Recruitment today isn't short on effort - it's short on efficiency.

Recruiters are running dozens of searches, scanning profiles one by one, and following up manually — all while the pressure to hire faster keeps growing.

The challenge isn’t talent availability; it's the time it takes to reach the right candidates.

Resdex Enterprise is the most advanced version of Resdex, built to remove friction at every stage of the sourcing - from smarter search to automated outreach.  

Here are the 6 key features of Resdex Enterprise, built for faster, smarter, and sharper recruitment.

Let us walk through each one — following the natural arc of a recruiter’s day.

Search that learns how you work

01 · Personalized AI Algorithm

Every recruiter sources differently — and Resdex Enterprise's AI algorithm adapts to that. With the "AI Relevance" sort, your results aren't just filtered, they are personalized. The algorithm learns each recruiter's selection patterns and search behavior over time, ranking candidates accordingly.

A recruiter hiring backend engineers sees entirely different profiles at the top than one hiring for sales - and the results only get sharper with every session.

02 · AI Profile Tags

In a typical sourcing session, recruiters scan dozens - sometimes hundreds - of profiles, often with little context beyond a resume. The result? Good candidates get missed, and time gets lost. AI Profile Tags change that by attaching a smart, real-time signal to every profile on the search results page - so you're not just browsing, you're making informed decisions at a glance.

·       A Hidden Gem tag flags candidates with strong profiles that haven't yet attracted heavy recruiter attention. These are your high-quality, low-competition talent pool -  the kind of profiles that won't stay hidden for long.

·       Trending tells you which candidates are drawing significant interest from other recruiters right now, giving you the cue to move quickly before the opportunity closes.

·       Actively Applying is perhaps the most powerful signal of all -  it tells you the candidate is in active job-seeking mode at this very moment, making them far more likely to respond and engage.

Together, these three tags give recruiters something they've never had before -  not just a list of candidates, but a layer of intelligence that tells you who to prioritize, how urgently to act, and what kind of outreach to lead with. One glance, and your shortlist starts taking shape.

03 · Customizable candidate cards in SRP

The information you need to shortlist a candidate shouldn't be buried under fields you don't.

Customizable Candidate Cards put recruiters in control of their search results page — letting them choose exactly which fields appear on every profile card and which ones don't. The result is a cleaner, faster shortlisting experience that adapts to your brief, not the other way around.

Personalize your view across fields such as Current Designation/Company, Previous Designation/Company, Education, Key Skills, May Also Know, About Candidate, Photograph/Video, and Preferred Location.

04 · AI generated CV Highlights

In a typical sourcing session, a recruiter might open dozens of CVs looking for the handful that are genuinely worth pursuing — a time-consuming process that adds up fast.

AI-generated CV Highlights changes the equation entirely.

It reads every CV in your results and generates a sharp, structured summary of key skills, experience, and candidate fit - surfaced directly on the search results page.

05 · Usage Pulse Reports

Usage Pulse Reports give hiring leaders complete visibility into how their sourcing team is performing.

Visibility that is empowered through visual dashboards and downloadable reports that break down activity at both the organization and individual recruiter level.

Track CVs viewed, downloads, outreach sent, and top keyword searches, then benchmark them against live industry trends to understand where your team stands relative to the market.

The outcome is a shift from gut-feel management to data-driven decision making - turning a group of individual recruiters into a coordinated, high-performing sourcing unit.

06 · Single Sign-On (SSO)

Single Sign-On removes every unnecessary step between your recruiter and their work.

Log in once through your existing identity setup and you're in - no separate passwords, no IT tickets, no repeated authentication.

Trusted at scale

Across organizations, Resdex continues to power everyday recruitment workflows. From search to outreach—at scale.

Now, with Resdex Enterprise, the platform evolves into its most advanced version yet, enabling recruiters to perform better and move faster.

For a guided walkthrough or any questions, reach out to your Account Manager, write to us at support@naukri.com, or call 1800 102 5558 (Monday to Saturday, 10:00 AM – 6:00 PM).

AI is reshaping how every industry works - from healthcare to finance, logistics to legal. Recruitment is no exception.
The next generation of recruiters will be defined by how well they use AI to work faster and smarter. The edge today does not come from effort alone—it comes from how you leverage AI in your recruitment.

Introducing AI REX

AI REX is Naukri's agentic AI talent-sourcing platform - purpose-built to transform recruiters into super recruiters. Powered by a suite of specialized AI agents, AI REX automates the most time-consuming steps in the hiring workflow - so you can focus on the decisions that matter. AI REX acts like your co-pilot - taking care of the heavy lifting from job opening to shortlist, accelerating your sourcing time from days to hours.

Organizations using AI REX are already transforming how hiring gets done—moving faster from requirement to results, improving the quality of candidates they engage, and significantly reducing the manual effort involved in sourcing and screening. Instead of spending hours filtering and reviewing profiles, recruiters can focus on the right candidates from the start, with the AI agents handling the heavy lifting behind the scenes.

How AI REX Works

AI REX simplifies hiring into three simple stages - helping you move from requirement to shortlist faster, with better outcomes and far less manual effort. Before we dive into these stages, let’s first understand how requirement creation works on AI REX.

What does “Requirement Creation” mean on AIREX?

One requirement is one position created on AI REX.  We have seen that 50 AI Rex CVs (AI Rex recommended CVs and AI Rex screened applications) are optimal to fulfil one position. And hence each AIREX provides access to 50 AI Rex CVs (AI Rex recommended CVs and AI Rex screened applications).

Stage 1: Understanding the Mandate

AI REX starts by going beyond basic inputs to truly understand the role you are hiring for—capturing not just job details, but the intent, context, and expectations behind the mandate. This ensures everything that follows is aligned with what “right” actually looks like for you.

This stage is powered through two key steps, outlined below.

· Mandate Enhancement
Recruiters begin by entering key details like job designation, location, experience, skills, and salary range. AI REX then takes it a step further by sharing sample candidate profiles for quick validation. This allows you to refine and calibrate the mandate in real time—so the system clearly understands your expectations before sourcing begins, minimizing irrelevant matches.

· Screening Question& JD Creation
Once the mandate is aligned, AI REX automatically generates a structured, high-quality job description tailored to your requirements. Alongside this, it creates a customizable pre-screening questionnaire designed to filter candidates effectively. This means you can go live instantly—without spending time drafting JDs or figuring out the right screening criteria.

Stage 2: Multi-Channel Agentic Outreach

AI REX moves from understanding to action—automating how candidates are discovered and engaged with speed and precision. Powered by multiple agents, it reaches candidates across WhatsApp, email, inbox, and app notifications—adapting to their preferences and behavior to maximize response rates while minimizing recruiter effort.

Stage 3: AI-Screened Pipeline & Continuous Calibration

AI REX ensures that only the most relevant candidates reach you by combining AI-screened applications with proactive AI recommendations. Every candidate response is automatically screened and filtered based on your defined criteria - evaluating fit, intent, and relevance so you only see qualified responses, not raw applications.

Additionally, AI REX goes a step further by proactively surfacing high-potential candidates from the database even before they apply - ensuring your pipeline is always ahead of demand. The result is a continuously enriched, interview-ready pipeline instead of a pile of resumes. As you shortlist or reject candidates, the system learns from your decisions and recalibrates in real time - improving the quality of recommendations with every action.

Beyond Sourcing: Post-Shortlist Workflows

AI REX doesn't stop at sourcing. It also enables post-shortlist workflows — including seamless collaboration with hiring managers and automated interview scheduling — making the entire pre-interview journey faster and more coordinated.

AI REX Insights

AI REX goes beyond execution to give you complete visibility into your hiring performance. It tracks key outcomes across every stage—helping you understand what’s working, where candidates are dropping off, and how your efforts are translating into results. With clear performance metrics, detailed activity tracking, and shareable reports, it enables smarter decision-making, continuous optimization, and better alignment across teams—so you’re not just hiring faster, but hiring more effectively every time.

Leading Organizations Are Already Hiring Differently
Leading organizations are increasingly using AI to transform how they hire—moving faster, improving candidate quality, and reducing manual effort. By leveraging AI across sourcing, screening, and engagement, they are enabling recruiters to focus on higher-value decisions while achieving better outcomes at scale.

Don't get left behind, experience the difference now!

Hiring premium talent is fundamentally different from hiring at scale.

The pool is smaller, the candidates are harder to identify, the signals that matter are more nuanced, and the cost of a wrong hire compounds for years.
Senior recruiters have always known this - Premium hiring needs a different approach.

That’s exactly what Naukri PremiumX is built for.

Why premium hiring needs a curated experience

The demand for India's premium talent is growing fast - roughly at 20% CAGR  - and competition for the top talent has intensified accordingly. Global Capability Centres, Fortune 500 India operations, funded startups, family run businesses, unicorns and other Indian companies are all chasing the same narrow pool of leaders, specialists, and highly qualified professionals.

As this segment has grown, so has the opportunity to serve it with a dedicated hiring experience. In the last 6–9 months, Naukri has invested substantially to improve the discovery of premium talent.

Naukri PremiumX is built around four essentials of premium hiring.

• Talent Availability — a large, active pool of premium candidates.
• Faster Discovery — fast and precise identification of the right profiles.
• Easier Connect — engaging candidates where they're most responsive.
• Cost-Efficient Hiring — maximizing outcomes while minimizing spend.

What Naukri PremiumX has solved

01. Premium Talent Availability

Before discovery can be fast and accurate, the pool itself has to be deep enough to trust.
Naukri PremiumX has invested significantly to grow and enrich the premium talent pool on the platform. 85%+ of India's premium talent (CTC>30L) is now available on Naukri PremiumX, and is growing at 30%+ YOY. The premium talent dataset on Naukri PremiumX — covers both active and passive professionals across seniority, sector, pedigree, and geography. In short: if a premium candidate exists in India, the odds that they are on Naukri PremiumX are very high.

From mid to leadership roles, across BFSI, IT Services, Manufacturing, Tech, Telecom, Consumer and Healthcare, and more, Naukri PremiumX ensures vast and reliable talent availability.

02. Discovery of Premium Talent

Five ways Naukri PremiumX enables finding the right candidate faster and easier

Senior recruiters consistently share that the biggest edge in premium hiring is being able to filter through a large talent pool quickly and reach the right shortlist with confidence.

Here's how Naukri PremiumX does that.

#1. A new matching algorithm tailored for premium hiring

Naukri PremiumX's search algorithm is built specifically to surface the most relevant premium talent pool.

It leverages industry context when reading candidate profiles, prioritizes premium-fit candidates in the results, and personalizes ranking based on each recruiter's past activity and preferences.

The outcome: refined shortlists, higher relevance, allowing more time spent on the right candidates.

#2. All premium candidates - active and passive - in one view

The most valuable candidate for a senior role is often the one who isn't actively looking.
Naukri PremiumX brings active job-seekers (updated in the last six months) and passive premium professionals together in the same unified view, so recruiters can evaluate the full universe of relevant talent in a single workflow — so no relevant candidates are missed.

#3. Premium shortlisting filters, exclusive to Naukri PremiumX

The advanced filters help find the most relevant candidates much faster.

• NChecked profiles — surface only candidates whose critical details have already been crosschecked by Naukri.
• Similar companies — finds candidates from organizations operating in similar industries, scale and more.
• Top institutes — identify candidates from IITs, NITs, IIMs, and other premium institutions in one click.

These filters reflect the exact criteria senior recruiters weigh when shortlisting — and they're exclusive to Naukri PremiumX.

#4. AI-powered recommendations, within your existing workflow

(Coming Soon)

While searching for candidates, Naukri PremiumX intelligently recommends additional relevant talent from hirist.tech and iimjobs — so the reach of your search expands without changing your process.

Job postings can be distributed to iimjobs and hirist.tech in one click — reaching the right audience without extra effort. This feature is coming soon.

#5. PremiumX Assist – Premium Hiring Assistance Service

PremiumX Assist is a paid, expert-led hiring support built specifically for premium and leadership roles.

PremiumX assist has a dedicated team of expert recruiters - with years of premium hiring experience - who handle sourcing and shortlisting of top-quality talent, so your team can focus on interviewing the best candidates.

03. Premium Talent Connect & Recruiter Productivity

#1. Faster Connect Through Multiple Channels

Naukri PremiumX connects you to premium talent across the channels they are most active in— increasing response rates, and reducing the manual effort for the recruiter.

#2. NChecked profiles — Cross-Checked by Naukri

For senior hires, verifying critical candidate details is one of the most time-consuming parts of the process. Recruiters often spend hours confirming CTC, notice period, current designation, and intent before even getting to a meaningful conversation.

With NChecked, Naukri's team has already done that legwork.
14+ key candidate details, such as current CTC breakup, company duration, notice period, designation, location, job-search status, preferred location, skills, and more are cross checked, so recruiters can move straight to the conversations that matter.

#3. Concierge Support

Concierge support enables expert-led assistance to help recruiters source and hire premium talent more effectively.

Naukri PremiumX proactively drives search query optimization, builds strong pipelines, and ensures successful closures. As a result, recruiters benefit from sharper, data-backed decisions, stronger and more relevant candidate pipelines, and significantly reduced time-to-hire through guided, efficient workflows.

04. Lowest Cost per Premium Hire

Talent availability, discovery, and connect — all at a fraction of the cost. Naukri PremiumX does the heavy lifting so recruiters can focus on what matters: closing quality, high-impact hires.

And the results reflect that- Naukri PremiumX is up to 5x more cost effective than other premium hiring solutions.

Get started with Naukri PremiumX

Naukri PremiumX unlocks a deeper talent pool with advanced features that help you discover and connect with the right talent faster and easier — all in a highly cost-effective way.

For a guided walkthrough or any questions
Reach out to your Account Manager, write to us at support@naukri.com, or
call 1800 102 5558 (Monday to Saturday, 10:00 AM – 6:00 PM).

India, 06 April 2026: India’s white-collar job market concluded the financial year on a strong note, with the Naukri JobSpeak Index reaching 2858 in March, clocking a 9% YOY growth. This strong performance cemented an annual growth of +8% for FY’26, a significant jump from the +2% growth recorded in FY’25.

Non-IT sectors continued to anchor the job market’s expansion, with Hospitality emerging as a standout player with an exceptional +21% YOY growth; followed by BPO/ITES (+18%), Oil & Gas (+15%), Education (+15%) and Real Estate (+14%). While the IT sector remained flat, AI/ML hiring witnessed a +37% YOY growth in March and ended the full fiscal at +45%.

Read more: High Paying Jobs in Tech (A Complete Guide)

Fresher hiring (0–3 years) grew +16% YOY, with growth distributed across both metro and non-metro markets. Demand for talent in the 20+ LPA salary band expanded +16%. Unicorn hiring also emerged as a bright spot which witnessed a +24% YOY surge.

AI/ML Roles Command a Premium: Demand Sharpest at the Top of the Pay Scale

AI/ML hiring grew +37% YOY in March, but the distribution of that demand tells the more interesting story. Growth was steepest at the highest salary levels - the 50+ LPA band led at +55%, 40-49 LPA saw a +40% growth and 30-39 LPA saw a +41% growth.

Read more: Highest-Paying Skills for Career Growth

Geographically, Kolkata led AI/ML hiring with +56% YOY growth, with Delhi NCR close behind at +44% - both outpacing the established tech hubs of Bengaluru and Hyderabad in this particular domain.

Service-driven non-IT sectors witnessed remarkable resilience throughout FY’26

Industries such as Hospitality, Education, and BPO/ITES emerged as the bedrock of stability, posting positive growth in every single month. These sectors were also the primary catalysts for entry-level recruitment; in March alone, fresher hiring surged by +49% in Hospitality, +38% in BPO/ITES, and +25% in Education. Close behind, Insurance and Real Estate maintained a strong trajectory, recording growth in 11 out of the 12 months.

Tier-II Cities Emerge as Consistent Hiring Engines Through FY'26

Emerging cities held their ground through FY'26, with the southern and western corridors leading the way. Coimbatore was the standout for consistency - positive growth in 11 of 12 months through the fiscal, closing March at +17%. Gandhinagar and Surat were similarly steady, each recording growth in more than seven of the twelve months, with March delivering +40% and +16% respectively.

Read more: Which Job Has the Highest Salary in India?

The growth in these cities was largely anchored by non-IT sectors - BPO/ITES, Pharma, and Oil & Gas providing the bulk of the demand.

Fresher Hiring Soars, with High-Value Talent in Sharpest Demand

Overall hiring for professionals with 0-3 years of experience climbed 16% YOY, the highest growth rate across all experience brackets. While opportunities expanded across salary bands, the sharpest increase in demand was for high-value entry-level talent. Hiring for freshers in the 20+ LPA salary bracket grew by an impressive 23% YOY.

Dr. Pawan Goyal, Chief Business Officer, Naukri, said, “FY’26 has closed on a distinctly stronger note than last year, marked by the sustained resilience of non-IT sectors and tier II cities. What stood out in March was high-value talent in demand across the board; from freshers commanding premium salaries to AI/ML roles seeing sharpest traction at the 50+ LPA band.The foundation heading into FY'27 looks solid.”

Demand for equal pay audits jumped from 19% to 27% YOY.

33% women see no pay parity at work.

83% feel encouraged to pursue leadership roles.

India - March 6, 2026 - Naukri has unveiled the second edition of its annual Voices @ Work International Women's Day report, "What Women Professionals Want," cutting through the noise with insights from over 50,000 women across more than 50 industries. The survey highlights shifting priorities, from soaring demands for equal pay audits to persistent biases hindering progress, challenging organizations to step up for gender equity.

Key callouts include a dramatic rise in calls for equal pay audits, jumping from 19% to 27% year-over-year and tying with menstrual leave as the top policy ask; leadership encouragement leaping to 83% from 66%, signaling stronger ambitions especially in southern metros; and eroding trust in pay parity, with 33% disagreeing-up from 25%-as gaps widen with career advancement.

Key Insights

Surging Demand for Equal Pay Audits: Equal pay audits tie with menstrual leave at 27%, with demand spiking among high-earners-48% of those making 50L-1Cr prioritize it, as "the closer women get to the top, the more they can see the gap."

Rising Leadership Ambition Amid Encouragement: 83% feel encouraged to pursue leadership roles, up from 66%, with southern cities like Hyderabad (86%) leading and industries such as education (87%) empowering women most.

Hiring Bias and Hidden Personal Plans: One in two women hesitate to share marriage or maternity plans in interviews due to fear of bias (34%), intensifying with experience from 29% among freshers to 40% for those with 10-15 years.

Persistent Bias as Top Challenge: 42% cite bias in hiring and promotions as the biggest hurdle for diverse women, up 7 basis points YoY, consistent across metros like Chennai (44%) and Delhi NCR (43%).

Sumeet Singh, Group CMO, Info Edge, said, "Behind every data point in this report is a woman who is ambitious. The fact that 83% feel encouraged to lead is something to celebrate. However, the fact that one in two still hide their marriage or maternity plans in interviews tells us the work is far from done. As India's leading career platform, it felt not just important but necessary for us to shine a light on these gaps through the second edition of our report."

India, 3 March 2026: India's white-collar job market posted its strongest February performance in recent years, with the Naukri JobSpeak Index reaching 3,233 points - up 12% year-on-year from 2,890 points in February 2025.

February typically sees a seasonal uptick over January, and this year was no exception - but the scale of that swing stood out. The month-on-month acceleration from January to February came in at 23%, noticeably sharper than the 13–16% range typically seen between the two months.

Fresher hiring (0–3 years) grew +17% YOY, and demand for roles in the 20+ LPA band rose +23%, reflecting strength across both entry-level and high-value talent segments.

Non-IT sectors continued to anchor the hiring momentum, with Insurance leading at 28% YOY, followed by BPO/ITES (+22%), Real Estate (+19%), Hospitality/Travel (+15%) and Retail (+14%). The IT sector entered the positive territory with a +6% YOY increase, moving away from the stable trend observed over the preceding quarters. AI/ML roles sustained their strong trajectory, rising +49% YOY.

IT Sector’s Growth Driven by High-Value Roles & Indian MNCs

The IT sector posted a +6% YOY growth in February 2026. Interestingly, hiring for salary bands below 20+ LPA remained flat, while demand climbed sharply up the pay scale. Hiring in the 20+ LPA band grew +19% YOY, with the 50+ LPA band surging 45% YOY.

Fresher hiring in the sector also grew by a healthy +8%. Indian IT MNCs were the primary driver, recording a +55% hiring surge. Within the sector, AI/ML hiring rose +40%, reinforcing that IT's February performance was concentrated in its highest-skill, highest-value talent segments.

Non-IT Sectors and Non-Metro Cities Power the Surge in Fresher Hiring

Overall, fresher hiring grew +17% YOY, with non-IT sectors leading the way: BPO/ITES (+48%), Insurance (+42%), Retail (+39%), and Hospitality (+39%) were the top contributors.

Non-metro cities added to the momentum, with Jaipur (+25%), Coimbatore (+20%), and Vadodara/Baroda (+20%) among the standout performers. Notably, the 20+ LPA fresher band grew the highest at +30%.

Insurance Posts Strongest Sectoral Growth, Powered by Both Foreign and Indian MNCs

Insurance has steadily climbed the hiring rankings through the last 6 months. With +28% YOY growth in February - the sector has emerged as one of the most durable growth stories in the current job market.

What makes the Insurance story distinctive is the convergence of demand from multiple directions at once. Foreign MNCs recorded a +62% increase in Insurance hiring, while Indian MNCs delivered an even sharper +71% growth.

Senior talent was particularly sought after: professionals in the 13–16 year experience band saw +50% growth, and roles at the 20+ LPA level surged +55%. Geographically, Pune (+24%), Mumbai (+20%), and Bengaluru (+19%) led hiring across the sector.

Indian MNCs Lead AI Hiring Momentum

In February 2026, Indian MNCs expanded hiring by +24% YOY.  However, the gap becomes most striking in AI/ML hiring.

Indian MNCs grew their AI/ML hiring by +82% YOY, compared to +43% for Foreign MNCs, nearly double the pace, highlighting where domestic enterprises are placing their biggest bets.

Dr. Pawan Goyal, Chief Business Officer, Naukri said, “The 23% month-on-month swing from January to February is sharper than historical patterns, and the composition backs it up - IT hiring is recovering meaningfully, and Indian MNCs are investing in AI talent at a healthy pace. The underlying momentum heading into the new fiscal year looks genuinely solid."

Methodology

The Naukri JobSpeak is a monthly index that tracks trends in India’s job market and hiring activity, based on new job postings (including free job listings*) and recruiter searches on Naukri.com’s resume database. Using July 2008 as the base month (Index = 1,000), the index analyses hiring patterns across industries, cities, and experience levels. It aggregates data from over 150,000 clients, covering 80 lakh+ new job mandates annually.

*Following the inclusion of free listings, hiring activity is witnessing a transient uplift due to higher participation from small and medium businesses, which is expected to normalise once the base adjusts over the next few months. The index excludes gig employment, hyperlocal hiring, and campus placements.

About Naukri

Naukri, pioneering e-recruitment in India since 1997, is the country's leading job site and Info Edge's flagship brand. As the first internet company to be listed in India, Info Edge through Naukri has maintained the highest market share and brand awareness among both job seekers and recruiters for over two decades. The platform has consistently outperformed competitors, making it synonymous with online job search in India.

Table of Content

1. Sumeet Singh, CMO, Naukri
2. Madhavi Rao, Group Marketing Director, EMEAI at Cadence Design Systems
3. Jalaja Menon,Executive Director of Operations, 3M’s Technology Centre of Excellence (3M TCOE)
4. Tejal Goyani, Customer Programs & Qualifications, Applied Materials
5. Kiran Chhabra, Executive Vice President, Engineering, Naukri
6. Shruti Maheshwari, Senior Vice-President and Head, Social Media Content Studio, Info Edge
7. Sailaja Devireddy, Senior Director Fund Marketing Services, Acuity Knowledge Partners
8. Anuroopa Pereira, Director - Marketing Communications, Sabre India
9. Roopa Raj, Vice President, Head of IT, APJ and Global Head of Engineering, SaaS Transformation at VMware
10. Priya Narasimhan, Director, Finance Operations & Controls, Tesco Business Services
11. Manasa Rajan, CEO, Jupiter Meta
12. Col. Sanjula Verma – VP, Nursing Services, CARE Hospitals Group
13. Shuchita Baranwal, Head of Design, Gameskraft
14. Sita Subramanian, Chief of Staff to CEO, Cleartrip
15. Ankita Sharma, VP, HR, Great Learning
16. Ramya Parashar, COO, MiQ
17. Samra Rahman, Head of People & Culture, Hero Vired
18. Pallavi Vajinepalli, Principal Scientist and Group Leader at Philips Research Bangalore

81% Women believe the glass ceiling prevents their career growth and that women face more hurdles than men in the workplace, as per a poll by  Naukri.

The good news is that 19% of women feel both men and women have the same career journey, indicating that things are improving for women in workplaces steadily and gradually.

After years of struggle, women are paving a path to success and proving their mettle with hard work and dedication.

These women are admirable and an inspiration for everyone, making them the leaders of today!

So, on this International Women’s Day, we celebrate fierce and prominent women leaders who have overcome several hardships and left a mark in the corporate world.

In this article, we bring authentic career advice from 18 Indian Women leaders who shattered the glass ceiling, fought the odds, and hustled their way to success.

Sumeet Singh, CMO, Naukri

"Some career advice for women professionals- you must negotiate for what you are worth. It is a general tendency in women not to do so.

Be confident! A lot of us face imposter syndrome and self-doubt in the workplace. Remember, you have the expertise and skills. Therefore, you are where you are.

Learn advocacy. It is perfectly fine to advocate for your ideas and opinions and embrace the unique perspectives that you get on the table.

If you have aspirations to lead, seek out opportunities. Build a network, be proactive, and remember you are the CEO of your own career. Don’t leave it to others!"

Madhavi Rao, Group Marketing Director, EMEAI at Cadence Design Systems

Credit:  All Things Talent

"The start of your career is an exciting time of learning and exploring possibilities. You can invest in looking at different paths, succeeding or failing, and changing direction to pursue passions and interests.

I have two pieces of advice for early career professionals: First, say ‘yes’ to projects, even if you have to stretch. You never know where it can lead you; at the least, you will probably get a chance to learn something new.

Second, own your career. If you are not doing the kind of work you want, or are keen on a project or promotion, have an honest conversation with your manager about your career aspirations.

Taking charge of your career ensures that you achieve the career goals you have set for yourself. This advice has worked for me throughout my career, and I follow it even today, almost 30 years since my first job."

Jalaja Menon, Executive Director of Operations, 3M’s Technology Centre of Excellence (3M TCOE)

Credit:  All Things Talent

"Women face many barriers such as stereotypes, discrimination, and lack of networking opportunities to name some, but successful female leaders of today however are closing the gender gap by defying these barriers with tenacity, resilience, empathy, and humility.

Embrace Challenges: One will likely face challenges throughout one’s career but you must recognize the fear and take on the challenge anyway.

Before you would know, you would have accomplished great things. Embracing challenges is the best way to learn and grow in one’s career.

Don’t be a perfectionist: It is important to take (timely) action with the available resources as opposed to being a perfectionist.

Perfection often leads to risk aversion and lost opportunities.

Careers are not linear: In my career journey of 28 years, I had the opportunity to take up several diverse roles, that have provided a well-rounded experience and served me well.

My learning is that careers are mostly non-linear. At each step, one must choose opportunities based on what one can learn from them, as a diverse set of experiences help build a rich career.

Seek mentors and good advice: It is important to seek help and experience insights early and often than being a student of the school of hard knocks.

One cannot emphasize enough the role of mentors who can guide one in reaching one’s goals.

Seek advice from people who have some experience with what you are working on and learn to ignore bad advice.

A career journey can be summarized with one of Eleanor Roosevelt’s quotes that reads, 'One’s philosophy is not best expressed in words; it is expressed in the choices one makes… and the choices we make are ultimately our responsibility. '.. and what makes us.”

Also read: Challenges Faced by Women in the Workplace

Tejal Goyani, Customer Programs & Qualifications, Applied Materials

Credit:  All Things Talent

"On International Women's Day, let us embrace equity and celebrate the remarkable achievements of women across the globe who continue to break barriers and pave the way for future generations.

Women embarking on a career in technology fields should believe in themselves and be assertive and individualistic.

Our unique perspectives and experiences are invaluable assets that can drive innovation and change in the tech industry and beyond. We should not be afraid to take risks, speak up and support fellow women to help them stand out in their endeavours.

Together, we can pave new paths and create a more inclusive and equitable world for all."

Kiran Chhabra, Executive Vice President, Engineering, Naukri

"There are always a lot of things you would like to do and be a part of. As a senior leader the most important thing is to prioritize.

Self: Your physical and mental health is very important and is your responsibility towards all those who depend on you or look up to you. So, make sure you invest in it.
Skill: It’s important to stay in touch with the industry and for that keep reading and learning.
Success: Celebrate your success. It’s a motivation for you and many others. If failures are a lesson, then success should be a milestone and a memory too."

Also read: Lessons Women Learn Late in Their Career

Shruti Maheshwari, Senior Vice-President and Head, Social Media Content Studio, Info Edge

" Speak Up

In any team discussion, you could either be the bystander who is listening in and taking notes to then execute them later.

Or you could be the person who actively volunteers educated opinions and adds value to the discussion thereby practically co-creating the strategy which is then executed by the entire team.

People who do more of the latter are valued more by their leads and go on to have stronger growth trajectories in the workplace.

Also, do not willingly take a back seat if you know that you are capable of being in the front row.

Often, I've seen women opt for less challenging roles simply because it means stepping out of their comfort zone at a time when re they are required to be dealing with multiple fronts.

This most certainly costs them by leaps and folds later in their careers resulting in early plateauing or worse, a slowly chipping away at their self-esteem.

Balance
At some point in time, you are likely to be balancing multiple responsibilities, expectations, and stakeholders much more than your male counterparts.

For example, women are more likely to be shouldering a larger portion of household and familial care responsibilities as compared to their partners. This is the hard truth of India, although things are changing gradually.

It is critical to decide, how much of yourself you are going to give to all these competing stakeholders. It is okay to give just enough to get by on one front when another one is firing away.

For example, if you haven’t been what's in your mind, the definition of “the perfect mother”, to pull off something harder at work, don’t beat yourself over it.

Take risks
Take them early. The earlier you experiment, the faster the learning. This definitely does not mean jumping jobs every year, what it means is that if you must challenge the status quo to continue on a learning path, go ahead and do it.

Try to figure out how you can contribute to a situation, a business context, a team, or a project, and get cracking at it.

Propose new ways of doing things, conduct pilots, figure out mistakes, and share learnings with the team.

Demand support
I have had some smart, high-potential women in my team leave their jobs because their families demanded them to stay at home to take care of children, much against their wishes.

While we were ready to extend all kinds of support from the work front, unfortunately, this support was not forthcoming from the home front.

Instead of only volunteering support, women should actively demand support from their kith and kin to be able to create an ecosystem for themselves that enables them to deliver sustainably without having to burn both ends of the candle.

On the work front, they should demand learning and mentoring support from their colleagues and supervisors as well so that they are set up for success in the long run.

Banish self-doubt
Studies have shown that women tend to doubt their capabilities more even when they were perfectly equipped to do the job as compared to their male counterparts even when their male counterparts had those skillsets only in part.

Self-doubt has held women back from being more vocal in team meets, going ahead and volunteering for a more challenging project, and applying for a level position or a new vacancy.

I feel the way out of this one is to prep more to counter that nagging voice of doubt and then simply go ahead and do it without second-guessing oneself.

Another thing that helps is seeking more support from your friends and mentors. A gentle nudge and reassurance can go a long way.”

Also read: Career Advice From 15+ Indian Women Leaders

Sailaja Devireddy, Senior Director Fund Marketing Services, Acuity Knowledge Partners

Credit:  All Things Talent

“To be successful in your career, start by building a strong foundation of skills in your chosen field. As you grow and take on new challenges, remember it is okay to fall sometimes.

Seek out guidance from mentors who have been in your shoes and can share their experiences and insights. Speak up when you have an idea or opinion, believe in yourself, and don’t be afraid of taking up challenging roles.

Leadership requires strong empathy and people management skills; these are intrinsic traits that many women possess.

While it is natural to seek recognition and validation from colleagues, clients, and stakeholders, it's important to stay true to your own goals and values, and to find joy and fulfillment in the work you do.

Equally, remember that leadership is not just about individual success, but also about lifting others up and creating opportunities for them to succeed.

We have the power to inspire and support the next generation of women leaders, and to create a positive change in our organizations and communities.”

Anuroopa Pereira, Director - Marketing Communications, Sabre India

Credit:  All Things Talent

“I strongly believe that every woman has the potential to excel in their field when given the right opportunity.

Throughout my career, I have been fortunate to meet, interact and learn from various leaders and this has enabled me with a certain leadership style.

I also believe networking and building connections across sectors is an additional asset.

If women want to be considered for senior roles, they need to move forward and do things that they would probably shy away from, such as networking, public speaking, providing a perspective on certain subject matters, authoring articles, speaking up etc.

One thought I’d like aspiring women to take away is that fear is the only limiting move that one can make professionally.

That's why, a certain amount of courage is required to challenge the status quo, speak truth to power, question the relevance of doing things in a certain way and nudge positive change.”

Also read: Empowering Women: How Indian Companies Support Women

Roopa Raj, Vice President, Head of IT, APJ and Global Head of Engineering, SaaS Transformation at VMware

Credit:  All Things Talent

“As a leader at VMware and one of the few global leaders based out of India, I am convinced that fostering a sense of belonging and creating an inclusive environment is crucial for women to succeed in the technology industry.

I value diversity of opinion and work towards creating an inclusive workplace where each employee can build on their strengths to spur innovation that will benefit our business and customers.

I have personally experienced the creativity and critical thinking that women in my team have brought forth. We should continue to make women aware of the key traits they have to succeed in the tech sector.

I often say that despite the obstacles and biases that we might encounter along the way, it is important for women to speak up and take part in open discussions.

With the right support, I am confident that women can lead the way toward a brighter future for all.

I have personally benefitted from mentorship and would advise most women to seek out mentors who can guide and inspire them.”

Priya Narasimhan, Director, Finance Operations & Controls, Tesco Business Services

Credit:  All Things Talent

“My 4 go-to mantras’ to building a successful career:

Embrace your strengths
Find out early on in your career, what energises you in your role, what challenges you & brings out the best in you.

This not only helps identify your expertise but could also become your differentiator as you progress in your career.

You have a voice too
Voice your opinion even if you may be the only one. You never know who you may be inspiring in that moment.

Change is the best teacher
Contribute not just within your own area but pick opportunities outside your function. This tests your leadership skills, so be brave.

Build a network
Build team relationships, coaches & sponsors outside your function, or even externally with mentors and professional associations, it pays to have a good network that you can tap into for a fulfilling career.”

Also read: Economic Empowerment for Women: 10 Ways to Promote it

Manasa Rajan, CEO, Jupiter Meta

Credit:  All Things Talent

“Really embrace your Individuality
There is no ‘One’ path to success. Find your true passion and your belief system.

Move through your life and career with conviction in those and in alignment with it. This will be a true motivator and driver to success.

Take Risks
Confidence is as important as competence when it comes to succeeding. The ability to move beyond self-doubt, take a leap, have conviction in your point of view, break the rules when needed and be self-confident is important, especially in the context of being taught to be rule followers and sharing a disproportionate burden of responsibilities.

Be mindful of your Body Language
Women shrink their body’s postures to take less space, it is a deep-seated societal conditioning - to appear less intimidating, less of a threat, hide our bodies, and appear fragile.

Stand tall, chest open, shoulders stretched, take space with your gestures, and plant your feet firmly on the ground.

This physical shift will make you perceive more power and inspire internal confidence.”

Col. Sanjula Verma – VP, Nursing Services, CARE Hospitals Group

Credit:  All Things Talent

"My advice to all aspiring women leaders is to always believe in themselves.

Never doubt your potential and always be sure of yourself and what you are doing. Women need to learn how to be confident with the position and knowledge they have earned.

Be open to taking risks, stop overthinking about the outcomes, and opinions, and take a leap of faith and act.

Speaking up is imperative, so don’t hold back your thoughts and ideas. Practice resilience as that will help you overcome stress and handle any crisis. All this comes with experience, constant learning, and skill development.

So, don’t restrict yourself - always push yourself to learn as much as possible by attending workshops, conferences, and panel discussions to gain new perspectives and ideas which you can implement and share at your workplace.

Build a healthy and competitive work environment where you empower yourself and those around you and establish trust in people that you work with.

Be mindful, give credit to the team, take criticism, have integrity, listen with the intent to understand, stay unbiased, and be disciplined.

· Learn how to prioritize yourself. It’s of utmost importance to look after your mental, emotional, and physical health and well-being.

Most importantly, work on the skills you need before you need them, which means you should act like a leader before you become one.”

Also read: 7 Ways to Empower Women in Rural India

Shuchita Baranwal, Head of Design, Gameskraft

Credit:  All Things Talent

“Rise above “The Distraction of the Details”
Be Brave and start trying new things. You may encounter challenges and obstacles in your journey where it's important to believe in yourself and your abilities.

Instead of playing safe and seeking perfection in everything, take progressive steps, however tiny.

Slowly build an open approach in your outlook and adopt positive actions. It is important to understand that it's okay to be a beginner! Don't
expect to have all the answers and be ready to seek help early on.

You should always be ready to approach a challenge even if you feel you are not completely equipped for the same.

Define your purpose clearly and then make small nudges for bigger outcomes.

Remember as Gary Vaynerchuk said, “Without hustle, talent can only take you so far”. Be open to pivoting your strategy if something isn't working. Flexibility is important in any endeavor, as the path to success is rarely a straight line.

Change is the only constant in an ever-changing world where you can either design the system or get designed by it.

Develop emotional intelligence by working on self-awareness, empathy, self-motivation, and self-regulation.

If you understand your immediate needs and continue to focus on your path, other distractions will fade away.

It's important to focus on key competencies and move away from gender-coded traits. This can help level the playing field and create more opportunities for women to excel.

I believe constructive dialogue is crucial because that helps one identify and address real barriers.

By engaging in open and honest communication, we can gain a better understanding of challenges and opportunities, and work together to create more equitable and inclusive workplaces.”

Sita Subramanian, Chief of Staff to CEO, Cleartrip

Credit:  All Things Talent

"There are a few things that have greatly worked for me in my corporate journey and I would like to share the same with other aspiring leaders:

The most important thing is consistency. For people in the organization to take notice of your work, one has to put in the same amount of effort, with diligence and high quality every single time and hence consistency in performance is critical.

Another important aspect is integrity. By being honest and dependable at work, you will gain the trust of your colleagues and the management and they will see you as a responsible and accountable professional.

When you take complete accountability for any task, it will inspire you and the others involved also to be absolutely productive and focus on delivering results.

One more aspect would be to take risks. When you try out a very different role/ stream of work or do a project outside of your comfort zone, it pushes you to learn and grow both as an individual and professional."

Ankita Sharma, VP, HR, Great Learning

Credit:  All Things Talent

"The most important advice I can offer to young leaders is to always step out of your comfort zone and keep trying new things.

You might not be excellent at some of them, but all the experiences add up in the long run in becoming a well-rounded leader.

It's also important to build a trusted network of mentors and peers who share your interests.

Last but not at all the least, don't be afraid to ask for what you think you deserve and speak up if you feel you are not being treated equitably."

Ramya Parashar, COO, MiQ

Credit:  All Things Talent

"Recent studies indicate that women excel in personality traits crucial for leadership, such as honesty, compassion, and creativity. Few surveys have shown that women outperform men in these qualities.

Despite this advantage, women still encounter significant obstacles to achieving leadership positions. According to Grant Thornton's Women in Business report, there has been an increase of only 31 to 32 percent of women in senior management positions.

India is beginning to address the gender imbalance in the workforce and leadership roles, and to achieve parity, we must acknowledge and support the unique challenges that women face.

This includes advocating for ourselves, building strong relationships, being resilient, seeking mentors and role models, and embracing diversity.

By taking risks, speaking up, and navigating their career paths, women can overcome these hurdles and develop a broad network to support their success.

Aspiring women leaders should know that speaking up and taking chances can create a significant impact and help create a more inclusive and equitable future where women have equal opportunities to succeed.”

Also read: Why Gender Equity Matters More Than Equality

Samra Rahman, Head of People & Culture, Hero Vired

Credit:  All Things Talent

"As a diverse workforce leader, I believe women should set achievable goals and create steady milestones.

While it may be known that self-love is important, I would reiterate that all women should invest in their health.

In my experience, a combination of shorter goals and a self-appreciative attitude helps women become better at their work and added activities such as yoga and meditation provide long-term benefits in managing stress.

Additionally, women should continuously invest in upskilling themselves and embrace their natural leadership style without compromising their Emotional Quotient (EQ).

We can lead by example and empathy and we should leverage that to make a positive impact in the workplace."

Pallavi Vajinepalli, Principal Scientist and Group Leader at Philips Research Bangalore

"My advice to all women who want to be leaders of tomorrow is to have the zeal and dedication to turn challenges into opportunities.

I firmly believe women are bestowed with innate qualities of showing empathy, patiently and persistently nurturing and being unwaveringly passionate.

These qualities are much needed now across the world and in all walks of life. I am confident women who tap into these qualities will not only distinguish themselves but also create a positive influence around them."

Conclusion

We all have naysayers telling us how to live our personal and professional life, but the best way to grow in your career is to follow the industry pioneers.

In this article, we read career advice from prominent leaders who faced many challenges but overcame them to become leaders of today. We hope with this article, you will achieve a better perspective, direction, and a way to plan your career journey.

All the best

1. Women Empowerment in India
2. Women and Empowerment: Relationship
3. Types of Empowerment Women Need!
4. How to Empower Women in Rural India?

In this article, we take a closer look at the dynamic relationship between education, economics, and political empowerment that enables breaking stereotypes and acting as catalysts for progress for women.

From land rights to tech inclusion, we delve into the seven steps shaping a brighter future. Let us learn more about empowering rural women and how it isn't just a theory but the need of the hour.

Women Empowerment in India

In rural India, women face multifaceted challenges, including limited education, healthcare, and economic opportunities.

According to recent statistics, nearly 80% of rural women are engaged in agricultural activities, yet they often lack ownership rights and face wage disparities.

Educational gaps persist, with a significant percentage of women in rural areas experiencing limited schooling. Addressing these issues is crucial for transforming the socio-economic landscape.

It is necessary to understand that women empowerment in rural India is not just a matter of gender equality, but an investment in societal progress.

When women are empowered, communities flourish. Education and skill development for rural women lead to enhanced livelihoods and improved family well-being.

Moreover, women play pivotal roles in community development, and their empowerment fosters a cycle of positive change, breaking the chains of poverty and nurturing a more equitable and prosperous society.

Empowered women become catalysts for sustainable development, creating a ripple effect that uplifts entire communities.

Also read: Challenges Faced by Women in the Workplace

Women and Empowerment: Relationship

The relationship between women and empowerment is symbiotic and transformative.

Empowering women goes beyond merely addressing gender disparities; it involves fostering an environment where women can exercise control over their lives and make choices that shape their destinies.

Empowerment encompasses various facets, including education, economic independence, healthcare access, and the dismantling of societal stereotypes.

As women gain knowledge and skills, they become catalysts for change within their communities, breaking down barriers and inspiring others.

Empowerment is not a one-size-fits-all concept; it recognizes and respects diverse aspirations and potentials.

When women are empowered, they contribute significantly to societal progress, economic growth, and the overall well-being of communities.

It is a dynamic relationship where the strength and resilience of women fuel the engine of empowerment, creating a positive feedback loop that propels societies toward greater equality, justice, and prosperity.

Ultimately, the relationship between women and empowerment is a cornerstone for building a more inclusive and harmonious world.

Types of Empowerment Women Need!

While everyone discusses women's empowerment, it is crucial to understand the different facets of empowerment.

Here, we discuss the various ways women need to be empowered in rural India.

Also read: Empowering Women: How Indian Companies Support Women

1Educational Empowerment for Women

Providing women with equal access to education is fundamental for empowerment.

This includes ensuring enrollment and addressing factors like retention and quality of education.

Education equips women with knowledge and skills, enabling them to make informed decisions and participate actively in various spheres of life.

2. Economic Empowerment for Women

Facilitating economic opportunities for women is crucial. This involves promoting entrepreneurship, ensuring fair wages, and eliminating workplace discrimination.

Access to financial resources, credit, and vocational training can empower women economically, fostering independence and contributing to overall community development.

Political Empowerment for Women

Encouraging women's political participation is essential for a balanced and representative society.

This includes promoting women's involvement in decision-making processes, ensuring equal representation in political bodies, and addressing barriers that hinder their political engagement.

Also read: Lessons Women Learn Late in Their Career

Healthcare Empowerment for Women

Women's health and well-being are integral components of empowerment. Ensuring access to quality healthcare, and reproductive rights, and addressing maternal and child health issues are vital.

Comprehensive healthcare empowers women to lead healthy lives, pursue opportunities, and contribute actively to their communities.

Social Empowerment for Women

Tackling societal norms and stereotypes is crucial for social empowerment. This involves challenging gender-based discrimination, promoting inclusivity, and fostering a culture that respects and values the contributions of women.

Social empowerment encompasses addressing issues like violence against women and promoting a supportive environment for personal and professional growth.

Empowering women across these dimensions creates a holistic and transformative impact, fostering a society where women can thrive and contribute meaningfully to all aspects of life.

Also read: Career Advice From Indian Women Leaders

How to Empower Women in Rural India?

Empowering women in rural India requires a multi-faceted approach that addresses the various challenges they face. Here are seven steps to empower women in rural India:

Promote Education

This is the need of the hour before all else. The quality of life for women in rural areas can improve significantly with access to good education.

Focus on establishing and maintaining schools in rural areas, ensuring they are accessible and welcoming to girls.

Provide incentives such as scholarships, free textbooks, and meals to encourage enrollment and attendance.

Community awareness campaigns can target parents and local leaders to emphasize the importance of educating girls and breaking cultural barriers that may hinder their access to education.

Enhance Vocational Training

Introduce vocational training programs that align with the needs of rural women. These programs can cover a range of skills, including agricultural techniques, animal husbandry, handicrafts, and small-scale entrepreneurship.

Establish training centers within or near rural communities and collaborate with local industries to create job placement opportunities for women who complete these programs.

Access to Healthcare

Improve healthcare infrastructure in rural areas by building clinics and training local healthcare professionals.

Conduct health awareness campaigns that focus on maternal and child health, family planning, and hygiene.

Mobile healthcare units can reach remote areas, ensuring women have regular access to medical services. Collaborate with non-governmental organizations (NGOs) and local communities to create sustainable healthcare solutions.

Facilitate Economic Opportunities

Encourage women's participation in local markets by organizing training sessions on entrepreneurship, marketing, and financial management.

Establish women's cooperatives to pool resources and share knowledge. Microfinance programs that provide small loans to women, enabling them to start or expand their businesses can be very helpful too.

Support initiatives that connect rural women to larger markets, ensuring fair pricing for their products and services.

Empowering women economically benefits them individually and contributes to their communities' overall economic development.

Also read: Why Gender Equity Matters More Than Equality

Address Land Rights

In many rural areas, women often face challenges in asserting their land rights due to entrenched patriarchal norms.

Advocacy efforts should focus on legal reforms that ensure equal land ownership for women. This includes implementing and enforcing laws guaranteeing women the right to own and inherit land.

Simultaneously, awareness campaigns can educate women about their rights, empowering them to assert their claims.

Land ownership not only provides economic security but also enhances women's decision-making power within their families and communities.

Technology Inclusion

Introducing technology in rural areas can significantly empower women by expanding their access to information, markets, and educational resources.

Initiatives should include providing training programs on digital literacy, introducing mobile applications for agricultural information, and facilitating access to online learning platforms.

Technology can also serve as a tool for financial inclusion, enabling women to access banking services and government schemes more conveniently.

By bridging the digital divide, women in rural areas can become more connected, informed, and economically empowered.

Community Awareness Programs

Cultural norms and stereotypes often hinder women's empowerment in rural India. Community awareness programs play a crucial role in challenging these norms.

Engage with local leaders, influencers, and community members to endorse gender equality and the importance of women's participation in various spheres.

These programs can include workshops, seminars, and media campaigns to foster a more inclusive and supportive community environment.

By changing attitudes and perceptions, these initiatives create a foundation for sustainable empowerment, encouraging communities to recognize and value the contributions of women.

Also read: Economic Empowerment for Women: 10 Ways to Promote it

Conclusion

Incorporating these nuanced strategies alongside the other mentioned steps can create a holistic approach to empower women in rural India, addressing various dimensions of their lives and promoting lasting positive change.

These steps collectively can create a conducive environment for empowering women in rural India, fostering positive change at both individual and community levels.

This International Women’s Day, let’s take a moment to celebrate the incredible strides Indian companies are making toward gender equality. Workplaces are evolving, and forward-thinking policies are empowering women like never before!

From flexible schedules to strong support systems, companies are stepping up to create environments where women can thrive, grow, and succeed. In this blog, we’re diving into some of the most impactful initiatives that are making a real difference.

Join us as we explore how these game-changing policies are shaping a more inclusive, supportive, and inspiring workplace for women across India!

Initiatives for Women provided by companies

Recognizing and supporting the diverse needs of female employees is crucial for creating an inclusive and equitable work environment.

Also read: Challenges Faced by Women in the Workplace

Here are some key policies and benefits that companies in India could consider introducing for female employees:

Equal Pay

Equal pay for women professionals in India is pivotal for fostering workplace fairness. Ensuring that women receive the same remuneration as their men for similar roles promotes gender equality and economic empowerment.

This practice not only recognizes the value of women's contributions but also enhances workplace morale and commitment.

Achieving equal pay reflects a commitment to diversity and inclusion, attracting and retaining top female talent. It contributes to closing the gender pay gap and fostering a more equitable and supportive professional landscape in India.

Overall, equal pay is instrumental in creating a work environment that values and rewards skills and expertise, irrespective of gender, thereby promoting a more balanced and inclusive workforce.

Equal Opportunities

Equal opportunities for women professionals in India are essential for dismantling gender barriers and fostering inclusivity.

Providing equal access to career advancement, promotions, and leadership roles based on merit rather than gender ensures a level playing field. This practice promotes diversity, enriching workplaces with varied perspectives and talents.

Women benefit from enhanced professional growth, breaking through traditional limitations. Equal opportunities create a supportive environment, reducing gender stereotypes and bias.

Organizations that prioritize equal opportunities attract diverse talent, contributing to innovation and better decision-making.

Ultimately, fostering equal opportunities for women in the professional sphere leads to a more equitable, empowered, and dynamic workforce in India.

Many leading companies understand the significance of providing equal opportunities to their employees. We spoke to Sangeeta Shetty, Senior Director, HR of Ascendion, who talks of their ‘WE C.A.R.E’ program that raises awareness about the need for ongoing efforts towards gender equality.

Furthermore, Deepa Narayan, Vice President, Employee Success at Salesforce also added, “Our Equality Groups, what we call our employee resource groups, are central to community, connection, and belonging at Salesforce. With our focus on breaking gender barriers, we are creating a workplace that not only helps women feel included but also helps them thrive.”

Also read: Women Empowerment in Rural India

Flexible Work Arrangements

Flexible work arrangements in India offer women professionals a transformative approach to work, fostering work-life balance and adaptability.

These arrangements, encompassing remote work, flexible hours, and part-time options, empower women to manage their career and personal lives effectively. Beyond individual well-being, flexible policies contribute to talent retention by attracting skilled professionals and tapping into a broader talent pool.

The reduction of commuting stress through remote work enhances productivity and quality of life. Inclusive workplace cultures that acknowledge diverse roles empower women, promoting gender equality.

Additionally, flexible arrangements provide crucial support during life changes, such as pregnancy or family emergencies, ensuring women can navigate various life stages without compromising their professional growth.

Embracing flexibility not only benefits women professionals but also enhances overall workplace dynamics and diversity in India.

Maternity Leave

Maternity leave in India, governed by the Maternity Benefit Act, plays a crucial role in supporting women professionals.

Offering a minimum of 26 weeks (about 6 months) of leaves, ensures new mothers get the time to prioritize their health, bond with their infants, and embrace motherhood. This extended leave fosters breastfeeding and promotes the child's well-being.

Beyond individual benefits, it contributes to the retention of female talent, ensuring professional continuity and sending a positive message about workplace inclusivity.

Legal protection safeguards women from discrimination, fostering workplace equality and gender sensitivity.

Companies that prioritize maternity leave enhance employee morale, loyalty, and societal norms, promoting a more balanced and supportive work environment for women professionals in India.

Deepa Narayan comments, “Our policies include extended Parental Leave, with 26 weeks of paid leave for primary caregivers and 12 weeks for secondary, applicable to all parents, including adoptive and foster parents, ensuring women have substantial support during pivotal family moments.”

Also read: Lessons Women Learn Late in Their Career

Childcare Support

Childcare support is crucial for empowering women professionals in India. Accessible and reliable childcare facilities alleviate the dual burden of work and caregiving, enabling women to pursue their careers without compromise.

This support enhances work-life balance, reducing stress and boosting productivity. It addresses a significant barrier to women's career progression, facilitating their active participation in the workforce.

Employers offering childcare support demonstrate a commitment to gender equality, fostering a diverse and inclusive workplace.

Additionally, it positively impacts retention rates and talent acquisition, as women are more likely to stay and thrive in organizations that recognize and address their caregiving needs.

Overall, childcare support plays a pivotal role in creating an enabling environment for women professionals in India, unlocking their full potential.

For example, companies like InfoEdge are leading with example by offering working professionals access to Creche facilities for their children with proper staff and security in place. This allows the working parents to be at peace and peace but also focus on their respective productivity.

Health and Wellness Programs

Health and wellness programs play a pivotal role in supporting women professionals in India. These initiatives encompass physical and mental well-being, addressing specific health concerns women may face.

Regular health check-ups, fitness programs, and mental health resources contribute to preventive care and stress management.

By prioritizing employee health, organizations enhance productivity, reduce absenteeism, and foster a positive workplace culture. For women, these programs offer targeted support, addressing issues like maternal health, reproductive wellness, and stress-related challenges.

Accessible wellness programs not only contribute to women's overall health and job satisfaction but also underscore an organization's commitment to creating a supportive and inclusive environment, promoting long-term well-being in the professional sphere.

Chhaya Sharma, Head of Human Resources at axio, adds, “We have recently announced a mandatory leave policy wherein employees can plan their leaves in advance and avail the benefit of extended leaves. This prevents them from experiencing burnout at work while also nudging them to pursue their passions or hobbies, travel, spend time with their families, or simply unwind.”

Also read: Career Advice From Best Indian Women Leaders

Professional Development Opportunities

Professional development opportunities are instrumental in empowering women professionals in India.

Access to skill-building, mentorship, and leadership programs enables women to advance their careers, fostering upward mobility. These initiatives address gender disparities by providing tailored support and boosting confidence and competence.

Organizations investing in women's professional growth benefit from a more diverse and skilled workforce, driving innovation and competitiveness. Professional development opportunities also bridge gender gaps in leadership, promoting women's representation in decision-making roles.

By creating an environment that nurtures skills and leadership potential, organizations contribute to breaking barriers, ensuring equal access to growth opportunities, and ultimately strengthening the professional landscape for women in India.

Speaking on the topic, Sangeeta Shetty , introduced their Leadership development with WLAB (Women’s Leadership Advisory Board) which mentors high-potential women to help them advance in their careers.

She further said, “Gender diverse leadership and workforce is more likely to introduce innovative products and services – as they bring varied perspectives and foster innovation. Women leaders excel in collaboration. Donning several hats inherently, women are excellent leaders and people managers, naturally. Their inclusive approach can lead to more comprehensive solutions.”

Anti-Harassment Policies

Anti-harassment policies are crucial safeguards for women professionals in India. These policies establish a zero-tolerance stance against harassment, creating a safe and respectful work environment.

By clearly defining unacceptable behavior and outlining reporting mechanisms, these policies empower women to speak up without fear of retaliation. Implementation fosters a culture of accountability and deters harassment, promoting overall workplace well-being.

Women benefit from increased confidence, job satisfaction, and a sense of security. Moreover, organizations with robust anti-harassment measures attract and retain diverse talent, enhancing their reputation and ensuring compliance with legal requirements.

Anti-harassment policies are indispensable tools that protect and empower women professionals while fostering a healthy and inclusive workplace in India.

Also read: Economic Empowerment for Women: 10 Ways to Promote it

Diversity and Inclusion Initiatives

Diversity and inclusion initiatives are transformative for women professionals in India. These initiatives cultivate a workplace that values varied perspectives, skills, and backgrounds.

By addressing gender disparities, organizations create equal opportunities for women, fostering career advancement and leadership roles. Inclusive workplaces enhance job satisfaction, productivity, and innovation.

Women benefit from a supportive environment that recognizes and appreciates their contributions, enabling them to thrive professionally. Diverse teams also lead to better decision-making and problem-solving.

Overall, diversity and inclusion initiatives not only empower women professionals but contribute to a more dynamic and competitive business landscape in India, promoting equity and fostering a culture of acceptance and respect.

On the topic of inclusivity, Deepa Narayan adds, “Our Gender Affirmation Support Policy provides financial aid and leave for gender-affirming procedures, promoting inclusivity for all women, including those who are transgender or non-binary.”

She further explains, “We understand we have a long way to go, we’ve introduced a new multi-year global gender goal to reach 40% women-identifying and non-binary employees globally by the end of 2026.

Each year we also set representation goals tied to our environmental, social, and governance (ESG) priorities. Last year, we began tying a portion of executive compensation to reaching these goals, which focus on driving greater women’s and URM representation.

We are designing inclusive processes and policies to better support and retain our underrepresented employees.”

Career Restart Programs

Career restart programs are instrumental for women professionals in India seeking to re-enter the workforce after a hiatus. These initiatives provide a structured pathway for reskilling, mentorship, and gradual reintegration.

By addressing gaps in employment, they facilitate a smoother return, boosting women's confidence and competence.

Organizations offering career restart programs benefit from a diverse talent pool, harnessing the skills and experiences of returning professionals.

This approach not only counters career breaks but also contributes to gender diversity in the workplace.

Ultimately, career restart programs empower women, fostering their continued professional growth and ensuring a more inclusive and resilient workforce in India.

To this Sangeeta Shetty of Ascendion stated,  “We hire women from Tier-2 and Tier-3 cities and those with a career break, to build an inclusive environment and provide equal opportunities in the corporate world. Hiring women brings a wider range of viewpoints, leading to more creative solutions and better decision-making for the company.”

Companies like Salesforce also introduced programs like Return to Work, designed to assist women in re-entering the workforce after career breaks.

Deepa Narayan proudly shared, “Since its launch, the program has empowered over 100 women.”

Workplace Safety Measures

Workplace safety measures are critical for ensuring a secure environment for women professionals in India. These measures encompass physical safety, cybersecurity, and protocols addressing harassment.

Enhanced safety promotes a sense of well-being and confidence, positively impacting job satisfaction and productivity. Women benefit from a workplace culture that prioritizes their security, enabling them to focus on their roles without concerns for personal safety.

Implementing comprehensive safety measures also aligns with legal requirements, safeguarding organizations from potential liabilities.

Ultimately, creating a safe workplace fosters trust reduces turnover, and attracts top talent, contributing to a resilient and inclusive professional ecosystem for women in India.

Employee Assistance Programs

Employee Assistance Programs (EAPs) are invaluable for women professionals in India, providing confidential resources for mental health, counseling, and personal support.

These programs offer a proactive approach to addressing stress, work-life balance, and emotional well-being.

Women benefit from access to professional guidance, reducing the impact of personal challenges on their professional lives.

EAPs contribute to a positive workplace culture by prioritizing employee mental health, increasing job satisfaction, and reducing absenteeism.

By fostering a supportive environment, EAPs enhance productivity and contribute to the overall resilience and success of women professionals in India.

Chhaya Sharma of axio, said,  “At axio, we are deeply committed to gender equality, offering equal opportunities and a secure work environment for all employees. All our policies are designed to create an environment of equality in the organization.

With regard to policies specifically for women, we support pregnant employees through initiatives such as cab allowances, work-from-home benefits, and a six-month maternity leave policy. We also offer paternity leave of one month.

Additionally, we offer tailored programs aimed at promoting financial independence, health, and safety, catering to the diverse needs of women in our workforce. Our upskilling programs are available to all our employees, but we have noticed that these have especially helped the women employees to build clear growth paths for their careers.”

In conclusion, the commitment of Indian companies to elevate and empower women in the workforce is commendable.

By implementing progressive policies, they are not only bridging gender gaps but also fostering environments where female professionals can thrive.

As we commemorate Women's Day, let's celebrate these initiatives, recognizing their pivotal role in shaping a more equitable and promising professional landscape.

Table of Content

1. Pay Disparity
2. Sexual harassment
3. Pregnancy discrimination
4. Imposter syndrome
5. Lack of equal opportunities
6. Difficult to overcome Career gap/ Rejoining the workforce
7. Ignorance and lack of sensitivity
8. Being asked the wrong questions in interviews

Is the Workplace Really Equal for Women?

You work hard, aim for growth, and want a better life - just like everyone else. But as a woman in the corporate world, does success come as easily as it should?

After years of fighting patriarchy, women have carved a space for themselves in the workplace. But beneath the surface, challenges still persist. Balancing career and personal life, breaking glass ceilings, and dealing with workplace biases—these struggles are real.

Laws exist to ensure safety and equality, but are they enough? Many women still face hurdles that slow them down.

With International Women’s Day around the corner, let’s shed light on the challenges women continue to face at work today.

Pay Disparity

Gender disparity indicates the difference in pay between men and women in the workforce.

Civilsdaily noted that India has the highest gender pay gap.

While the World Inequality Report of 2022 noted that men earn 82% of the labor income while women earn 18% of it.

This has been confirmed by the  World Economic Forum's Global Gender Gap Reports of 2022, which places India at 135 out of 146 nations  in terms of gender disparity.

This indicates that there is a pressing need for comprehensive measures to bridge the gap and create a more equitable working environment for women.

Steps Towards Equality

Equal Pay Advocacy: Organizations and policymakers must prioritize advocating for equal pay, ensuring that women receive remuneration commensurate with their skills and contributions.

Transparent Salary Policies: Companies should adopt transparent salary policies that clearly outline the criteria for determining salaries. This can help eliminate biases and ensure fairness in compensation.

Skill Development Initiatives: Encouraging skill development initiatives for women in the workforce can empower them to take on higher-paying roles, narrowing the pay gap over time.

Promoting Women in Leadership: Breaking the glass ceiling requires a concerted effort to promote women into leadership positions. This not only addresses pay disparity but also fosters a more inclusive work culture.

Also read: Empowering Women: How Indian Companies Support Women

Sexual harassment

The #MeToo movement brought to notice the horrifying episodes of sexual violence, harassment, and abuse across professional spheres.

Harassment doesn’t always have to be purely sexual. Unwelcome remarks, comments about a person's appearance or clothing, vulgar gestures, or even incessant staring are forms of harassment, that make for a hostile or intimidating work environment.

Despite the 2013 Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act in place, a data analysis compiled by Complykaro.com, an anti-sexual harassment advisory witnessed a rise in workplace sexual harassment complaints by 27% in March 2022.

Now, despite all the laws in place, Regrettably, victim blaming remains pervasive, contributing to a climate where perpetrators often face minimal consequences, while victims/survivors grapple with compromised careers. This perpetuates a cycle where many incidents of sexual harassment go unreported, leading female employees to make the drastic decision of switching organizations to escape the toxic environment.

Towards a Safer Workplace Culture

Strengthening Legal Enforcement: While legislative frameworks exist, there's a need to reinforce their implementation to ensure swift and stringent action against perpetrators.

Fostering Supportive Workplaces: Companies must prioritize creating a culture that not only condemns harassment but also provides support mechanisms for victims. This includes confidential reporting channels and counseling services.

Educational Initiatives: Promoting awareness and education about different forms of harassment is crucial. Training programs can empower employees to identify, report, and prevent incidents effectively.

Challenging Stereotypes: Addressing the root causes of harassment involves challenging gender stereotypes and fostering a workplace culture that values diversity, equality, and respect.

Also read: Women Empowerment in Rural India

Pregnancy discrimination

The Maternity Benefit Act, Sec. 5(3), stands as a beacon of progress, mandating a minimum of 14 weeks of paid leave for new mothers. However, despite this legal safeguard, the intersection of pregnancy and career advancement remains a challenge for women.

Women continue to grapple with apprehension about starting a family due to the adverse impact it can have on their professional trajectories.

Regrettably, the workplace is not always a sanctuary during this transformative period. Unfair treatment manifests through stereotypes, intrusive comments, and, notably, a dearth of relevant projects being assigned to expectant or new mothers.

Overcoming Stereotypes and Biases

Combatting Stereotypes: It's imperative to challenge and dismantle stereotypes that pigeonhole women into predefined roles based on their family planning choices. A woman's decision to start a family should not limit her career aspirations.

Fostering Inclusive Work Cultures: Companies must actively work towards fostering inclusive environments that embrace diversity, recognizing that employees have multifaceted lives that contribute to their professional identities.

Embracing Equality in Project Assignments
Project Allocation Equity: Ensuring that expectant or new mothers are not sidelined when it comes to project assignments is crucial. Equality in opportunities fosters an environment where career growth is not hindered by family planning decisions.

Flexible Work Arrangements: Empowering women with flexible work arrangements during and after pregnancy can help maintain a balance between professional responsibilities and personal life.

Also read: Lessons Women Learn Late in Their Career

Imposter syndrome

Let's first understand what is imposter syndrome, it is a self-doubting tendency that leads an individual to feel skeptical and underserving of their accomplishments.

A  2020 KPMG study  revealed that almost 75% of female executives across industries have faced imposter syndrome. While almost 47% of female executives were in disbelief about reaching their level of success.

Research indicates that imposter syndrome disproportionately affects female professionals when compared to their male counterparts. Societal pressures, cultural expectations, and prevailing gender stereotypes contribute to this phenomenon. Women often find themselves more hesitant to acknowledge their accomplishments and may downplay their abilities due to these external factors.

Breaking Free from Societal Constraints

Promoting Confidence Building: Companies should actively invest in programs that promote confidence building among female employees. Mentorship programs, leadership training, and networking opportunities can play a crucial role in fostering self-assurance.

Challenging Gender Stereotypes: Addressing and challenging gender stereotypes is pivotal in creating a workplace where individuals are evaluated based on their skills and contributions rather than conforming to preconceived notions.

Bridging the Confidence Gap

Encouraging Job Applications: Women often feel more apprehensive about applying for positions, even when they meet most requirements. Cultivating a culture that encourages and supports women in pursuing opportunities will help bridge the confidence gap.

Mentorship and Peer Support: Establishing mentorship programs and peer support networks can provide a valuable resource for women to navigate professional challenges. Having mentors who have faced and overcome imposter syndrome can be particularly beneficial.

Also read: Career Advice From 15+ Indian Women Leaders

Lack of equal opportunities

In many organizations, men still are apprehensive about having a female boss. Women are still underrepresented at every level, especially in managerial and C-suite roles.

Deloitte Global's Women in Boardroom report of 2022  stated that an average of 19.7% of board seats are held by women globally while in India, only 3.6% of women hold the boards' chairs.

Overcoming Biases in Leadership

Addressing Unconscious Bias: Organizations need to actively address unconscious biases that contribute to the reluctance of accepting female leaders. Training programs and awareness initiatives can play a crucial role in dismantling ingrained stereotypes.

Promoting Diversity and Inclusion: It's essential for companies to not only promote gender diversity but also ensure an inclusive environment where women are given equal opportunities to thrive in leadership roles.

The Power of Mentorship and Role Models

Establishing Mentorship Programs: Mentorship programs can provide invaluable support to aspiring female leaders. Having successful women leaders as mentors can offer guidance and inspiration, helping others navigate their professional journeys.

Showcasing Success Stories: Highlighting success stories of women in leadership positions within the organization can serve as powerful motivators. Visibility of accomplished female leaders can challenge stereotypes and inspire the next generation of women leaders.

Difficult to overcome Career gap/ Rejoining the workforce

Getting back on the workforce wagon can be challenging for all, the lengthier the unemployment period, the more severe the penalty becomes. Economists have termed it as 'Unemployment scarring'.

However, Payscale's sheds light on a concerning reality – the penalty for extended unemployment is disproportionately greater for women compared to men. Even when all factors are held constant, the controlled pay gap widens based on the duration of an unemployed candidate's job search.

Also read: Economic Empowerment for Women: 10 Ways to Promote it

Overcoming Gender-Based Penalties

Advocating for Inclusive Hiring Practices: Companies must actively work towards adopting inclusive hiring practices that recognize the skills and experiences individuals bring, irrespective of their gender or the length of their career break.

Supporting Return-to-Work Programs: Organizations can implement return-to-work programs specifically designed to ease the transition for individuals reentering the workforce. These programs can provide training, mentorship, and resources to help bridge the gap.

Closing the Gender Pay Gap in Reentry

Transparent Pay Policies: Companies should ensure transparency in pay policies, particularly when considering candidates returning from a career break. Clear guidelines on how prior experience and skills are valued can contribute to fair compensation.

Flexible Work Arrangements: Embracing flexible work arrangements can facilitate a smoother reentry process, allowing individuals to balance professional commitments with other responsibilities they may have.

Ignorance and lack of sensitivity

There is so little discussed related to female health that most men in our society are unaware of the pain most women undergo during their menstrual cycle. Hence, the snide comments like, "Why are you so cranky? Is it that time of the month?" and the likes.

Many men, even today, pass such comments when their female colleagues present their opinion. These remarks not only showcase a lack of understanding but also contribute to a culture of disregard for women's experiences.

Challenging Stereotypes and Fostering Empathy

Educational Initiatives: It's crucial to initiate educational programs that shed light on female health, including the physical and emotional aspects of menstrual cycles. This can help bridge the knowledge gap and foster empathy in the workplace.

Open Conversations: Encouraging open conversations about women's health can contribute to a more inclusive environment. Breaking the silence around these topics helps dismantle the stigma and dispel misconceptions.

Also read: Women's Work: The Unfiltered Truth

Empowering Women to Speak Up

Promoting Confidence: Organizations should actively work towards promoting confidence among female employees. This includes creating a supportive culture where individuals feel empowered to express their opinions without fear of judgment based on stereotypes.

Zero Tolerance for Inappropriate Comments: Establishing a zero-tolerance policy for inappropriate comments ensures that the workplace remains a respectful and inclusive space. Consistent enforcement of such policies sends a clear message that belittling comments will not be tolerated.

Being asked the wrong questions in interviews

Imagine walking into an interview and being asked, “Are you planning to get married?”, “Do you plan on starting a family in the next year?”, “Why are your social media handles private?”, “Would you need a long vacation anytime in the upcoming 6 months?”, etc.

If this sounds bizarre to you, you have been lucky, because this is the reality for many women jobseekers. These are some of the most inappropriate yet commonly asked questions.

These are a woman's personal choices, and discussing this with a stranger is uncomfortable and unwanted. Unfortunately, for many women jobseekers, this isn't a hypothetical scenario – it's a stark reality.

Eradicating Invasive Interview Practices

Promoting Inclusive Hiring: Organizations need to actively promote inclusive hiring practices that focus on an individual's qualifications, skills, and experiences rather than their personal life choices.

Educating Interviewers: Training interviewers to refrain from asking intrusive questions is crucial. Workshops and guidelines can help create awareness about inappropriate queries and encourage a more respectful hiring process.

Acknowledging Personal Boundaries

Empowering Candidates: Jobseekers, irrespective of their gender, should feel empowered to set boundaries during interviews. Companies can contribute to this by creating an environment where candidates are comfortable expressing discomfort with inappropriate questions.

Establishing Standardized Interview Protocols: Implementing standardized interview protocols that strictly prohibit invasive inquiries helps ensure a fair and respectful hiring process for everyone.

Conclusion

Be the change you want to see in others. It has been seen innumerable times that women face the heat for speaking up against the miscreants, but don’t step back.

It can feel intimidating once you start but be confident. Know that your decision to voice against the wrong will not just clear your conscience but also encourage other women working in your organization to come out and speak up.

Here’s wishing more power and success to the amazing ladies in the workforce!

FAQs

What are the challenges faced by working women?
Working women often encounter gender-based biases, unequal pay, and limited advancement opportunities compared to their male counterparts. Additionally, balancing work and family responsibilities poses a significant challenge, especially given societal expectations and inadequate parental leave policies.

What is an issue that women face in the workplace?
Sexual harassment remains a significant issue for women in the workplace. Despite increased awareness and stricter laws, many women still report experiencing unwanted advances and hostile work environments, which can hinder their career progression and mental health.

What challenges do you face as a woman?
As a woman, challenges can range from societal pressures to conform to traditional roles, to experiencing discrimination and reduced opportunities in professional settings. Issues such as maintaining work-life balance, securing leadership roles, and overcoming gender pay gaps are prevalent.

What are the problems faced by women today?
Today, women face a myriad of problems including violence, reproductive rights restrictions, and persistent inequality in the workforce. Challenges like access to education and healthcare, political representation, and cultural biases also remain significant hurdles that affect their daily lives and future opportunities.

Table of content

1. What is Economic Empowerment?
2. What is the Importance of Economic Empowerment for Women?
3. What are the Economic Challenges Faced by Women?
4. How Can Companies Promote Economic Empowerment for Women in the Workplace?

Women's empowerment is one of the most crucial things that we as a society are trying to achieve today.

Various efforts and initiatives are planned to ensure that women get a chance at equal and equitable opportunities.

However, empowerment for women has several facets. In this article, we focus on economic empowerment for women and attempt to understand how we can best enable it.

By definition, women's economic empowerment allows them to be an equal part of existing markets and provides them with decent work options, the ability to control their time and resources, and the ability to participate in crucial economic decisions.

Let us take a closer look at this!

What is Economic Empowerment?

Economic empowerment refers to the process of enabling individuals or communities to have greater control over their economic circumstances, thereby enhancing their ability to make choices and improve their well-being.

It involves providing access to resources, opportunities, and skills necessary for economic success, particularly for marginalized or disadvantaged groups.

This empowerment can take various forms, such as access to education and training, financial services like credit and savings accounts, entrepreneurship support, employment opportunities, and equitable participation in economic decision-making processes.

By empowering individuals economically, they can break free from cycles of poverty, discrimination, and dependence, and become active contributors to economic growth and development.

Moreover, economic empowerment often leads to greater gender equality, as it enables women to access resources and participate fully in economic activities, thereby challenging traditional gender roles and norms.

Ultimately, economic empowerment is crucial for fostering inclusive and sustainable development, as it enables individuals and communities to harness their potential and actively shape their economic futures.

Also read: Career Advice From 15+ Indian Women Leaders

What is the Importance of Economic Empowerment for Women?

Economic empowerment is important for women for several reasons:

1. Gender Equality: Economic empowerment enables women to have equal access to resources, opportunities, and decision-making power, thus promoting gender equality. This is not only a matter of social justice but also essential for sustainable development and economic growth.
2. Poverty Alleviation: Women make up a significant portion of the world's poor, and empowering them economically can help alleviate poverty. When women have access to education, employment, and financial resources, they can lift themselves and their families out of poverty.
3. Health and Well-being: Economic empowerment allows women to have better access to healthcare, nutrition, and sanitation facilities for themselves and their families. This leads to improved health outcomes, reduced mortality rates, and overall better well-being.
4. Education and Skill Development: Economic empowerment often involves providing women with education and skill development opportunities. When women are educated and skilled, they are better equipped to participate in the workforce, start businesses, and contribute to economic growth.
5. Social and Political Participation: Economic empowerment can also empower women socially and politically. When women are economically independent, they are more likely to participate in decision-making processes at home, in their communities, and in society at large, leading to more inclusive and representative governance structures.
6. Breaking Gender Norms and Stereotypes: Economic empowerment challenges traditional gender roles and stereotypes by demonstrating the capabilities and potential of women in various fields. This can lead to broader societal shifts towards more gender-inclusive attitudes and practices.

In essence, economic empowerment for women is not only a matter of individual rights but also a catalyst for achieving broader social, economic, and political goals related to gender equality and sustainable development.

Also read: Lessons Women Learn Late in Their Career

What are the Economic Challenges Faced by Women?

Women face a multitude of economic challenges, many of which stem from historical and systemic inequalities. Some prominent challenges that limit women's growth include:

1. Gender Pay Gap: Women, on average, earn less than men for performing the same work or work of equal value. This gender pay gap persists across various sectors and occupations, contributing to lower lifetime earnings for women.
2. Limited Access to Education: In many parts of the world, girls have less access to education compared to boys. This limits their opportunities for skill development and higher-paying jobs, perpetuating economic disparities.
3. Unequal Employment Opportunities: Women often face discrimination in the labor market, including limited access to certain industries or leadership positions. This can result in segregated labor markets where women are concentrated in low-wage and informal sectors.
4. Unpaid Care Work: Women disproportionately bear the burden of unpaid care work, such as childcare, eldercare, and household chores. This limits their ability to participate fully in the formal economy and pursue educational or career opportunities.
5. Lack of Access to Financial Services: Women, especially in developing countries, often have limited access to financial services like credit, savings accounts, and insurance. This hinders their ability to start businesses, invest, or save for the future.
6. Legal and Institutional Barriers: Discriminatory laws and institutional practices can impede women's economic participation. These may include restrictions on property ownership, inheritance rights, and employment regulations that disadvantage women.
7. Gender-based Violence: Women who experience gender-based violence may face economic consequences, such as job loss, decreased productivity, and increased healthcare costs. This can further exacerbate financial instability and limit economic opportunities.

Addressing these economic challenges requires comprehensive strategies that tackle the root causes of gender inequality, including promoting equal pay, improving access to education and training, enhancing women's participation in decision-making processes, and implementing supportive policies and programs to mitigate the impact of unpaid care work.

Also read: 7 Ways to Empower Women in Rural India

How Can Companies Promote Economic Empowerment for Women in the Workplace?

Promoting gender equality in the workplace encompasses a range of initiatives and policies aimed at fostering a more inclusive and equitable environment. Some key strategies include:

Equal Pay Policies: Implementing policies and practices to ensure equal pay for equal work, regardless of gender. This involves conducting regular pay audits, addressing any discrepancies, and establishing transparent salary structures.

Diverse Recruitment and Hiring Practices: Actively recruiting and hiring women at all levels of the organization, including leadership positions. Employers can implement diverse recruitment strategies, such as blind resume screening and targeted outreach to underrepresented groups.

Flexible Work Arrangements: Offering flexible work arrangements, such as remote work options, flexible hours, and job-sharing arrangements, to accommodate employees' diverse needs and responsibilities outside of work.

Leadership Development and Mentorship Programs: Providing leadership development programs and mentorship opportunities specifically tailored to women to support their career advancement within the organization.

Anti-discrimination and Harassment Policies: Establishing and enforcing policies that prohibit discrimination, harassment, and bias in the workplace, with clear procedures for reporting and addressing complaints.

Parental Leave and Family Support Policies: Offering parental leave policies that provide equitable benefits to both mothers and fathers, as well as support programs for employees balancing work and caregiving responsibilities.

Also read: Challenges Faced by Women in the Workplace

Training and Awareness Programs: Providing training and awareness programs on unconscious bias, diversity, and inclusion to help employees recognize and address biases in the workplace.

Employee Resource Groups: Establishing employee resource groups or affinity groups for women and other underrepresented groups to provide networking opportunities, support, and advocacy within the organization.

Supplier Diversity Initiatives: Implementing supplier diversity initiatives to support women-owned businesses and promote economic opportunities for women entrepreneurs.

Regular Monitoring and Reporting: Regularly monitoring and reporting on key diversity and inclusion metrics, such as representation, pay equity, and promotion rates, to track progress and identify areas for improvement.

By implementing these strategies, organizations can create more inclusive and equitable workplaces where all employees have the opportunity to thrive and succeed, regardless of gender.

FAQs

1. What is economic empowerment?
   
   Economic empowerment refers to the process of enabling individuals or communities to have greater control over their economic circumstances. This involves providing access to resources, opportunities, and skills necessary for economic success, particularly for marginalized or disadvantaged groups.
2. Why is economic empowerment important?
   
   Economic empowerment is important because it allows individuals and communities to break free from cycles of poverty, discrimination, and dependence.
   
   It promotes self-sufficiency, increases access to opportunities, and fosters inclusive development, ultimately leading to improved well-being and quality of life.
3. How can economic empowerment benefit women?
   
   Economic empowerment for women can lead to greater gender equality by providing them with equal access to resources, opportunities, and decision-making power.
   
   It can alleviate poverty, improve health and education outcomes, challenge gender norms and stereotypes, and promote social and political participation.
   
   Also read: Women at Work: The Unfiltered Truth
4. What are some barriers to economic empowerment?
   
   Some barriers to economic empowerment include gender discrimination, unequal access to education and employment opportunities, lack of access to financial services, cultural and societal norms, legal and institutional barriers, and limited access to childcare and family support services.
5. What can individuals and organizations do to promote economic empowerment?
   
   Individuals and organizations can promote economic empowerment by advocating for policies that promote gender equality and inclusive development, supporting education and skill development initiatives, providing access to financial services and entrepreneurship support, promoting diversity and inclusion in the workplace, and supporting initiatives that address systemic barriers to economic empowerment.

A report by Naukri curated for International Women's Day 2026

At Naukri, we believe in cutting through the noise. So we posed 9 questions to 70,000+ women professionals across 50+ cities, regarding different aspects of their corporate lives.

The answers might surprise you!

BREAKING THE MYTHS

Also read: Challenges Faced by Women in the Workplace

What is the #1 policy women professionals seek at the workplace?

Menstrual Leave Tops the List

34% of women professionals voted for menstrual leave as their #1 workplace policy request, followed by childcare support (27%).

Nearly half of early-career professionals (0-3 years) consider menstrual leave non-negotiable, with Bangalore (20%) and Mumbai (13%) leading this demand.

REALITY CHECK: While companies like Zomato and Swiggy have pioneered menstrual leave policies, 75% of women professionals report their workplaces still don't support it.

NEWS SPOTLIGHT: In 2023, Spain became the first European country to approve a nationwide menstrual leave policy, offering three paid days off per month for women professionals with severe period pain. The question is: Will Indian companies follow suit?

Also read: Empowering Women: How Indian Companies Support Women

Do women professionals feel encouraged to pursue leadership roles in their organizations?

The Good News: Women Professionals Want to Lead

A decisive 66% of women professionals feel encouraged to pursue leadership roles in their organizations.

Industry Champions:

• IT: 66%
• Banking & Financial Services: 65%
• FMCG: 57%

The Roadblock: Work-Life Imbalance

What's holding women professionals back? It's not lack of ambition
44% fear work-life imbalance

• 35% struggle with unclear or biased promotions
• 14% say leadership programs are too limited
• 7% cite a lack of visible role models

INSIGHT: The fear of work-life imbalance peaks among professionals with 5-10 years of experience (45%), precisely when many women professionals also balance family responsibilities.

CORPORATE SPOTLIGHT: Companies like Accenture and Deloitte have implemented "return to work" programs specifically designed for women professionals resuming careers after breaks, with flexible hours and phased transitions.

Also read: 7 Ways to Empower Women in Rural India

Do women professionals feel there is pay parity between men and women in their organisation?

As salaries rise, so do doubts

The higher women professionals  climb on the salary ladder, the more they question pay equity:

• At 2-5 LPA: Only 11% perceive a gender pay gap
• At 50 LPA-1 Cr: 26% perceive inequality

Cities Where Pay Gaps Feel Widest:

1. Mumbai: 28%
2. Delhi: 27%
3. Bangalore: 24%

Industries With Perceived Pay Disparities:

• Banking & Financial Services: 23%
• IT: 20%
• FMCG: 20%

THE HARD TRUTH: Nearly 1 in 4 women professionals believe equal pay remains a distant dream, regardless of their industry or experience level.

GLOBAL INSIGHT: Iceland, consistently ranked #1 for gender equality, has made it illegal for companies to pay men more than women professionals for the same job.

Also read: Lessons Women Learn Late in Their Career

What improves women professionals’ work-life balance?

The Hybrid Work Model is here to stay..

While tech giants like Amazon and Dell have pushed for 5-day office mandates, 1 in 2 women professionals say hybrid or remote work options would most improve their work-life balance.

Industry Insights:

• In IT & BPO: Over 50% prioritize flexible work arrangements in comparison with other initiatives like childcare and mental health support.
• In Education & Pharma: Over 20% seek better mental health support

CORPORATE SPOTLIGHT: Companies like Microsoft and Citigroup have embraced permanent hybrid models, recognizing flexibility as a competitive advantage in attracting and retaining female talent.

Also read: Career Advice From 15+ Indian Women Leaders

BOLD INITIATIVES FOR GENDER EQUITY

We asked women professionals, if they could suggest one bold initiative for gender equity, what would that be?

Overall Priorities:

• 60% push for 50:50 leadership representation
• 20% advocate for gender-neutral parental leave
• 20% demand internal pay benchmarking

Priorities shift with experience:

• 75% of freshers (0-2 years) want equal leadership representation
• 29% of senior professionals (15+ years) demand pay transparency

City-Specific Demands

CORPORATE SPOTLIGHT: Netflix offers unlimited parental leave for the first year after a child's birth or adoption, available to both mothers and fathers—recognizing that caregiving isn't just a woman's responsibility.

Also read: Economic Empowerment for Women: 10 Ways to Promote it

What do women professionals want from their male colleagues?

Different career stages require different forms of support:

• Early-career women professionals  (0-5 years): 82% want respectful mentorship without bias
• 86% need male allies to advocate for their leadership advancement

Industry Focus:

• IT: 35%
• Banking & Financial Services: 34% seek respectful mentorship from male leaders

REALITY CHECK: True allyship isn't just about avoiding harassment; it's about active advocacy, making space in meetings, amplifying women professionals’ voices, and sharing credit for ideas.

What is the biggest challenge that women professionals from diverse backgrounds face?

Women professionals from different regions, ethnicities, and backgrounds face compounded barriers:

1 in 3 (33%) say bias in hiring and promotions is their biggest challenge, with leadership opportunities feeling out of reach.

Other challenges include inequality in pay (19%), Lack of leadership opportunities (35%), and limited mentorship (13%).

PERSPECTIVE: Intersectionality matters. Women professionals don't experience the workplace as just women, but as women of particular backgrounds, regions, languages, and identities—each adding unique layers to their professional journey.

CONCLUSION:

The real question isn't what women professionals want at work - it's whether organizations are ready to deliver!

Table of Content

1. What is the #Great Breakup?
2. Reasons Behind the Great Break Up
3. How can we shift the narrative?

The Indian workplace has always been complicated due to gender, caste, and other factors. Women have had to fight for something as basic as the right to work, leaves, equal pay, and opportunities.

Yet, we have made it to most sectors- from corporate to military positions, starting our own companies and start-up businesses; in short, women seem to have made it!

But the reality is far from it. While it seems that women have it all within the workplace, there is a constant debate around pay and gender disparity, harassment, and discrimination.

Also read: Inspire Inclusion - Meaning & Importance of International Women’s Day

Beneath the surface of equality, there seems to be another layer where women are finding more barriers and hurdles when compared to men.

Hence, women have decided to break up with their jobs, positions, and sometimes, their fields, giving the movement a collective term – the Great Breakup!

On this International Women’s Day, this blog deep dives into this recent phenomenon, the reasons behind it, and the potential ways to shift the narrative for women in the workplace.

What is the #Great Breakup?

As women achieve equality in various fields globally, the world has seen a steep increase in the number of women climbing the ladder to the top positions within corporate and public workplaces.

However, women leaders and employees have recently been stepping down from their jobs and quitting the fields in large numbers.

Also read: Career Advice From 15+ Indian Women Leaders

As per a  study by Forbes,

Women leaders are just as likely as their male counterparts to aspire to senior-level roles; however, they often experience microaggressions that undermine their authority. These behaviors send a powerful signal that advancement will be harder. So, they walk.

Reasons Behind the Great Break Up

Women have faced countless barriers and hurdles in workplaces, but some obstacles are harder to cross and overturn. While being given equal access to opportunities at the entry level, women face discrimination and devaluation further on the ladder to better positions and promotional opportunities.

As per a quote from the Women in the Workplace report 2022 ,

They’re (women) more likely to experience belittling microaggressions, such as having their judgment questioned or being mistaken for someone more junior.

They’re doing more to support employee well-being and foster inclusion, but this critical work is spreading them thin and going mostly unrewarded.

But is inequality the only reason behind this movement? Sadly, the answer is no! Here are some other reasons for the Great Breakup:

Also read: Lessons Women Learn Late in Their Career

Barriers to promotions

Despite several opportunities at entry-level positions and jobs, we see an unfair representation of women at leadership levels.

One of the reasons for this is the constant judgment and stigma around roles women play like motherhood, and marriage, leading to them getting passed over for promotions and raises.

Club it with the lack of trust in women’s work ethic, qualifications, and efficiency, and it is a perfect match.

The  ‘Women in Workplace’ report quotes,

For every 100 men who are promoted from entry-level to a manager, only 87 women are promoted, and only 82 women of color are promoted.

As a result, men significantly outnumber women at the manager level, and women can never catch up.

Women who reach leadership levels and have directorial roles within companies do significantly more work than their male counterparts.

Also read: 7 Ways to Empower Women in Rural India

Unpaid and unrecognized work

While doing their jobs, women at managerial levels are expected to do a lot of ED&I work [Equality, Diversity, and Inclusivity], which is often unpaid and unrecognized.

However, the extra amount of work creates higher chances of burnout and impacts the work-life balance for women.

Changes in expectations

Women want to advance in their careers and aspire to have senior and leadership roles in companies.

Getting these positions and promotions is comparatively difficult for women, as they are judged against more strenuous expectations of performance and workload.

Women desire better conditions of working, which promise the fulfillment of their aspirations and put them in leadership roles and positions.

Women-led companies and start-ups are shaping more inclusive and diverse work cultures, prioritizing empowerment and growth.

While these reasons sufficiently help us understand the urgency behind the Great Breakup, women leaders leaving companies represents a loss of representation and visibility.

The gap between the number of men and women leaders is increasing, and workplaces need to create better and more fulfilling spaces for women.

Let us look at some ways we can shift the narrative and create better futures for women in the workplace:

Also read: Empowering Women: How Indian Companies Support Women

How can we shift the narrative?

Here's how the narrative around the Great Breakup can be changed:

Creating an equal and equitable workplace

Promotional barriers keep women from achieving their goals and aspirations.

Due to a lack of advancement and promotion opportunities, women look for alternative fields that hold more promise for these opportunities.

Regular employee feedback can help companies improve while keeping specific needs in mind and making a significant impact.

Commitment to well-being and balance

Companies must prioritize employee well-being and support balance to avoid burnout and create uplifting and empowering workplaces.

Companies should also invest more in networking and social spaces to foster employee well-being and camaraderie.

Also, companies need to establish well-rounded support systems to level the playing field for women.

Also read: Challenges Faced by Women in the Workplace

Providing accessibility and flexibility

According to the HBR report, women typically report that they want to work fully or remotely at levels about 10% above men.

women gravitate towards hybrid and remote working options because they provide a respite from biases and a better work-life balance.

Avoiding commutes saves time for housework and other activities that continue to fall on women's shoulders.

Furthermore, recognizing health issues and disabilities and providing better provisions for women can help them work in a safe and inclusive environment.

As per a report by women in workplace,

working at home can help women with disabilities be healthier and more productive since it’s easier to manage mobility issues, chronic pain, and mental health conditions when you have more control over your work environment.

Also read: Economic Empowerment for Women: 10 Ways to Promote it

Conclusion

On this International Women's Day, employees, managers, and leaders can seize the opportunity to create more welcoming, inclusive, and safe workplaces for women.

Encourage hybrid and remote work options for women, with plenty of opportunities for advancement and promotion. Increasing access of women to entry-level positions is no longer enough.

Breaking the glass ceiling alone is not enough. The idea is to encourage all women to realize their potential and reach the top of their careers to achieve their goals!

Also read: Women's Work: The Unfiltered Truth

Table Of Content

1. What is Equity?
2. Why do we need to #EmbraceEquity?
3. Difference between Equality and Equity?
4. How to #EmbraceEquity?

Gender disparity has always been an issue in our society. But with time, we have all made collective and conscious efforts to establish equality. To celebrate the spirit of equality and womanhood, we observe International Women’s Day on 8th March globally.

After years of constant struggle, some women have emerged as leaders and made their mark but most are still fighting for equal rights. Those close to success often have to cross several bridges before getting their due.

As we strive to build a world free from bias, discrimination, and disparity, there is a growing need to prioritize equal access to opportunities and resources.

But is it enough?

As we commemorate the equal participation of women in society on this International Women’s Day, it’s time to #EmbraceEquity.

What is Equity?

Equity is all about fairness; It promotes providing the resources and opportunities an individual need to be successful instead of giving everyone the same resources irrespective of their social, political, economic, and physical status.

Embracing equity is accepting that everyone is not the same and that people start from different positions and require varying resources and opportunities.

Also read: Challenges Faced by Women in the Workplace

Why do we need to  #EmbraceEquity?

Establishing gender equality in our society is a movement in itself, and while we have a long way to go, there has been some improvement.

However, it is not enough! Equality provides equal resources and opportunities to everyone but overlooks the background and context of the person in question.

The road to success is very different for women, and equality often fails to provide a level playing field, even when it offers equal chances. Equity recognizes this gap and provides what people need to become successful.

Recognizing the support and policies needed by women from different backgrounds is truly embracing equity, and this can differ in many ways.

While focusing on women, equity is subjective- the support required by a woman working in a third-world country is significantly different from a woman working in a first-world country.

Equity considers all this and creates the best environment for women to grow, making it more helpful and relevant than equality.

Embracing gender equity promotes a healthy environment and provides meaningful growth opportunities!

Also read: Empowering Women: How Indian Companies Support Women

Difference between Equality and Equity?

Women have long struggled for equality, but those who have achieved it recognize that it is no longer sufficient! Women, in general, are thought to deserve equality and to be given the same opportunities and resources as men.

While giving everyone the same resources may seem fair, it frequently ignores the unique circumstances of women from different places, which does not promote true equality. Equity, however, can bridge this chasm.

To summarise, equality is the provision of equal resources and opportunities to all people, and equity recognizes individual circumstances and promotes the allocation of resources and opportunities to achieve equal status.

Also read: 7 Ways to Empower Women in Rural India

How to #EmbraceEquity?

Here are some ways you can embrace equity on Women's Day:

1. Educate yourself

Learn about the history of IWD and the ongoing struggles for gender equity. Read articles, books, and blogs about women's rights and gender issues.

2. Support women-led initiatives

Attend events, buy products, and invest in women-led initiatives and projects. Support women-led initiatives and businesses by attending events, buying products, and investing in their projects.

3. Speak out against discrimination

Speak out against sexism, misogyny, and other forms of gender-based discrimination. Challenge harmful stereotypes and behaviors in your personal and professional life.

4. Advocate for policies that promote equity

Advocate for gender equity policies that promote gender equity, such as equal pay for equal work, access to healthcare, and equal opportunities in education and the workplace.

Also read: Lessons Women Learn Late in Their Career

5. Mentor and empower other women

If you are in a position to help women grow, make sure you mentor and support other women in your community or workplace, particularly marginalized or underrepresented women. This will not only help them find the right direction, but will also expedite their success journey.

6. Amplify the voices of women

Use your platform to amplify women's voices, particularly those who are marginalized or underrepresented. Share their stories and perspectives, and make spaces for their voices.

7. Challenge gender roles and expectations

Challenge traditional gender roles and expectations, which often limit women's opportunities and perpetuate harmful stereotypes. Encourage women and girls to pursue their passions and goals, regardless of what is considered "appropriate" for their gender.

Also read: Career Advice From 15+ Indian Women Leaders

8. Address intersectional issues

Recognise that gender discrimination intersects with other forms of discrimination, such as racism, ableism, and homophobia. Take action to address these intersectional issues and support women who face multiple forms of discrimination.

9. Foster a culture of inclusion

Foster an inclusive culture in your personal and professional life, where all individuals feel valued and supported. Create spaces where everyone can participate and thrive, regardless of gender, race, ethnicity, or other factors.

10. Take care of yourself and others

Embracing equity can be emotionally and mentally draining, and it's important to practice self-care for yourself and others. Support others in your community experiencing gender discrimination or other forms of oppression.

Also read: Economic Empowerment for Women: 10 Ways to Promote it

Conclusion

Remember that embracing equity is a long-term and collective effort. We can contribute to a more equitable and just world for all women by actively engaging in our lives and communities. Remember that embracing equity is a continuous process of ongoing effort and dedication. We can work towards a more equitable and just world for all women by taking action on Women's Day and beyond.

Key highlights:

• Logical reasoning is the ability to analyse information using facts and clear logic to reach correct and unbiased conclusions.
• Logical reasoning questions appear in major government and entrance exams like SSC, Banking, Railways, and UPSC CSAT. They are also widely used in job interviews and aptitude tests.
• The most common logical reasoning topics include puzzles, seating arrangement, coding-decoding, syllogism, blood relations, direction sense, and order and ranking.
• Reasoning usually carries around 20 to 35 questions in most competitive exams, making it an important scoring section.
• Interviews and online assessments typically include 10 to 20 reasoning questions, depending on the role and hiring process.

Logical reasoning topics are part of almost every competitive exam and many job interviews in India, and they play an important role in shortlisting candidates. This section checks how well you analyse different situations and apply logic to reach correct conclusions under pressure. However, the logical reasoning topics list is vast and preparing everything can take a lot of time. That is why this blog focuses on the top 10 most important logical reasoning topics commonly asked in exams and interviews. You will also find common questions with sample answers and practical tips to help you prepare with better direction.

Also read: Top HR Interview Questions and Answers

What are logical reasoning topics?

Logical reasoning topics are specific categories of aptitude questions that test how logically a person can think through a problem. These questions are built around analysing situations and using reasoning skills to arrive at the right answer. Logical reasoning topics focus on structured thinking and problem-solving skills rather than learned facts or memorised formulas.

Example of logical reasoning question

Question: All pens are pencils. Some pencils are erasers. Which of the following conclusions is correct?

A) All erasers are pens
B) Some erasers are pens
C) Some pencils are erasers
D) No pen is an eraser

Correct Answer: C) Some pencils are erasers

Types of logical reasoning topics

Logical reasoning ability topics are commonly divided into two main types based on how information is presented in the questions.

1.   Verbal reasoning

Verbal reasoning involves questions written in words and statements. It tests how well you understand information and draw logical conclusions from written content.

2.   Non-verbal reasoning

Non-verbal reasoning includes questions based on numbers, symbols, and visual patterns. These questions test your ability to observe and apply logic without relying heavily on language.

Common types of non-verbal reasoning questions include:

● Image-based questions involve mirror images and paper folding where you identify similar or rotated figures.

● Puzzle-based questions include seating arrangements and arranging days or places in a specific order.

● Sequence questions give a series of numbers or letters and ask you to find the missing or next element.

● Pattern recognition questionsfocus on identifying logical patterns in figures or symbols.

Top 10 logic reasoning topics list with questions and sample answers

These are the most frequently asked logical reasoning topics in competitive exams and job interviews, and focusing on them can significantly improve accuracy and speed.

1. Puzzles

Puzzles test your ability to analyse multiple conditions together. These questions often involve arranging people or objects while following several rules at the same time.

Question: Five friends A, B, C, D, and E like different fruits: Apple, Banana, Mango, Orange, and Grapes.

● A does not like Apple or Mango.

● B likes Banana.

● C does not like Grapes.

● D likes Orange.

● E does not like Banana or Orange.

Which fruit does A like?

A) Apple
B) Mango
C) Grapes
D) Orange

Answer: C) Grapes

Also read: How to answer puzzle interview questions?

2. Seating arrangements

Seating arrangement questions involve placing people in a line or circle based on given conditions to find positions or relationships between them.

Question: Six people P, Q, R, S, T, and U are sitting in a circle facing the centre. P sits between Q and R. T is opposite Q. Who is sitting to the immediate right of P?

A) Q
B) R
C) S
D) U

Answer: B) R

3. Coding–decoding

Coding-decoding questions test how well you identify patterns used to convert words or numbers into codes and apply the same logic correctly.

Question: If in a certain code, FRIEND is written as GSJFME, how is MARKET written in the same code?

A) NBSLFT
B) NBSLDU
C) LBSLFT
D) NBRLFT

Answer: A) NBSLFT (Each letter is shifted one step forward)

4. Blood relations

Blood relation questions test your understanding of family relationships using clues about gender and relations like father, mother, brother, or sister.

Question: Ravi is the brother of Sita. Sita is the mother of Aman. How is Ravi related to Aman?

A) Uncle
B) Father
C) Brother
D) Cousin

Answer: A) Uncle

5. Syllogism

Syllogism questions give statements followed by conclusions. You must decide which conclusions logically follow without using real-world assumptions.

Question: All laptops are devices. Some devices are expensive.

Conclusions:
I. Some laptops are expensive.
II. Some expensive things are devices.

A) Only I follows
B) Only II follows
C) Both follow
D) Neither follows

Answer: B) Only II follows

6. Order and ranking

These questions involve finding a person’s position from top or bottom based on ranks and total number of people.

Question: Rohan is 8th from the top in a class of 30 students. What is his rank from the bottom?

A) 21
B) 22
C) 23
D) 24

Answer: C) 23

7. Direction sense

Direction sense questions test your ability to track movement and directions like north, south, east, and west to find final position.

Question: A man walks 20 m south, then turns right and walks 15 m. He then turns left and walks 10 m. In which direction is he now from the starting point?

A) South-East
B) South-West
C) North-East
D) North-West

Answer: A) South-East

8. Alphanumeric series

Alphanumeric series questions mix letters, numbers, and symbols to test observation skills and logical counting or pattern identification.

Question: How many symbols are there in the series which are immediately preceded by a number and followed by a vowel?

Series: 3 @ A 7 # E M 9 & I 4 $ O

A) One
B) Two
C) Three
D) Four

Answer: B) Two (# and &)

9. Input-output

Input-output questions test how numbers or words change step by step based on a fixed rule applied in each stage.

Question: Input: 15 10 20 5
Step 1: Subtract 5 from each number
Step 2: Arrange the result in ascending order

What will be the final output?

A) 0 5 10 15
B) 5 10 15 20
C) 0 10 15 5
D) 10 15 5 0

Answer: A) 0 5 10 15

10. Statement and conclusions

These questions check whether conclusions logically follow from given statements without adding or assuming extra information.

Question: Statement: All books are papers.
Conclusion: Some papers are books.

A) True
B) False

Answer: A) True

Also read: Top Interview Questions and Answers for Freshers

Logical reasoning topics list based on where they are commonly asked

Logical reasoning covers a wide range of topics that you may come across in exams and interviews. This section groups all reasoning topics based on where they usually appear. It helps you see which topics are more common in exams, aptitude tests, and interviews so you can focus your preparation in the right direction.

A. Logical reasoning topics for competitive exams and government exams

These are common logical reasoning topics for competitive exams like SSC, Banking, Railways, and state-level tests.

● Puzzles

● Seating arrangements

● Coding-decoding

● Blood relations

● Syllogism

● Order and ranking

● Directions

● Alphanumeric series

● Input-output

B. Logical reasoning topics for entrance and aptitude tests

These topics are often part of online aptitude rounds and entrance exams.

● Reasoning analogies

● Data sufficiency

● Cause and effect

● Decision making

● Deductive reasoning

● Statement and conclusions

● Statement and assumptions

● Artificial language

C. Logical reasoning topics for interviews and online assessments

Reasoning all topics for interviews are used to judge clarity of thought and problem-solving approach.

● Puzzles

● Logical sequences and pattern series

● Syllogism

● Coding-decoding

● Order and ranking

● Situation-based reasoning questions

How to solve logical reasoning questions?

Logical reasoning questions become manageable when you follow a clear step-by-step method instead of guessing.

● Read the question carefully once. Understand what is given and what is being asked. Do not rush to the options.

● Identify only the useful information. Many questions include extra details to confuse you. Ignore anything that does not affect the logic.

● Convert information into a simple form. Draw a rough diagram, table, line, or family tree for puzzles, seating, or blood relations. This saves time.

● Look for the logic or pattern. In series, coding, or puzzles, test the pattern on more than one step to confirm it.

● Check options using elimination. Remove options that clearly do not match the conditions. This narrows down the answer quickly.

● Avoid assumptions. Do not add information that is not mentioned in the question.

● Verify before finalising. Make sure your answer satisfies all conditions, not just one part.

● Manage time wisely. If a question takes too long, skip it and come back later.

● Practice and review mistakes. Always analyse wrong answers to understand where your logic failed.

You can also improve your preparation by practising free mock tests along with solving previous year questions and using online reasoning quizzes to prepare better for logical reasoning ability topics.

Also read: Managerial Round Interview Questions

FAQs

What is logical reasoning?

Logical reasoning is a skill that involves analyzing facts, identifying patterns, and drawing conclusions based on rules and structure. It helps evaluate how logically and systematically a person can think while solving problems in exams, interviews, and aptitude tests.

What is LR in aptitude?

LR in aptitude refers to the Logical Reasoning section of an aptitude test. It measures how effectively a candidate can interpret information, evaluate relationships, and solve structured problems under time pressure during exams or placement tests.

What are the topics of logical reasoning?

The main topics of logical reasoning include seating arrangement, puzzles, blood relations, coding-decoding, syllogism, direction sense, statement and conclusion, order and ranking, series, and data sufficiency. These topics are designed to test logical thinking and analytical ability.

What are the common logical reasoning and analytical ability topics?

Common logical reasoning and analytical ability topics include linear and circular seating arrangements, floor and box puzzles, statement and assumption questions, input-output, ranking, and case-based reasoning. These topics frequently appear in banking, SSC, MBA entrance exams, and placement tests.

How to prepare logical reasoning for upcoming competitive exams?

To prepare logical reasoning for competitive exams, begin with concept clarity, practice topic-wise exercises daily, attempt previous year papers, and solve timed mock tests. Regular revision and mistake analysis significantly improve speed, accuracy, and confidence.

What all topics do I need to prepare in logical reasoning for the upcoming interview?

For interviews, focus on puzzles, basic analytical reasoning, number and alphabet series, blood relations, and logical deduction questions. Interviewers often assess structured thinking and your ability to explain reasoning clearly while solving problems.

Where logical reasoning questions are asked?

Logical reasoning questions are used to test thinking and problem-solving ability across different exams and hiring stages. You will commonly find them in the following places:

● Government competitive exams: SSC, Banking, Railways, and UPSC CSAT include logical reasoning as a separate scoring section.

● Public sector and entrance exams: Aptitude tests are compulsory in entrance exams and mainly include Quantitative Aptitude and Logical Reasoning.

● Online aptitude tests: Companies use these tests during the initial screening process.

● Campus placement assessments: Logical reasoning is used to shortlist candidates for interviews.

● Job interviews: Reasoning questions help employers judge analytical and decision-making ability

Which exams include logical reasoning as one of the topics?

Logical reasoning is included as a core section in many government and competitive exams to test thinking and problem-solving ability. Here is the list of exams with logical reasoning as one of the topics:

• SSC CGL
• SSC CHSL
• SSC MTS
• SSC JE
• SSC CPO
• SSC GD Constable
• SBI PO
• SBI Clerk
• SBI SO
• IBPS PO
• IBPS Clerk
• IBPS SO
• IBPS RRB Officer Scale I
• IBPS RRB Office Assistant
• RBI Grade B
• RBI Assistant
• NABARD Grade A
• LIC AAO
• LIC ADO
• LIC Assistant
• RRB NTPC
• RRB Group D
• RRB JE
• RRB ALP
• UPSC CSAT