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Entrepreneur
6 days ago
- Business
- Entrepreneur
Female Representation in Technical Roles in Non Tech Sectors Rise from 1.90% in 2020 to 14% in 2024: TeamLease
Tier-I cities saw greater female representation (15.88 per cent) in tech roles in non-tech sectors compared to tier-II cities where it stood at a mere 7.58 per cent. Between 2023-24, there was a notable increase in female representation in mid and senior-level roles You're reading Entrepreneur India, an international franchise of Entrepreneur Media. India Inc.'s journey towards gender parity has seen gradual progress, extending even to traditionally male-dominated technical roles in non-tech sectors. However, despite marked improvements, substantial disparities in representation and pay persist. Addressing this, TeamLease Digital, a leading specialised staffing firm in India, has unveiled a detailed analysis focusing on contractual tech roles across non-tech industries. The comprehensive analysis highlights an encouraging trend in the gender composition of India's tech contractual workforce between 2020 and 2024. Female representation surged from 9.51 per cent in 2020 to 27.98 per cent in 2024, reflecting growing momentum for diversity in a space long dominated by men. This shift underscores the increasing recognition of women's contributions to tech roles across non-tech domains and the growing appreciation for diversity in innovation-driven functions. Gender representation within India's contractual tech workforce has undergone a complex evolution. Technical roles in non-tech sectors have showcased a positive narrative since 2020, with steady, albeit gradual improvement in gender parity. As per TeamLease Digital's findings, in 2020, female representation for tech roles in non-tech sectors stood at a mere 1.90 per cent. However, by 2023 and 2024, this reached 11.8 per cent and 14 per cent, respectively, indicating a slow but encouraging shift in traditionally male-dominated roles. Despite this progress, female representation in contractual tech roles remains uneven across non-tech industries. While sectors such as BFSI (46.88 per cent women) and Lifesciences & Healthcare (29.58 per cent women) have embraced gender parity, others, such as Manufacturing & Engineering (4.82 per cent women) and Energy (6.25 per cent women), lag behind. On the other hand, sectors such as Automotive have 23.91 per cent female representation. This imbalance is largely attributed to rigid hiring practices, cultural stereotypes, and limited skilling pathways for women in core technical functions. A closer look at the level-based composition of females in tech roles in non-tech sectors reveals a concerning statistic: women's representation in senior roles stands at a mere 3.35 per cent, women in mid-level roles comprise 4.07 per cent, and those in entry-level roles make up 3.03 per cent. This signals a major discrepancy as male dominance considerably surges, and women continue to face challenges in ascending to leadership roles. However, between 2023 and 2024, there has been a noteworthy increase in female representation in mid and senior levels, going from 4.98 per cent in 2023 to 5.14 per cent in 2024 in mid-level roles. Similarly, female representation in senior positions increased from 3.95 per cent in 2023 to 4.86 per cent in 2024, a gradual shift in gender parity, with greater female representation. The Geography Factor TeamLease Digital's analysis reveals that gender representation varies significantly by city tier, underscoring a disparity in opportunities. Overall, tier-I cities have a more gender-diverse workforce than tier-II cities. In technical roles in non-tech sectors, tier-I cities saw a 15.88 per cent female representation, while in tier-II cities, this was reduced by almost half, standing at 7.58 per cent. This imbalance largely stems from biased hiring practices and an underrepresentation of women in STEM (Science, Technology, Engineering & Mathematics) fields. The gap in female representation also underscores the need for digital literacy initiatives, remote work options, and adequate upskilling/reskilling programs. Commenting on the findings, Neeti Sharma, CEO of TeamLease Digital, said, "The significant rise in female representation in tech roles within non-tech sectors from 1.90 per cent in 2020 to 14 per cent in 2024 reflects a promising shift towards inclusivity. However, persistent gaps in technical skill representation and leadership roles highlight the need for targeted interventions. TeamLease Digital's in-depth analysis sheds light on the gradual increase in gender diversity while highlighting the gaps effectively." Focused intervention, such as tailored upskilling programs and inclusive hiring practices, combined with greater accessibility to resources and opportunities, will play a key role in levelling the playing field and creating equitable work environments across sectors.
Time of India
01-05-2025
- Business
- Time of India
Equal titles, unequal pay: Gender pay gap widens in India's tech nerve centers
Women in technology have long battled to earn the title, or to at least receive recognition and acknowledgement in the so-called "men's world". Yes, they have grappled to earn a seat at the table- unshackling the biases, breaking stereotypes, and outperforming expectations. However, India's booming tech sector where merit is said to rule opportunity is the new currency. One thing remains stubbornly unaffected: The unequal paycheck. Beneath the glossy exterior of the surface lies a persistent rot: Women, despite rising into boardrooms and leading projects, continue to be paid less for equal and often greater contributions. A recent study by TeamLease Digital has unearthed the depth and severity of this inequity. Analysing 13,000 contractual tech professionals across GCCs between 2020 and 2024, the report reveals a stark and growing gender pay gap that punishes women more as they climb higher. The numbers are not just alarming, they are a sober indicator of ingrained structural discrimination cloaked in the language of meritocracy. Disparity deepens with experience by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like Nova fórmula brasileira está ajudando quem nunca conseguiu emagrecer antes AlwaysFit Undo This trend indicates that women in tech GCCs are not just underpaid in the initial days of career- their worth is systematically sidelined from financial progression. The data, drawn from 13,000 contractual tech associates between 2020 and 2024, reveals a troubling structural bias. Women aren't just hitting glass ceilings—they're walking tightropes under them. The inequalities are even more jarring when examined sector by sector. In the banking, financial services, and insurance (BFSI) domain, women earn 26.3% less than men—an appalling number that barely improves even at senior levels, where the gap is still 23.8%. The life sciences and healthcare sectors fare no better. Here, the overall gender pay gap sits at a shocking 29.5%, with senior-level women earning 23.5% less on average. Tech GCCs, comparatively better, still reflect a 19% overall gap. Even the energy sector, touted for its progressive policies, displays a 15% disparity. Diversity on paper, not in paychecks The corporate walls are well-embellished on Women's Day, and documents are adorned with extensive policies for female employees. However, are they equally reflected in salaries? Unfortunately, an emphatic no echoes the walls of the tech world. While the gender pay gap remains severe, GCCs appear to be making modest progress in representation. The proportion of women in mid-level roles has risen to 13.68% in 2024 from 12.12% in 2023 according to the report. Senior-level participation saw an even notable increase—from 8.14% to 13.6% in the same period. But these numbers still fall far short of parity. A paradoxical situation is painting the walls of corporate: Women are being promoted, but not being paid equitably. GCCs may be diversifying their organisation charts, but compensation policies remain stuck in a regressive past. Geographical divide adds to the strain TeamLease's city-wise analysis highlights another fault line. Women in Tier 1 cities comprise nearly 40% of the GCC workforce, compared to just 23.36% in Tier 2 cities. The urban advantage, however, comes at a cost—higher pressure, slower career growth, and little pay equity. The senior-level struggle Perhaps the most startling is the overall average senior-level pay gap across sectors: 16.4%. It's a statistic that underscores the systemic rot. Even as women climb the corporate ladder, their earnings remain anchored below their male counterparts. The GCC model has long been celebrated for bringing global tech excellence to India. But the numbers paint a more sobering picture—of entrenched gender bias and an industry that still treats equality as a footnote rather than a foundation. The GCC model has long been championed for bringing global tech excellence to India. But the numbers paint a grim picture of entrenched gender bias and an industry that still treats equality as a footnote rather than a foundation. Until the pay gap is closed and leadership opportunities are offered on equal footing, the talk of diversity will remain just that—talk. AI Masterclass for Students. Upskill Young Ones Today!– Join Now
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Business Standard
30-04-2025
- Business
- Business Standard
In tech GCCs, gender pay gap jumps from 4% at entry to 16% at senior level
India's Global Capability Centres (GCCs) have made significant progress in gender inclusion, with more women climbing into mid and senior roles between 2023 and 2024. However, a troubling trend continues to plague the ecosystem: a persistent and often widening gender pay gap — especially at the top. A recent report by staffing giant TeamLease Digital highlights that while representation of women in India's booming GCC workforce is rising, pay parity is lagging behind. In fact, at senior levels across industries, the average pay gap between men and women stands at a concerning 16.4%. This imbalance is even more stark in tech GCCs, where overall pay disparity is 19%, spiking dramatically from 4.4% at entry level to 16.3% at senior positions. The study sends a clear message: climbing the ladder may be more achievable than before, but fair compensation still isn't guaranteed. A detailed sector-wise analysis reveals stark inequalities in the BFSI segment, with women earning an average of 26.3% less than their male counterparts. This divide grows further at senior levels, with women experiencing a pay gap of 23.8%. In Lifesciences and Healthcare GCCs, the pay gap is a striking 29.5%, with a pronounced 23.5% disparity at senior levels, one of the highest across sectors. In contrast, tech GCCs show a better overall gap of 19%. This includes smaller entry-level disparities at 4.4% and 6% at mid-level, escalating to 16.3% at senior roles. The Energy sector exhibits a notable pay gap of 15% overall. At mid-level roles, the gap is 7.6%, but it increases significantly to 18% at the senior level. A significant disparity in compensation is also evident for tech roles. In the automotive GCCs, tech roles witness pay gaps that are, on average, 26.3%. This trend continues to manifest across various industries, with the BFSI GCCs reporting a remarkable 30% pay gap. Meanwhile, the Life Sciences and Healthcare GCCs exhibit a notable 22.6% difference, and the Tech GCCs stand at 28.5%. The findings further highlight an average pay gap of 16.4% at senior levels across GCCs. This trend highlights a crucial issue: while there are notable advancements in the representation of women in entry- and mid-level roles, parity tapers down considerably at the higher echelons. Geography of Opportunity: Tier 1 vs Tier 2 Cities In the city-wise analysis, the analysis reveals that in Tier 1 cities, female participation in GCCs remains relatively high despite challenges like high-pressure work environments and limited career advancement opportunities. In Tier 1 cities, women make up almost 40% compared to the 23.36% in Tier 2 cities. In contrast, Tier 2 cities grapple with more significant gender gaps owing to a scarcity of large employers, fewer avenues for upward mobility, and societal norms that restrict women's career growth. The prospect of relocation for better job opportunities adds another layer of complexity for women working in or aspiring to join GCCs in these regions. The gender pay gap presents a stark contrast between Tier 1 and Tier 2 cities in the GCCs. In Tier 1 cities, the overall gap is at a significant 20.3%. In Tier 1 cities, the situation is more pronounced, especially in BFSI GCCs, which face a 30.6% pay gap, and Lifesciences & Healthcare GCCs at 28.6%. Conversely, Tier 2 cities experience a remarkable reduction in these gaps, except for Tech GCCs, which still reflect a 23% disparity. Key factors driving this inequality include the influence of standardized global pay structures and ongoing efforts to recruit diverse talent from local educational institutions. "The GCC ecosystem in India presents a powerful opportunity to drive change and inclusivity. While the sector has made considerable progress in elevating women into meaningful roles, the gender pay gap reveals a deeper systemic challenge. TeamLease Digital's analysis sheds light on both the progress made and the challenges that remain in creating a truly inclusive workforce. Now, it is time for organisations to ensure equity in growth, compensation, and leadership visibility. Bridging this gap will unlock the full potential of India's talent pool," said Neeti Sharma, CEO of TeamLease Digital. Key points: Persistent Gaps Across Sectors However, this upward movement in leadership is shadowed by sharp gender pay gaps: BFSI GCCs: Average gender pay gap is 26.3%; it spikes to 30% in tech roles and 23.8% in senior positions. Lifesciences & Healthcare GCCs: Overall gap is 29.5%, with 23.5% at senior levels, and 22.6% in tech roles. Tech GCCs: Overall gap of 19%, with disparities growing significantly at senior levels. Automotive GCCs (Tech roles): A stark 26.3% gap. Energy Sector GCCs: 15% overall, growing to 18% at senior roles. This pattern underscores a broader issue — as women ascend the ranks, the financial rewards don't always follow.
