Indian corporate leadership is undergoing a significant transformation, with women leaders expanding their influence and presence across a multitude of sectors previously dominated by men. What was once largely confined to financial services, such as banking, asset management, and investment, has now spread to critical industries like manufacturing, technology, and mining.
Breaking Barriers in Diverse Industries
For decades, women held prominent positions in India's financial sector. However, the past two decades have seen this landscape dramatically broaden. According to Manisha Girotra, CEO of investment bank Moelis India, the initial push saw women recruited heavily into consumer banking due to its demand for high emotional intelligence (EQ). This later extended to corporate and investment banking, seen as stable career paths in major cities.
The movement into technology was a natural progression, with engineering colleges providing a strong talent pipeline. More remarkably, sectors like manufacturing and automotive, traditionally male bastions, are now seeing a significant influx of women. Companies such as Ashok Leyland and Tata Motors are leading this change. Mahindra & Mahindra, for instance, has seen its women in leadership roles jump from 3% to 17% in just seven years.
On-the-Ground Leadership and Mentorship
Priya Agarwal Hebbar, Chairperson of Hindustan Zinc and Director of Vedanta, exemplifies this shift. Her career tipping point involved spending time in mines, interacting directly with shift crews. These candid conversations about work patterns, heat, and family time not only shaped her understanding of employee welfare but also influenced community relations.
“I went down with the shift crews, stayed on site and had lunch with the teams. After the first day or so, they stopped being polite and were a lot more candid,” says Hebbar, emphasizing the value of on-the-ground experience.
Hebbar credits engineers and operational teams at mines and smelters as invaluable mentors, teaching her that effective strategy must withstand execution realities. She notes that those closest to an operation often possess the clearest understanding of its challenges, fostering composure under pressure.
Adapting to New Realities: Technology and Flexibility
The advent of technology, particularly post-COVID-19, has facilitated flexible work arrangements, including work-from-home and flexi-hours. Manisha Girotra highlights that these are no longer just theoretical concepts. Sonal Agrawal, Managing Partner at Accord India, attributes the growing presence of women to a maturing talent pipeline, evolving business models, and a shift in how Indian companies identify future leaders.
Agrawal points out that women who entered the workforce in the 1990s and 2000s now possess 20-30 years of experience, encompassing operations, international markets, and enterprise-wide decision-making. This extensive experience, combined with structured programs from companies like Unilever, is opening new pathways to CEO roles in technology, consumer businesses, and professional services.
Challenges and Future Opportunities
Despite progress, challenges remain. Girotra stresses the need for organizations to dismantle the "boys club" mentality regarding women, particularly concerning life events like marriage and maternity leave. These pressures often lead to talented women leaving the workforce at mid-levels, representing a significant loss.
To counter this, organizations must implement flexible work arrangements, provide childcare support, and encourage a more equitable sharing of caregiving responsibilities. Agrawal emphasizes that intentional succession planning is crucial to ensure women remain in the workforce long enough to reach senior leadership positions.
Looking ahead, both Girotra and Agrawal foresee women playing a pivotal role in the age of artificial intelligence. Girotra believes women's high EQ and empathetic leadership style make them exceptionally well-suited to navigate the disruptions brought by AI and lead teams through complex times.