Women continue to face barriers in India's deeptech industry in terms of pay and representation, according to the latest Hiring Tracker released by global employment platform Indeed.
The survey covers specialised fields including artificial intelligence (AI), machine learning, data science, and cybersecurity. It shows significant gaps in representation, pay perceptions, and career progression across all levels of seniority.
The data shows challenges at the point of entry itself. Nearly half of employers surveyed, or 43%, reported that women make up only 0 to 10% of their entry-level deeptech hires. No organisation surveyed reported female representation exceeding 50% at any level of seniority.
The gap does not appear to stem from a lack of effort at the woman's end. Job-seeking among women remained steady, with 43% reporting active applications in the fourth quarter compared to 42% in the third quarter. According to researchers, this points to structural barriers at the entry stage rather than disengagement from the sector.
Career progression also presents a distinct challenge. Around 38% of employers reported that women take longer than their male counterparts to advance to mid-level roles. On the question of pay, 32% of employees believe colleagues of the opposite gender earn more for similar work, including 34% of women who believe men earn more, and 31% of men who believe women earn more.
Sashi Kumar, managing director of Indeed India, said that workplace structures play a major role. "While STEM education is a prerequisite, differences in assessment processes and practical workplace constraints can influence how opportunities are accessed. Identifying these structural challenges is an essential step for organisations looking to attract and retain skilled talent in high-demand areas like AI and robotics."
There is also a disconnect between employer and employee perceptions at senior levels. While 67% of employers reported no gender pay gap at senior roles, 27% of employees believed the gap actually widens with seniority.
Asked what measures would address these issues, employees said transparent salary bands (67%), clear promotion criteria (51%), and bias-free evaluation processes (47%) would help. However, despite 44% of employers conducting internal pay parity reviews, only 14% have implemented compensation corrections so far.
Male candidates were more likely to negotiate salaries, while women showed greater willingness to accept lower pay hikes, with 23% open to increases of 10% or less.
The survey covers specialised fields including artificial intelligence (AI), machine learning, data science, and cybersecurity. It shows significant gaps in representation, pay perceptions, and career progression across all levels of seniority.
The data shows challenges at the point of entry itself. Nearly half of employers surveyed, or 43%, reported that women make up only 0 to 10% of their entry-level deeptech hires. No organisation surveyed reported female representation exceeding 50% at any level of seniority.
The gap does not appear to stem from a lack of effort at the woman's end. Job-seeking among women remained steady, with 43% reporting active applications in the fourth quarter compared to 42% in the third quarter. According to researchers, this points to structural barriers at the entry stage rather than disengagement from the sector.
Career progression also presents a distinct challenge. Around 38% of employers reported that women take longer than their male counterparts to advance to mid-level roles. On the question of pay, 32% of employees believe colleagues of the opposite gender earn more for similar work, including 34% of women who believe men earn more, and 31% of men who believe women earn more.
Sashi Kumar, managing director of Indeed India, said that workplace structures play a major role. "While STEM education is a prerequisite, differences in assessment processes and practical workplace constraints can influence how opportunities are accessed. Identifying these structural challenges is an essential step for organisations looking to attract and retain skilled talent in high-demand areas like AI and robotics."
There is also a disconnect between employer and employee perceptions at senior levels. While 67% of employers reported no gender pay gap at senior roles, 27% of employees believed the gap actually widens with seniority.
Asked what measures would address these issues, employees said transparent salary bands (67%), clear promotion criteria (51%), and bias-free evaluation processes (47%) would help. However, despite 44% of employers conducting internal pay parity reviews, only 14% have implemented compensation corrections so far.
Male candidates were more likely to negotiate salaries, while women showed greater willingness to accept lower pay hikes, with 23% open to increases of 10% or less.
