There is a significant decline in the pool of talent available for women as they advance in their careers, with just 6.7% of them holding executive positions in the GCC.
According to data from employment agency Quess Corp., the proportion of female technologists in global capability centers (GCCs) has slightly increased, rising to 30% in FY24 from 26.6% in FY20. However, there is still a shortage of talent because there are comparatively fewer women in mid- and senior-level roles. According to a Pure Storage and Zinnov analysis, there is a significant decline in the pool of talent available for women as they advance in their careers, with just 6.7% of them holding executive positions in the GCC. The research said that the representation at the senior level (with 9–12 years of experience) was 15.7%.
Not far from 1,600 GCCs is India. With the addition of 2.8 lakh workers in 2022–2023, the GCC now employs over 1.6 million people. According to the survey, work-life balance issues, family and caregiving duties, and restricted access to leadership and career progression opportunities are some of the major causes of women’s attrition. Women are quitting the job for a variety of reasons, according to Lowe’s India HR head, Vidya Munirathnam, including the difficulties of upskilling following a maternity hiatus and the talent gap. “After returning from their typically six-month maternity leave, women discover that things have abruptly shifted in terms of technology. The majority of businesses are going through a digital revolution in which more modern platforms are replacing outdated ones. A skill gap exists.
Women’s presence at Lowe’s India declines from 60% in junior positions to 28% in vice president and higher positions. Similarly, even though the organization’s overall ratio is 31%, women at senior management and above levels at Thales India make up less than 20% of the workforce. Sekhar Sahay, the HR director of Thales India, admits that even with adaptable HR practices like hybrid work, breaking cultural conventions is not always easy. Businesses are putting in place a variety of initiatives to assist women who are returning from professional pauses and to increase their self-assurance when assuming leadership positions. According to Ushashri Tirumala, general manager and executive vice president of Manhattan colleagues, keeping and developing female colleagues depends on putting them in touch with accomplished female role models.
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