policies accordingly—whether it’s parental leave, caregiver support, or temporary workload adjustments during intensive caregiving periods.

Moving beyond tokenism: building inclusive cultures

Shweta Mohanty, Head of Human Resources, SAP India, emphasises that diversity is a must for organisations to thrive. “Women expect employers to prioritise equity, psychological safety, and work-life interaction in ways that genuinely empower them.”

Additionally, women should feel safe to express opinions, challenge norms, and thrive in results-driven environments that value contributions over outdated metrics. Hence, “women want workplaces that foster authenticity and open dialogue,” says Rajesh Patro, MD, HR, Brillio.

At MBRDI, equitable access to leadership is a key priority, says Mahesh Medhekar, VP-Human Relations, Mercedes-Benz Research and Development India (MBRDI).

“Beyond policies, leadership commitment is crucial. Equitable workplaces are built through continuous education, unconscious bias training, and employee resource groups that give women a platform to influence company policies,” asserts Mahesh.

Madhu Lunawat, Managing Director of The Wealth Company, prioritises pay parity for similar job roles and no gender discrimination. She suggests organisation to be open to feedback from women employees and incorporate changes in HR policies accordingly.

What’s Next? The road to true equity

While progress has been made, organisations must do more to move beyond policies and numbers to real cultural shifts. What workplace changes would help women thrive in leadership?

Join us at People Matters TechHR India 2025 at Yashobhoomi Convention Center, New Delhi, and be part of an inspiring journey of empowerment, leadership, and celebration!