In 2025, despite grand pronouncements of women’s empowerment echoing through corporate boardrooms, where slogans of equality are celebrated like confetti, the reality reflected in women’s paychecks paints a starkly different and somber picture. For all the boardroom discussions and Women’s Day felicitations, true gender equality in remuneration remains elusive. Appreciations rarely translate into tangible opportunities or fair monetary rewards.
While Bollywood’s pay disparities often grab headlines, the struggles within India’s IT sector and other corporate realms often go unnoticed. What continues to relegate half of our population to second-class citizen status in the professional world? The dream of equal pay for equal work remains frustratingly out of reach for many women.
This creates a significant disconnect: as the economy progresses, gender equality lags behind. A recent nationwide survey by job platform Naukri highlights this stark reality. Based on responses from over 20,000 job seekers across 80 industries and eight cities, the study reveals that nearly half of India’s workforce believes the gender pay gap exceeds 20 percent. These figures are not just abstract data points; they are a clear reflection of ingrained biases, particularly concerning maternity breaks.
So, the crucial question remains: Decades after independence, why are women still fighting for equal pay for equal work? What kind of societal progress are we truly making?
The IT Sector: A Leading Offender
The information technology sector received the most critical assessment. Fifty percent of respondents identified IT as the primary driver of pay inequality, a figure significantly higher than real estate (21 percent), FMCG (18 percent), and banking (12 percent).
While urban centers often boast of modernity, can the same be said for gender equality? Unfortunately, it’s still a distant goal. The harsh truth emerges when these seemingly modern urban environments reveal widespread gender discrimination. Technology hubs like Hyderabad and Bengaluru reported the highest levels of discrimination, with half of the professionals experiencing it regularly. This sentiment was even stronger among freshers and early-career professionals, indicating that inequality is not merely a historical issue but a constant, lived experience.
The IT sector’s demanding nature and rapid pace disproportionately penalize career interruptions, worsening these problems. The survey suggests that mere ‘token’ diversity pledges are insufficient. Without substantial, actionable interventions, India’s leading industry risks undermining its talent pool and its global reputation.
The irony is striking: one of the most technologically advanced sectors still perpetuates gender bias and chauvinism.
Career Breaks: The Unseen Cost
Among all contributing factors, maternity-related career breaks stood out most prominently. Over half of the respondents (51 percent) stated this as the single largest cause of the pay gap. The mid-career phase, typically spanning five to fifteen years of experience, was identified as the most vulnerable period, as many professionals step away for caregiving responsibilities during this time.
Workplace bias was the second most cited reason (27 percent), highlighting that women are often unfairly judged on their “commitment” and “availability” in ways their male counterparts are not. This combination of financial penalties and cultural prejudice creates a double burden. Significantly, both men and women in the survey acknowledged this, demonstrating that the issue is no longer dismissed as anecdotal but is widely recognized across the workforce.
Inequality Varies by Industry and Experience
The survey also revealed differing perceptions across various sectors. In aviation and education, over half of the respondents reported glaring inequities. Conversely, traditional industries such as oil and gas were perceived to have a negligible gap.
Seniority brought increased awareness: professionals with more than a decade of experience were more likely to identify persistent disparities. This suggests that the longer individuals remain within the system, the more apparent and undeniable these inequities become. Such findings challenge the notion that the gender pay gap is simply a misconception among new entrants or a consequence of personal career choices; it is deeply systemic, structural, and entrenched.
Professionals Demand Change
While understanding the problem is crucial, so are the solutions. Job seekers are no longer passive observers; they are actively demanding reform.
- Performance-based promotions emerged as the top priority, supported by 34 percent of respondents (rising to 39 percent among senior professionals).
- Transparent hiring practices, free from bias, were cited by 27 percent.
- Pay transparency received endorsement from 21 percent, with the strongest calls originating from the highly competitive NCR job market.
The message is clear: employees want systems that reward merit, not gender, and processes that are transparent, not opaque.
Why Pay Equity is Non-Negotiable
The persistence of such a wide pay gap is more than just an issue of fairness; it significantly drains productivity and stifles innovation. When women’s contributions are undervalued, organizations waste half of their potential talent pool.
Corporate India must acknowledge that the era of superficial interventions is over. Genuine equity cannot be achieved through mere workshops, symbolic leadership appointments, or celebratory diversity events. What’s truly needed is sustained, measurable change, including structured re-entry programs, transparent pay audits, and an end to the unspoken penalties associated with maternity.
The Road Ahead
The survey has amplified crucial voices, and the responsibility now rests firmly with boardrooms and policy-makers. If India genuinely aspires to be an innovation-driven economy, it cannot afford to treat gender pay equity as a secondary concern. The data is stark, and perceptions are even sharper: inequality is real, visible, and deeply damaging.
The question is no longer whether India’s IT sector *can* close the gender pay gap, but whether it possesses the *will* to do so.