Whalesbook
Boardroom Gains Vs. Executive Slowdown
Dekho, report ke hisaab se, Indian companies ke boards par women ka representation 29.1% tak pahunch gaya hai 2025 tak. Yeh 2017 ke 25.8% se kaafi zyada hai. Iska bada reason hai government ke rules aur companies ke diversity targets. Par baat yeh hai ki yeh success sirf board rooms tak seemit hai. Jab baat aati hai senior executive roles ki, toh yahan bohot slow progress hai. Women ka share 2017 mein 13.6% tha, jo 2025 mein badh kar sirf 17.1% hua hai. Matlab, boards pe toh aa gayi hain, par daily decision-making power mein abhi bhi unka influence kam hai. Yeh clear dikhata hai ki top leadership mein 'glass ceiling' abhi bhi hai.
Middle Management Gains Don't Reach Top
Agar overall management ki baat karein, toh yahan women ka representation 2017 se double hokar 29.6% ho gaya hai. Iska matlab hai ki lower aur middle management mein pipeline strong hai. Lekin yeh data bata raha hai ki in roles se top executive positions tak pahunchna mushkil hai. Kuch studies kehti hain ki entry-level se management tak promotion mein ladkon ka rate ladkiyon se double se bhi zyada hai, aur yeh gap upar jaane par bhi maintain rehta hai. Plus, kai baar women ko HR ya communication jaise support roles mein rakha jaata hai, na ki direct revenue generate karne wale strategic roles mein. Isse unhe profit-loss responsibilities ka experience nahi mil pata, jo top roles ke liye zaroori hai.
Token Board Seats Vs. Real Executive Roles
Board representation ka figure upar se toh accha lagta hai, par andar se dekho toh pata chalta hai ki sirf 11% women hi executive roles mein hain, jabki BSE-200 companies ke boards par 65% men executive positions par hain. Iska matlab hai ki companies compliance ke liye sirf presence dikha rahi hain, asli influence nahi de rahi. CEO jaise top leadership roles mein toh aur bhi slow hai, jahan women ka share sirf 5-6% hai. Worldwide, jahan leadership mein gender diversity zyada hoti hai, wahan companies achha profit aur stock returns dikhati hain. India abhi bhi iska full financial benefit miss kar raha hai.
Structural Aur Cultural Barriers Slow Progress
Yeh jo senior management mein 'glass ceiling' hai, yeh koi accident nahi hai, balki deep structural aur cultural issues ka nateeja hai. Gender stereotypes aur unconscious biases abhi bhi promotion aur performance reviews ko affect karte hain. Work-life balance, jismein unpaid care work ka bada load women par hai, career mein obstacles khade karta hai. Sponsors aur visibility ki kami bhi hai, jisse kai women ko important tasks ya discussions se bahar rakha jaata hai. DEI (Diversity, Equity, Inclusion) ke goals bolne ke baad bhi, execution mein kami hai. Lagbhag two-thirds firms mein koi female Key Managerial Personnel (KMP) nahi hai, jo company operations ke liye crucial hote hain. Yeh ek ESG risk bhi hai, kyunki investors ab diversity data ko value aur competitiveness se jod kar dekh rahe hain.
Path To Genuine Executive Influence
Regulations ne board seats toh badha diye hain, par ab focus executive roles mein asli influence aur shared power ko badhane par hona chahiye. Trends dikha rahe hain ki jahan women leadership mein hoti hain, wahan overall board diversity bhi badhti hai. Lekin company cultures, promotion systems, aur leadership accountability mein bade changes kiye bina, full gender equality top roles mein aane mein decades lag jayenge. India Inc. ko sirf symbolic presence se aage badh kar aise environment banane honge jahan women sach mein rise kar sakein aur decision-making roles mein succeed ho sakein, jisse pura talent unlock ho aur financial benefits milen.