1 week ago
Women Entrepreneurs Say Hiring Alone Cannot Deliver Gender Parity
More women are joining technology jobs in India, but that does not automatically create equality.
Many women leave or lose opportunities as their careers progress.
Shreya Krishnan says companies should check whether women stay, receive equal pay and get promoted.
She also wants better maternity support, flexible work and help for women moving into leadership.
Anusha Jaiswal says women often carry more responsibility for childcare, eldercare and housework.
Sharonee Ghosh says returning to work after a career break should not mean losing the value of past experience.
The entrepreneurs believe companies must change workplace systems, not just hire more women.
This would help women build longer careers and have more influence in technology.
Women entering India’s technology sector still face gaps in retention, pay, promotions, leadership and decision-making.
Shreya Krishnan says companies must look beyond hiring targets and measure retention, pay equity and advancement.
Krishnan identifies inadequate maternity support, unconscious bias and inflexible work models as barriers to retention.
Anusha Jaiswal says unequal childcare, eldercare and household responsibilities contribute to women leaving the workforce.
Sharonee Ghosh argues career breaks should be treated as interruptions rather than permanent setbacks.
- Who
- Women entrepreneurs and startup leaders, including Shreya Krishnan, Anusha Jaiswal and Sharonee Ghosh, discussed gender parity.
- What
- They argued that hiring women is only a starting point and called for stronger retention, pay equity, promotion and leadership measures.
- Where
- The focus was India’s technology sector, with perspectives from Kolkata and West Bengal.
- When
- The discussion took place as the world marked Women’s Equality Day.
- Why
- Women continue to face workplace barriers including caregiving responsibilities, career-break penalties, inadequate maternity support, bias and limited flexibility.
Key facts
- Central issue
- Moving from women’s representation to meaningful gender parity in technology
- Key measure
- Retention, rather than hiring alone, is a major test of workplace equality
- Recommended policies
- Audited pay, transparent promotion criteria, leadership sponsorship and return-to-work programs
- Workplace barriers
- Inadequate maternity support, unconscious bias and limited flexible work models
- Caregiving pressures
- Women are described as disproportionately responsible for childcare, eldercare and household work
- Career breaks
- Career interruptions should not erase women’s skills and experience
- Professional background
- Anusha Jaiswal worked as a software engineer at Infosys for eight years before starting a handloom venture
Quotes
Shreya Krishnan
Managing Director of AnitaB.org India
“The solution goes beyond more hiring targets. It requires audited pay, transparent promotion criteria, active sponsorship into leadership, and return-to-work programs that treat career breaks as assets.”
wionews.com
“Women are disproportionately expected to take responsibility for childcare, eldercare and household work, while traditional workplace structures often offer limited flexibility.”
wionews.com
Sources
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