Is Equal Pay Still a Distant Dream for Indian Women? Understanding and Bridging the Gender Pay Gap

Introduction

In today’s evolving professional world, where diversity is celebrated and inclusion is promoted, a persistent and often hushed issue still plagues women: the gender pay gap. It’s not just about unequal pay—it’s about a larger system driven by patriarchal norms, workplace discrimination, and corporate inertia that limits women’s economic participation.

Despite legal reforms and rising women in leadership, India's gender pay gap remains among the widest globally, demanding immediate introspection and action. This blog explores the roots, data, and potential solutions to this multifaceted issue.

What Is the Gender Pay Gap?

The gender pay gap is the difference between the average earnings of men and women doing the same or similar jobs. It’s often expressed as a percentage of men’s earnings.

📊 According to the World Inequality Report 2022, men earned 82% of India’s labour income, while women earned just 18%.

Current Statistics: How Deep Is the Gap?

Category	Men’s Avg. Monthly Salary (₹)	Women’s Avg. Monthly Salary (₹)	Gender Pay Gap (%)
Overall (2022-23)	₹ 20,666	₹ 15,722.25	23.90%
Individual Contributors	₹ 25,000	₹ 24,450	2.20%
Managers/Supervisors	₹ 40,000	₹ 38,760	3.10%
Directors/Senior Executives	₹ 75,000	₹ 70,425	6.10%

Source: IIM Ahmedabad 2023 Study; Assumed Data for 2022–23

Despite progress, the wage gap increases significantly as women climb the corporate ladder, highlighting systemic hurdles to leadership roles.

Why Does the Gender Pay Gap Exist in India?

1. Cultural and Gender Norms

·         Traditional expectations cast women as primary caregivers, limiting their availability for high-demand jobs or long hours.

·         Educational choices are often influenced by societal expectations, with many women pushed towards caregiving or administrative professions.

·         Gender stereotypes still affect job roles, especially in sectors like IT, finance, and engineering, seen as “male-dominated.”

2. Inequitable Corporate Policies

·         Maternity leave benefits, while essential, unintentionally reinforce the stereotype that women are a liability.

·         Lack of paternity leave furthers the idea that childcare is solely a woman's responsibility.

·         Re-entry challenges for women post-maternity often result in demotions or missed leadership roles.

3. Workplace Discrimination

·         Hiring managers may assume women are less committed or may soon leave for family reasons.

·         Pay negotiation bias: Men are more likely to negotiate aggressively, and women are penalized when they do.

·         Performance evaluations often carry unconscious bias, affecting promotions and bonuses.

What Can Be Done to Bridge the Gap?

India has introduced legal frameworks such as:

·         Equal Remuneration Act, 1976

·         Minimum Wages Act, 1948

·         Code on Wages, 2019

·         Maternity Benefit Amendment Act, 2017 (26 weeks leave)

However, enforcement remains weak. Progressive organizations are now spearheading changes.

Organization	Initiative
Tata Consultancy Services	Leadership training for women; transparent pay practices
BCCI	Equal match fees for male and female cricketers
Infosys & Accenture	Gender inclusion metrics tied to executive compensation
Wipro	50% increase in paternity leave to support work-life balance

The “Inspire Inclusion” Framework: Six Key Steps

S. No.	Strategy	Impact
1	Equal work responsibilities	Shared caregiving breaks stereotypes
2	Workplace sensitisation	Challenges unconscious gender biases
3	Active hiring of women	Improves gender diversity across roles
4	Flexible work arrangements	Empowers women with caregiving duties
5	Transparent pay structures	Makes wage fairness measurable and enforceable
6	Zero tolerance for discrimination	Creates a safe environment that encourages retention and growth

Inspired by global best practices and recommendations from McKinsey, ILO, and UN Women.

The Road Ahead

While more women are reaching the boardroom, true equity goes beyond representation. It demands dismantling patriarchal attitudes, redefining workplace culture, and creating structures that allow women to thrive without penalty.

Education, legislation, and corporate accountability must work in tandem to eradicate this inequality. With deliberate effort, we can ensure future generations inherit a fairer and more inclusive workplace.

Conclusion

The gender pay gap is more than a financial disparity—it's a social justice issue. Rooted in outdated norms and systemic inequities, it reflects how far we still have to go. But progress is possible—and necessary.

At Kelp, we believe inclusive, safe, and empowering work environments are essential not just for business transformation, but for societal progress. We must continue the conversation, challenge biases, and commit to Inspire Inclusion—because equal work deserves equal pay, always.

References

1.       World Economic Forum (2022). Global Gender Gap Report

2.       World Inequality Lab (2022). World Inequality Report

3.       IIM Ahmedabad (2023). Gender Pay Gap in Indian Corporate Sector

4.       Ministry of Labour & Employment, Govt. of India (2022). Code on Wages

5.       UN Women (2023). Closing the Gender Pay Gap in Asia

6.       Tata Consultancy Services & BCCI Corporate Reports (2023)