The NITI Aayog and CII Compendium (2025) titled ‘From Intent to Impact: A Compendium of Good Practices on Gender Parity at Workplace’ outlines a strategic roadmap to achieve the USD 30 trillion vision of Viksit Bharat 2047, which requires adding 145 million women to the workforce. As of August 2025, women constitute only 33.7% of India’s labor force, and a persistent “leaky pipeline” in career progression means they hold less than 20% of senior management positions.
The compendium curates replicable “Good Practices” focused on the entire career lifecycle:
Inclusive Entry: Adopting gender-neutral job descriptions, blind screening (removing identifiers like name and gender), and targeted outreach through platforms like Women Who Code.
Retention Strategies: Implementing flexible work models, subsidized workplace creches (as seen at IHCL/Taj), and “Returnship” programs for mid-career women (e.g., Tata, Accenture).
Growth and Leadership: Utilizing structured mentorship, sponsorship programs (e.g., IBM), and leadership training to bridge the “leaky pipeline” where women exit middle management due to caregiving burdens.
Accountability: Conducting annual pay audits (e.g., Google, Deloitte) and embedding Diversity, Equity, and Inclusion (DEI) metrics into core business scorecards rather than just HR policy.
What is the “Leaky Pipeline” in career progression? It describes the systemic phenomenon where women drop out of the workforce at disproportionately higher rates as they move from entry-level positions to senior leadership. This “leak” is primarily driven by structural barriers such as unconscious bias, inadequate parental leave, and a lack of workplace childcare, which forces women to choose between professional growth and caregiving responsibilities, ultimately resulting in a severe underrepresentation of women in decision-making roles.
Policy Relevance
For India’s policy stakeholders, the compendium signals a shift from “women’s development” to “women-led development”. By institutionalizing Sevottam-like service standards for workplace inclusivity, the government and industry can directly drive national productivity, as inclusive teams are proven to be 35% more productive. Furthermore, the call for regulatory mandates on transparency in representation and pay parity reflects a growing consensus that voluntary action must be supported by legislative safeguards to dismantle deep-rooted social norms and structural inequities
Follow the full news here: From Intent to Impact: A Compendium of Good Practices on Gender Parity at Workplace
