According to the World Inequality Report 2022, women in India earn only 18% of the labor income despite constituting 50% of the population. This income disparity is a result of systemic biases in the workplace, influenced by social and cultural norms and the underrepresentation of women.
Companies across sectors are taking steps to address gender pay disparities and promote gender equity. For example, Kellogg’s India, with 43% female employees, claims to have pay parity in favor of women. During the recruitment stage, salary negotiation and structure at Kellogg’s are based on the role and job complexity, ensuring they are free of biases around gender and location.
Philips India, with a gender ratio of 30%, is committed to providing equal opportunities to its employees. The company has developed processes and systems to enhance workforce diversity and is actively working to strengthen its mid to senior leadership teams through external hiring and internal talent movement.
Niva Bupa follows a compensation philosophy that rewards employees solely based on merit, performance, and job role, independent of gender or any other factors. The company ensures there is no pay disparity across levels and departments.
To achieve gender pay parity, companies like Philips and Kellogg’s conduct annual compensation reviews, monitor pay equity, and implement performance management systems. They also provide support to employees during significant life milestones, such as maternity leave. Additionally, they have established dedicated communities or groups that encourage engagement and serve as sponsors and partners in their employees’ career journeys.
These companies are committed to creating inclusive work environments and promoting diversity and inclusion initiatives. They focus on fair hiring practices, compensation based on objective data, and promoting opportunities for career growth and development.
The efforts made by these companies have resulted in significant progress. For example, Kellogg’s has seen a steady rise in the representation of women in senior roles, increasing from 16% to 43%. Niva Bupa has achieved merit-based income parity across all diversity cohorts, not just based on gender.
While competitive salaries and benefits are important, companies understand that holistic value, which includes company culture, growth opportunities, and a supportive environment, are essential in attracting top talent.
These initiatives and practices contribute to closing the gender pay gap and creating a more equitable and inclusive workplace.
