Let’s talk about the sectoral gender divide

By Staff Report April 8, 2025 5:16 pm IST

Viksit Bharat 2047 envisions the country becoming a $30 trillion economy. Women comprise around 27% of the overall workforce across all industries. To reach the $30 trillion goal, manufacturing must play a significant role, as the service industry is already contributing. A mere 10% increase in women’s participation in manufacturing could boost India’s GDP by $750 billion.

The service sector generally has better representation compared to the manufacturing sector. In a candid conversation with Neelam Pathak from WIMA, Shailendra Shukla from Eaton highlights that the primary reason for this disparity is manufacturing’s limited appeal to talented individuals, particularly women. Factors such as job ease and the challenge of balancing dual responsibilities are vital. Most importantly, the sector’s working policies need to be addressed.

Neelam: The labour force participation rate shows that women’s involvement in the manufacturing sector in India is limited to around 8-12%. This is low compared to global averages in other industries. What are the factors that hinder women’s participation in this sector?

Shailendra: Manufacturing is a distinct field with different roles, yet women’s participation in India remains low across many areas. Interestingly, participation rates vary by region. I have noticed that plants in the southern region have over 50% female involvement, while in some other region plants may have rates as low as 25%.

One obstacle is the societal and familial environment. Many women work primarily to support their families, leading them to choose jobs that allow them to juggle home responsibilities alongside their careers.

Additionally, company policies often restrict women from working night shifts, further, limiting their opportunities in manufacturing.

Education is a powerful force driving progress. With the gender ratio in education improving, women’s participation in STEM subjects is steadily growing. There is an exciting opportunity to empower women to pursue and excel in technical fields. The manufacturing sector holds immense potential to attract top talent by fostering interest in essential courses and creating an environment where women can thrive, even in physically demanding roles.

To address these challenges, we can enhance educational initiatives to attract diverse talent, promote the manufacturing sector, and encourage companies to take conscious steps toward inclusivity. While this will require deliberate effort, it can lead to meaningful progress.

Neelam: Eaton has been actively promoting diversity and inclusion through various initiatives. How do you encourage women to participate and how can other industries adopt similar practices?

Shailendra:  Eaton takes immense pride in being recognized as one of India’s top 10 best companies for women for the past five years. Additionally, our commitment to inclusivity has earned us a place on the Inclusive Companies Index for the second consecutive year. 

In India, we prioritize education through our ‘Shalini Program’, which supports students in collaboration with NGOs throughout their educational journeys. We also focus on female students in STEM programs with our ‘Pratibha scholarship’, creating pathways for young women to enter rewarding careers in manufacturing.

Eaton’s operations in the country include a global innovation center and seven manufacturing plants. Additionally, our Women Adding Value At Eaton (WAVE) initiative attracts, retains, and develops female talent.

At our Ahilyanagar plant in Maharashtra, we initially faced challenges in enrolling women for the third shift due to prior restrictions. However, after obtaining government approval, we actively worked to address safety concerns by inviting women and their families to tour the facility, fostering trust and confidence. Additionally, we ensured secure transportation by providing reliable transit directly to their homes, emphasizing their safety.

These efforts have attracted many women for the third shift, resulting in high productivity and quality. We believe supporting women in the workforce is both morally and economically beneficial. Additionally, we ensure a supportive environment to foster their growth, which has enabled us to recruit talent from remote areas, including the Northeast region.

Neelam: Skilling and upskilling are essential for advancing one’s career, regardless of gender, especially in today’s technological era. However, while we have seen many women in operational roles, their presence diminishes at leadership levels and technical positions. What skilling programs does Eaton offer to support women’s journey toward technical and leadership roles?

Shailendra: Skilling should be at the core of an organization. We are living in interesting times; traditional manufacturing methods are no longer effective. We see the significant impact of digitalization on the manufacturing sector. There are discussions about how Industry 4.0 may lead to job losses, bringing in the need for reskilling and upskilling for everyone.

Eaton has a skilling program designed for different job roles. Our innovative approach includes a skilled gym and dojo room in each of our plants, where every new hire undergoes hands-on simulated training for more than 20 days to prepare them for the shop floor. We focus on their ongoing development through various training courses and promote those who upskill themselves to leap with their careers. 

In some of our plants, 3D printing initiatives are led by women, and similarly, our quality initiatives are spearheaded by women. Women are now taking up key roles in departments like finance and other fields. 

Neelam: According to labour force participation and WEF data, 20 to 25% of women leave their careers due to a lack of mentorship, networking, and guidance, particularly during critical life-changing moments. Character, aspirations, and work-life balance also play significant roles in this decision. How is Eaton supporting women through mentorship, networking, and career guidance?

Shailendra: The issue is that few women quit mid-career, often due to familial obligations at work and home prioritizing their spouse’s career, leading to sacrifices of their own.

While there are cases where women take the lead in taking and accepting transfers, these instances are still rare. Maternity experiences and societal expectations, particularly in India, also present challenges. Many women take sabbaticals to support their children’s education during critical years.

To address this, we have a ‘ReLaunch’ program for attracting women who want to re-enter the workforce after taking career breaks. We support women on maternity leave for a smooth transition back to work, with a break of six months and in some cases upto nine months and during this, colleagues often step up to fill the gaps.

Eaton also prioritises safety and security in our workplace, maintaining strict policies against inappropriate behavior and providing specialised training for upskilling and promotions. These efforts have led to several female leaders breaking the midlife career barrier.

Neelam: If you had to advise women who aspire to enter this industry, or to those who are already part of it, what guidance would you offer?

Shailendra: I want to emphasise the significant growth and learning potential in manufacturing. While growth is important, the learning capacity is even more valuable, as success factors can differ for individuals.

My advice to the next generation is to stay open to opportunities beyond the obvious trends, especially in areas like artificial intelligence and information technology. Gaining domain expertise through hands-on experience in the manufacturing sector is crucial, as it makes you invaluable in knowledge and execution.

A broader perspective is important. Pursuing expertise in manufacturing allows for diverse learning opportunities and potential rewarding career. This industry offers a unique sense of fulfilment, as you’re constantly looking for ways to improve, which extends to your personal life as well.