Empowering Women at Work: Building inclusive workplaces for every life stage

Over twenty-five years - journeying from an Articled Intern pursuing CA to a Tax Partner and now CHRO for one of India’s largest professional services firms - one truth has stayed with me: women don’t need special treatment. What they need is thoughtful, human-centred support – delivered at the moments that matter the most. Because in those moments, support is not a perk; it’s a difference between a career that loses momentum and one that truly takes off. 

Our research at EY consistently shows that globally, while more women are entering the workforce than ever before, representation steadily thins as careers progress. The problem is not a lack of capability or ambition. It is the absence of systems that support women through life’s turning points.

The early years of a woman’s career lay the foundation for everything that follows. This is when professional identity takes shape. Many women at this stage quietly wonder if they need to work harder to be heard. These doubts are not a reflection of ability, but a reflection of the environment.

When leaders create an environment where women are heard without hesitation, trusted with meaningful work, and encouraged to take risks, women begin to trust their own voice long before others recognise it.

The caregiving years represent one of the most defining phases of a woman’s career. Becoming a mother, caring for ageing parents, or juggling both at once - these responsibilities can stretch even the strongest among us. This is also the stage where organisations face their biggest retention challenge.

I still remember returning to work after my maternity leave, filled with uncertainty about how I would manage a high-pressure consulting role. What kept me anchored was the trust and flexibility I received at a time when such support was neither common nor widely discussed. That experience made me feel seen not just as a professional, but as a human being - something I carry with me even today.

Policies alone do not shape supportive cultures; behaviours do. Predictability in schedules, access to hybrid work without judgement, empathetic managers and performance conversations that recognise context all help women stay connected to their careers while balancing their caregiving responsibilities.

At EY India, initiatives like our ‘Break and Beyond’ maternity coaching program walk alongside women before, during and after maternity leave - through structured coaching, HR and counsellor connects, and leadership support. Our ‘Back in Game’ program creates a pathway for returning mothers, providing them with a second career innings. These efforts are designed to help women return with clarity, balance and renewed engagement, reinforcing the belief that maternity is a phase - not an endpoint.

As women move through this phase, many also begin to reassess their long term path - wondering whether they have access to the right opportunities, and whether they are present in the rooms where decisions and possibilities unfold. This is where guidance and advocacy become as important as flexibility.

At this point, what women need most is not reassurance but real sponsorship - leaders who speak for them in rooms they are not yet in, who amplify their strengths and help them access strategic roles. The ‘Career Watch’ program at EY India is built on this principle. It goes beyond mentoring to ensure women have senior champions who actively advocate for them, give them visibility in leadership forums, and create pathways to stretch assignments that accelerate growth.

Another phase that deserves attention is women’s health transitions - fertility treatments, perimenopause and menopause. These deeply personal phases are rarely spoken about, yet they affect energy, confidence and overall wellbeing. Too many women quietly push through these life phases without support.

Workplaces that create safe spaces for conversations, provide flexibility during medical journeys and train managers to respond sensitively send a powerful message: that women’s health is not an inconvenience but a respected dimension of their life and work.

Finally, when women step into leadership roles, the culture of an organisation shifts in powerful ways. Stepping into the role of CHRO was meaningful not only because it marked a personal milestone but because it offered a platform to shape the kind of environment that enables people, especially women, to thrive. Women leaders often bring empathy, collaboration, balance and courage into the workplace, expanding the very definition of leadership. They create space for others to aspire, succeed and lead authentically.

To every woman reading this, I want to say: your journey will have chapters - some expected, some surprising. There will be moments that test you and moments that uplift you. Ask for help. Give yourself grace on the days it feels hard. Build your community.