Global Capability Centres (GCCs) are at the forefront of promoting a diverse workforce, with 28% women in their workforce, as per a report by Pure Storage in collaboration with Zinnov. The report also pointed out the challenges in achieving gender equality in deep tech organizations, where gender diversity is currently at 23%. Additionally, the report highlighted that Bengaluru leads in diversity representation among tier-1 cities in India, with 31.4% in GCCs and 14% in deeptech.
Named 'Towards a Gender Equitable World: Unveiling Diversity in Deep Tech,' it emphasized the importance of focusing on university enrollment in STEM courses and workplace retention to improve the low representation of women in the deep tech sector. According to the data, the median representation of women graduates from top engineering universities was 25% between 2020 and 2023, impacting the number of women entering GCCs, particularly in the deep tech sector.
Despite the under representation, women graduates consistently excelled in securing placements compared to the overall university average. With 6.7% of women at the executive level in GCCs and 5.1% in deep tech organizations, the report noted a significant decrease in the talent pool of women as they progress in their careers. Factors contributing to this included family responsibilities, workplace biases, limited access to career growth and leadership roles, pay gaps, and poor work-life balance.
Ajeya Motaganahalli, VP Engineering and Managing Director, India R&D at Pure Storage, stated that while India leads globally in the number of women STEM graduates, their limited presence in the deep tech workforce results from systemic barriers hindering their education and career progression. To fully utilize the talent pool, a comprehensive approach is needed, including actions to boost women's enrollment in top technological institutions and retain them in the workforce.
Karthik Padmanabhan, Managing Partner at Zinnov, emphasized that progress in any industry requires equity. Addressing the talent pipeline issue and creating supportive work environments for women are crucial. Initiatives like leadership development programs, return ship opportunities, and flexible work arrangements introduced by GCCs are positive steps, but sustained commitment and consistency from the entire ecosystem are essential for real progress.