India Inc. steps up efforts to build a gender-diverse and inclusive workplace
In a significant cultural shift, traditionally male-dominated manufacturing giants such as Larsen & Toubro (L&T), Tata Steel, Mahindra Group, CEAT, and Honeywell are leading the way in redefining workplace inclusivity. These organisations are rolling out a slew of progressive policies aimed at attracting, retaining, and empowering women professionals—signalling a transformational moment for the manufacturing sector in India.
From menstrual leave and hybrid work models to leadership mentoring and returnship program, these companies are walking the talk when it comes to supporting women through various phases of their professional journeys.
L&T Sets the Benchmark
Engineering behemoth L&T has introduced a comprehensive range of initiatives, including a menstrual leave policy announced by Chairman and Managing Director SN Subrahmanyan earlier this month. The company also offers hybrid work arrangements during the transitional phase after maternity leave, safeguards performance ratings for returning women professionals, and provides crèche facilities at multiple project sites and offices. Where on-site childcare is unavailable, a crèche allowance is extended.
Additionally, L&T supports travel flexibility for working mothers by allowing them to bring infants and caretakers on official trips—fully funded by the company. Wellness rooms dedicated to women employees are now featured at several L&T plants and offices, reinforcing the company’s commitment to well-being.
“While hybrid work may not be universally applicable in core engineering roles, we are prioritising real, impactful changes that create an inclusive and supportive workplace culture,” said C Jayakumar, CHRO, L&T.
These efforts are already yielding results—over 43% of L&T’s women workforce have availed of crèche facilities, showcasing early adoption and positive reception.
CEAT’s Inclusive Drive
Tyre major CEAT is also making waves with its initiative ‘Shakti’, a menstrual leave policy launched last September, which has already been utilized by 20% of its women workforce. The company is also mentoring high-potential women leaders through its ‘Womentoring’ programme, which pairs them with senior executives to accelerate career progression.
In a bid to ensure fairness, CEAT recently conducted a gender pay audit to enhance transparency in compensation structures. “Diversity is no longer optional—it’s a strategic imperative,” noted Riya Dalvi, Chairperson – DEI, RPG Group.
Tata Steel: Pioneering Equality
Tata Steel is setting historic benchmarks with initiatives like ‘Flames of Change’, which saw the induction of India’s first-ever all-women firefighting crew in the steel industry. The company’s inclusive shift practices are already operational at its Kalinganagar Plant and in its mining operations across Jharkhand, with plans to scale across units.
Leadership development for women across ranks is a key focus area at the company.
Honeywell’s Holistic Approach
At Honeywell India, leadership and reintegration programmes are helping bridge the gender gap. Initiatives such as ‘Aspire’ for nurturing women leaders, the ‘Reconnect’ maternity support programme, and ‘Re-Start Her Hiring’ for women returning after a career break are fostering a more resilient and inclusive workforce. Emotional wellness and collaborative engagement workshops further enhance employee experience.
As legacy organisations embrace this change, the manufacturing sector is gradually shedding its male-dominated image—ushering in a new era where equity, opportunity, and innovation go hand in hand.Source ETManufacturing
