Reshaping norms: How organisations can build equitable workplaces for women

A powerful Indian parallel is Kiran Bedi, India’s first female IPS officer. When she joined the service in 1972, policing was seen as a man’s domain. Bedi not only broke that barrier but took on some of the most challenging roles, from controlling riots to reforming the notorious Tihar Jail. These trailblazers, along with pioneers like Captain Prem Mathur, India’s first woman commercial pilot, and Chhavi Rajawat, the first woman sarpanch with an MBA, remind us that breaking bias is not a one-time act. It is a continuous effort to build a future where equity is the norm, not the exception.

While awareness around gender equity has grown, the journey is far from complete. Today, as workplaces evolve, the onus is on CEOs and CHROs to go beyond intent and actively craft environments where every woman can thrive. One way to drive lasting change is through structured accountability. Australia’s Workplace Gender Equality Agency (WGEA) is a strong example. By mandating gender pay gap reporting, WGEA has improved transparency and advanced workplace diversity. In 2024, it began publishing employer-specific pay gap data, holding companies directly accountable.

In India, where gender disparities remain stark, the establishment of a similar semi-government body could be transformative. Such an agency could mandate pay disclosures, monitor progress, and work collaboratively with businesses to close gaps—ensuring that gender equality is not just encouraged but enforced.

Progressive workplace policies also play a critical role