Back in 1974, a job notice posted on the Indian Institute of Science”s corridors by Telco (now Tata Motors) concluded with the statement “Lady candidates need not apply.” Sudha Murty, a master”s student in computer science at the time, was perturbed by this gender discrimination, especially coming from a group known for its pioneering spirit, the Tata Group. She expressed her concern by writing a postcard to JRD Tata, prompting change. Soon after, Sudha Murty became the first woman to set foot on the shop floor at Tata Motors.

Fast forward five decades, and Tata Motors is committed to enhancing gender diversity on its shop floors. Currently, 13% of its workforce on the shop floor comprises women, and they aim to increase this to 25% soon.

The efforts to promote gender diversity in the manufacturing sector extend beyond Tata Motors. According to Deloitte”s Blue Collar Workforce Trends Report 2023, the participation of female blue-collar workers has increased to 8%, up from less than 2% a couple of decades ago. Sectors like life sciences, automotive, and engineering design are leading the way in gender diversity due to their automation, demand for skilled talent, and competitive wages.

In the male-dominated realm of steel plants, women are making their mark. At Tata Steel, women now constitute 7.5% of the shop floor workforce. A “pink” coke oven battery unit operated entirely by women is in the pipeline. JSW Steel also empowers women with entire production lines managed by them. The company aims to increase women”s representation to 15% by 2030.

This wave of change is not limited to the steel industry. ArcelorMittal Nippon Steel India (AM/NS India) has doubled the percentage of women on its shop floor in the last four years, but there is still room for improvement. The Anand Group, a $2 billion auto components manufacturer, already boasts a 20% female workforce on the shop floor and is striving to reach 30% by 2025. Ashok Leyland has introduced an “all-women production line” at its facility in Tamil Nadu, while Ola Electric”s Future Factory has a 100% female workforce.

The southern states are particularly notable for higher representation of women on the shop floor. Apple Inc.”s ecosystem, including vendors Foxconn, Pegatron, and others, is the largest single-brand employer of women in India, with many of these women working in Tamil Nadu. ITC”s integrated consumer goods manufacturing and logistics facilities employ a substantial female workforce, ranging from 50% to 75% in total.

A study by CIEL HR across 131 firms in Karnataka and Tamil Nadu indicates a 26% increase in female employees on the shop floor in 2023 compared to 2022. It”s an encouraging shift, with the female-to-male ratio now at 4:10 in 2023, up from 1:10 in 2022.

Companies are motivated to improve gender diversity on the shop floor for various reasons. It broadens the talent pool and boosts economic growth. Higher female representation also leads to lower attrition rates. Additionally, it fosters a more inclusive and productive work environment. Employing more women helps tap into a workforce segment with unique strengths and perspectives, which is crucial for meeting ambitious goals.

The move toward gender diversity is also aligned with Environmental, Social, and Governance (ESG) reporting, as mandated by the Securities and Exchange Board of India”s new ESG framework, applicable to the top 150 companies from this fiscal year.

However, women who choose to work on the shop floor face challenges. Stigmas attached to blue-collar jobs in India persist, which is one reason for the slower progress. Traditional industries with less automation, operating in remote locations, and relying on physical labor have fewer women on the shop floor. In the manufacturing sector, the representation of women is significantly higher in white-collar jobs (14% to 16%) compared to blue-collar roles (8%) due to factors like manual work, pay differentials, and flexibility.

Addressing the gender pay gap is another important aspect of India Inc.”s journey towards gender equality, as the goal is to enhance women”s participation in the workforce, whether in blue or white-collar roles.