"A WOMAN IS LIKE A TEABAG"

"A woman is like a teabag- you never know how strong she is until she gets in the hot water" said Eleanor Roosevelt. Standing in the midst of the "hot water" herself, in United States, she clearly and constantly reflected how women, despite often being sidelined in leadership opportunities, constantly proved their resilience through their work. 

In India's corporate sector, women continue to face significant challenges that impede their professional growth and contribution to the economy. Despite some progress, the representation of women in leadership roles remains disproportionately low. A report by Deloitte indicates that women hold only 18.3% of board seats in Indian companies, which is below the global average of 23.3%. 

This underrepresentation is further highlighted by the fact that women occupy merely 12% of executive board positions in India, underscoring the persistent "glass ceiling" that limits their advancement to top-tier roles. 

Safety concerns also play a crucial role in deterring women from participating in the workforce. Incidents of workplace harassment and violence, such as the tragic case of a young doctor's rape and murder in West Bengal, have sparked widespread protests and highlighted the urgent need for safer work environments. 

Moreover, discriminatory hiring practices persist. For instance, an investigation revealed that Foxconn, a major electronics manufacturer, systematically excluded married women from assembly line jobs in its Indian plant, citing family responsibilities as a concern. This led to a reprimand from India's National Human Rights Commission and a subsequent inquiry into the company's hiring practices. 

Despite these challenges, there have been positive developments. The number of women-led startups in India has seen a significant increase, rising from 1,528 in 2017 to 17,001 in 2023, indicating a growing trend of female entrepreneurship. 

To address these systemic issues, it is imperative for Indian corporations to implement comprehensive strategies that promote gender diversity and inclusion. This includes enforcing equal pay policies, creating safe and supportive work environments, and actively encouraging women's participation in leadership roles. By taking these steps, India can harness the full potential of its female workforce, leading to a more equitable and prosperous corporate landscape.

Finally, agreeing to what Mr. Du Bois said, "There's no force more powerful than a woman determined to rise."

- Srijani Paul (XI)