There has been considerable progress in women’s leadership in our country from the top echelons to the lower strata of society. The political leadership of our first female Prime Minister Indira Gandhi saw significant gains for the country as India’s global prestige increased. The role of women in leadership has become a crucial driver of social, economic, and political transformation. Women leaders have demonstrated their ability to foster inclusive policies, improve governance, and contribute to sustainable economic growth.
Despite the progress, India continues to grapple with gender disparities across industries. Addressing these issues through systemic changes, mentorship, education, and policy interventions is essential for cultivating future female leaders who can drive positive change and transform communities across India.
Though our country has made significant progress in elevating women into leadership positions, much more work remains. Approximately 15.2% of seats in the lower house of Parliament (the Lok Sabha) and 13.9% of seats in the upper house (the Rajya Sabha) were held by women as of 2023; these numbers show gradual but continuous development. Political leadership representation is anticipated to increase with the 2023 passage of the Women’s Reservation Bill, which requires a 33% reservation for women in the Lok Sabha and State Legislative Assemblies.
However, the picture is better in the corporate sector, where women’s representation is marginally higher. In line with global standards, women occupy 32% of senior management roles in mid-market Indian organisations, according to a 2024 Grant Thornton study. However, NITI Aayog reports that just 14% of Indian enterprises are led by women, indicating that women still face considerable obstacles in the field of entrepreneurship.
Women’s access to leadership positions is restricted by persistent gender bias and cultural stereotype. Lower workforce involvement is frequently the result of the notion that women should put their family obligations ahead of their jobs. According to the International Labour Organisation (ILO), India has one of the lowest rates of female labour force participation among major nations in 2023, at just 32.8%.
Another major factor deterring women from pursuing leadership roles is safety concerns. Concerns about women’s safety have been highlighted by high-profile instances of gender-based violence, such the 2024 case of the doctor from Kolkata, especially for those in demanding occupations that require travel or late hours. Moreover, women face disadvantages in their career advancement due to their restricted access to professional networks and mentorship.
Reimagining Leadership Development
To truly transform women’s leadership in India, we need bold approaches that go beyond conventional solutions. What if younger women mentored senior executives through reverse mentorship programs, bringing fresh perspectives to boardrooms while gaining strategic insights? Imagine village-level leadership incubators where women practice governance skills before stepping onto larger stages, creating a pipeline of experienced leaders from diverse backgrounds.
Increasing women’s representation in leadership isn’t just about equity—it drives real business growth. The increasing role of women in managerial roles will lead to higher productivity and better decision-making.
However, challenges persist. A 2024 LinkedIn survey found that only 8% of Indian companies have structured mentorship programs for women, and 40% of working women still face workplace discrimination. In higher education, while women’s enrolment is rising, leadership roles remain scarce. Bridging this gap with structured career growth programs and flexible work policies is crucial.
Breaking Silos, Building Bridges
What if we created cross-sector leadership exchanges where corporate women leaders and rural panchayat members could trade places? Such radical cross-pollination would bridge India’s urban-rural divide while building multidimensional leaders who understand diverse contexts. We must complement this with technology access initiatives beyond metropolitan centres, equipping women in smaller towns with digital tools specifically designed for leadership in their unique environments.
Education is the foundation of strong leadership. Encouraging more women to pursue management and technology can help bridge gender gaps in traditionally male-dominated fields and open doors to diverse career opportunities. While initiatives like ‘Beti Bachao, Beti Padhao’ laid the groundwork, we need industry-driven scholarships and mentorship that connect classroom learning to corner office leadership.
Securing Pathways to Leadership
For women to take leadership risks, we must address economic insecurity. Imagine targeted financial support structures—like guaranteed basic income programs for women leaving secure jobs to launch enterprises or run for office. Complementing this, we need male ally ship certification programs where men in power actively sponsor women and are recognized for measurable actions, not just intentions.
The future of women’s leadership in India appears promising, provided that systemic changes continue. Implementing our proposed “Women’s Leadership Transformation Index” would move beyond counting heads to measuring actual influence and systemic change. Leadership sabbaticals would allow women temporary relief from family responsibilities to focus intensively on leadership development, acknowledging the dual burdens many women carry.
India is moving towards creating an atmosphere that allows women to succeed as leaders, despite the obstacles that still need to be overcome. By reclaiming our rich heritage of women leaders through cultural narrative transformation, we can draw on India’s history to inspire future generations. With these bold approaches, India’s political, economic, and social future may be significantly shaped by women during the course of the next ten years—creating a legacy of transformation that benefits all of society.
