A report by Naukri curated for International Women’s Day 2025
At Naukri, we believe in cutting through the noise. So we posed 9 questions to 70,000+ women professionals across 50+ cities, regarding different aspects of their corporate lives.
The answers might surprise you!
BREAKING THE MYTHS
| MYTH | REALITY |
|---|---|
| Women professionals’ top workplace demand is equal pay. | 34% of women professionals prioritize menstrual leave policies over everything else. |
| Women professionals lack the ambition to lead. | 66% feel encouraged to pursue leadership, but 44% fear work-life imbalance. |
| Flexible work is just a pandemic-era perk. | 1 in 2 women professionals say it’s essential to their work-life balance. |
| The need for flexible work is over. | 1 in 2 women professionals say that it’s a must-have for work-life balance. |
| Pay gaps are consistent across salary levels. | As salaries climb over 50 LPA, perceived pay disparity jumps from 11% to 26%. |
What is the #1 policy women professionals seek at the workplace?
Menstrual Leave Tops the List
34% of women professionals voted for menstrual leave as their #1 workplace policy request, followed by childcare support (27%).
Nearly half of early-career professionals (0-3 years) consider menstrual leave non-negotiable, with Bangalore (20%) and Mumbai (13%) leading this demand.
REALITY CHECK: While companies like Zomato and Swiggy have pioneered menstrual leave policies, 75% of women professionals report their workplaces still don’t support it.
NEWS SPOTLIGHT: In 2023, Spain became the first European country to approve a nationwide menstrual leave policy, offering three paid days off per month for women professionals with severe period pain. The question is: Will Indian companies follow suit?
Do women professionals feel encouraged to pursue leadership roles in their organizations?
The Good News: Women Professionals Want to Lead
A decisive 66% of women professionals feel encouraged to pursue leadership roles in their organizations.
Industry Champions:
- IT: 66%
- Banking & Financial Services: 65%
- FMCG: 57%
The Roadblock: Work-Life Imbalance
What’s holding women professionals back? It’s not lack of ambition
44% fear work-life imbalance
- 35% struggle with unclear or biased promotions
- 14% say leadership programs are too limited
- 7% cite a lack of visible role models
INSIGHT: The fear of work-life imbalance peaks among professionals with 5-10 years of experience (45%), precisely when many women professionals also balance family responsibilities.
CORPORATE SPOTLIGHT: Companies like Accenture and Deloitte have implemented “return to work” programs specifically designed for women professionals resuming careers after breaks, with flexible hours and phased transitions.
Do women professionals feel there is pay parity between men and women in their organisation?
As salaries rise, so do doubts
The higher women professionals climb on the salary ladder, the more they question pay equity:
- At 2-5 LPA: Only 11% perceive a gender pay gap
- At 50 LPA-1 Cr: 26% perceive inequality
Cities Where Pay Gaps Feel Widest:
- Mumbai: 28%
- Delhi: 27%
- Bangalore: 24%
Industries With Perceived Pay Disparities:
- Banking & Financial Services: 23%
- IT: 20%
- FMCG: 20%
THE HARD TRUTH: Nearly 1 in 4 women professionals believe equal pay remains a distant dream, regardless of their industry or experience level.
GLOBAL INSIGHT: Iceland, consistently ranked #1 for gender equality, has made it illegal for companies to pay men more than women professionals for the same job.
What improves women professionals’ work-life balance?
The Hybrid Work Model is here to stay..
While tech giants like Amazon and Dell have pushed for 5-day office mandates, 1 in 2 women professionals say hybrid or remote work options would most improve their work-life balance.
Industry Insights:
- In IT & BPO: Over 50% prioritize flexible work arrangements in comparison with other initiatives like childcare and mental health support.
- In Education & Pharma: Over 20% seek better mental health support
CORPORATE SPOTLIGHT: Companies like Microsoft and Citigroup have embraced permanent hybrid models, recognizing flexibility as a competitive advantage in attracting and retaining female talent.
BOLD INITIATIVES FOR GENDER EQUITY
We asked women professionals, if they could suggest one bold initiative for gender equity, what would that be?
Overall Priorities:
- 60% push for 50:50 leadership representation
- 20% advocate for gender-neutral parental leave
- 20% demand internal pay benchmarking
Priorities shift with experience:
- 75% of freshers (0-2 years) want equal leadership representation
- 29% of senior professionals (15+ years) demand pay transparency
City-Specific Demands
| City | 50:50 Leadership Representation | Gender Neutral Parental Leave | Internal Pay Benchmarking Report |
|---|---|---|---|
| Bengaluru | 62% | 18% | 20% |
| Chennai | 67% | 21% | 13% |
| Delhi | 59% | 18% | 23% |
| Mumbai | 57% | 18% | 25% |
CORPORATE SPOTLIGHT: Netflix offers unlimited parental leave for the first year after a child’s birth or adoption, available to both mothers and fathers—recognizing that caregiving isn’t just a woman’s responsibility.
What women professionals want from their male colleagues?
Different career stages require different forms of support:
- Early-career women professionals (0-5 years): 82% want respectful mentorship without bias
- x 86% need male allies to advocate for their leadership advancement
Industry Focus:
- IT: 35% & Banking & Financial Services: 34% seek respectful mentorship from male leaders
REALITY CHECK: True allyship isn’t just about avoiding harassment; it’s about active advocacy, making space in meetings, amplifying women professionals’ voices, and sharing credit for ideas.
What is the biggest challenge that women professionals from diverse backgrounds face?
Women professionals from different regions, ethnicities, and backgrounds face compounded barriers:
1 in 3 (33%) say bias in hiring and promotions is their biggest challenge, with leadership opportunities feeling out of reach.
Other challenges include inequality in pay (19%), Lack of leadership opportunities (35%), and limited mentorship (13%).
PERSPECTIVE: Intersectionality matters. Women professionals don’t experience the workplace as just women, but as women of particular backgrounds, regions, languages, and identities—each adding unique layers to their professional journey.
CONCLUSION:
The real question isn’t what women professionals want at work—it’s whether organizations are ready to deliver!
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