Despite fervent declarations of women’s empowerment echoing through corporate boardrooms in 2025, the reality on the ground, particularly in their paychecks, paints a stark and disheartening picture. Grand statements about women being equal to men feel like hollow celebrations, with the promised opportunities and monetary rewards often failing to materialize. While Bollywood’s pay disparities frequently grab headlines, the pervasive inequalities within the IT sector and other corporate realms often go unnoticed.
Why, in an era of supposed progress, does half our population continue to be treated as second-class citizens in the workplace? The dream of equal pay for equal work remains frustratingly out of reach for many women. This dissonance is evident: as India’s economy advances, gender equality struggles to keep pace. A recent nationwide survey by job platform Naukri, encompassing over 20,000 job seekers across 80 industries and eight cities, reveals that nearly half of India’s workforce believes the gender pay gap exceeds 20%. These aren’t just statistics; they are a stark reflection of deep-seated biases, especially concerning maternity-related career breaks.
The crucial question is: decades after achieving independence, why are women still fighting for fundamental pay equity? What kind of advancement can truly be claimed if this basic fairness is absent?
IT Sector: A Frontrunner in Disparity
The Information Technology (IT) sector emerged as the most significant contributor to pay inequality, a troubling finding considering its modern image. Half of the survey respondents identified IT as the worst offender in pay inequality, far surpassing other sectors like real estate (21%), Fast-Moving Consumer Goods – FMCG (18%), and banking (12%).
Despite the veneer of modernity in urban tech hubs, the reality of gender equality remains distant. Cities like Hyderabad and Bengaluru, prominent technology centers, reported alarming levels of discrimination, with half of professionals experiencing it regularly. This sentiment was even more pronounced among freshers and those in early career stages, indicating that inequality isn’t merely an inherited issue but an ongoing, lived experience for many.
The demanding and fast-paced nature of the IT sector disproportionately penalizes career interruptions, exacerbating existing problems. The survey suggests that superficial diversity initiatives are inadequate. Without meaningful, actionable interventions, India’s leading industry risks undermining its talent pool and its international reputation. It’s a striking irony that one of the nation’s most progressive sectors still harbors such profound gender bias.
Career Breaks: The Hidden Penalty
Maternity-related career breaks were identified as the most significant factor contributing to the pay gap, cited by over half (51%) of the respondents. The mid-career stage, typically spanning five to fifteen years of experience, proved to be the most vulnerable period for women, as many temporarily step away for caregiving duties.
Workplace bias was the second most common reason, at 27%, highlighting how women are unfairly scrutinized for their “commitment” and “availability” in ways men are not. This blend of financial penalty and cultural prejudice creates a dual burden. Significantly, both men and women in the survey recognized this issue, affirming that the problem is a systemic challenge, not just isolated incidents.
Inequality: Shaped by Industry and Experience
The survey further revealed that perceptions of inequality differ significantly across industries. More than half of respondents in the aviation and education sectors reported prominent inequities. Conversely, traditional industries like oil and gas were seen to have a minimal pay gap.
Awareness of this issue increased with seniority; professionals with over a decade of experience were more prone to highlight ongoing disparities. This indicates that the longer individuals spend in the workforce, the more apparent and undeniable these systemic inequities become. These findings challenge the notion that the gender pay gap is simply a misunderstanding among new entrants or a consequence of individual career choices; rather, it is deeply embedded, systemic, and structural.
Professionals Demand Real Change
While identifying the problem is crucial, effective solutions are equally vital. Today’s job seekers are no longer passive; they are actively calling for significant reforms:
- Performance-based promotions were the top priority, supported by 34% of respondents, a figure that climbed to 39% among senior professionals.
- Transparent, bias-free hiring practices were requested by 27%.
- Pay transparency garnered support from 21%, with the most vocal demands coming from the highly competitive NCR job market.
The message is clear: employees seek systems that prioritize merit over gender, and processes that are transparent rather than obscure.
Why Pay Equity is Non-Negotiable
The continued existence of such a significant pay gap transcends mere fairness; it actively stifles productivity and impedes innovation. When women are undervalued and underpaid, organizations effectively squander a substantial portion of their potential talent.
Corporate India must understand that superficial fixes are no longer acceptable. True equity demands more than workshops, symbolic leadership roles, or celebratory diversity events. What’s truly needed is sustained, measurable change: this includes implementing structured re-entry programs for those returning from breaks, conducting transparent pay audits, and eliminating the unspoken penalties associated with maternity.
The Road Ahead
While this survey has amplified crucial voices, the ultimate responsibility for addressing this issue rests firmly with corporate boardrooms and government policymakers. If India genuinely aspires to be an innovation-driven economy, it cannot sideline gender pay equity as a minor concern. The data is unequivocal, and public perception is increasingly sharp: inequality is a tangible, visible, and deeply damaging force.
The challenge is no longer about India’s IT sector’s ability to close the gender pay gap, but rather about its genuine willingness to do so.