In 23% Organisations, Women Hold 30-50% Leadership Roles But Pay Parity Still A Distant Dream: AIMA-KPMG Report

It's the 21st century, and yet, shockingly, a staggering 56% of organisations in India boast a mere 10-30% female representation in leadership positions, with a startling 9% having no women in such roles. These statistics, courtesy of the AIMA-KPMG Women Leadership Report, cast a harsh spotlight on the persistent gender disparities plaguing corporate India.

Job complexity & long hours cited for women being denied leadership roles

In the quest for diversity in leadership, many organisations are falling behind, according to the report.?

Yet, there's a glimmer of hope within the pages of the report but along with that, there is a need for continued efforts.

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So, while in 23% of organisations, women hold 30-50% of leadership positions but 17% show a concerning opposite trend, experiencing either stagnation or even a decrease in the number of women in leadership roles.

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The report also uncovers various reasons why women aren't ascending to leadership positions with factors such as job complexity, long hours, and job nature being cited.?

Moreover, family and caregiving responsibilities loom large as barriers to women achieving their leadership aspirations, alongside biases and stereotypes.

Glaring lack of? pay parity?

The report also highlighted another stark reality: only half of women leaders receive equal pay compared to their male counterparts.?

Additionally, over a quarter of women leaders feel they are paid less than men, and around 15% sense bias in their pay.

Despite this, 63% of respondents approve of their organisation's efforts to promote women in leadership. However, 58% believe leadership development programs overlook challenges specific to women.

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To improve women's presence in leadership roles, the report suggests conducting frequent reviews and audits of leadership evaluation systems among Indian organisations.

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The report also suggests implementing flexible work policies to accomodate the needs of women professionals while ensuring that pay equity and promotion standards is maintained through transparent salary negotiations.