In 1972, Sudha Murty—now an acclaimed author, philanthropist, and wife of N R Narayana Murthy (Co-founder of Infosys)—came across a job notice from TELCO (now Tata Motors) in Pune. The advertisement invited young engineers to apply but ended with a discouraging remark: "Lady students need not apply." This blatant discrimination angered Sudha Murty. Determined to challenge the bias against female engineering students, she wrote a letter to J R D Tata. Her efforts paid off, leading Tata to revoke its “no-women” policy.

Today, Tata Group continues to champion women's empowerment through initiatives like Tata Motors' all-women assembly line and Tata Steel's all-women mining shifts, fostering a more diverse and inclusive workforce within the company and the Indian industry. At present, one can see many women in the manufacturing sector who are redefining norms by demonstrating their excellence in the male-dominated arena.

For example, on February 12, 2025, VE Commercial Vehicles Ltd (VECV), a joint venture between Volvo Group and Eicher Motors, delivered the first batch of Eicher Pro X trucks built on the all-women final assembly line from its new manufacturing facility. This is one of the many examples showcasing measures taken by companies in India to promote inclusivity on their factory shop floors. "As the logistics and commercial vehicle industry transforms, we are encouraged to see more women take on pivotal roles. At VECV, we are committed to driving relevant modernisation through the Eicher and Volvo brands. This includes innovation in products, services, and also in how we work. I am proud to note that our latest small truck—the Eicher Pro X—is built on an all-women assembly line, showcasing innovative approaches that enhance inclusiveness on the manufacturing shop floor. By creating opportunities across the commercial vehicle value chain, we are building a stronger, more resilient future,” said Vinod Aggarwal, MD & CEO, VECV, on the occasion.

Women in manufacturing 

Over 27 million people are employed in this sector, with women accounting for about 25–30 per cent of the workforce. “Women workers are predominantly employed in specific manufacturing industries. Approximately 50 per cent of female manufacturing workers are concentrated in apparel, textile, and leather industries, while another 22 per cent are in the food and tobacco sectors. The electronics manufacturing sector also stands out, with women constituting about 80 per cent of its workforce. Factors contributing to higher female employment in these industries include the nature of tasks that align with skills traditionally associated with women, such as precision and attention to detail, as well as the availability of flexible working arrangements. Relaxed night shift regulations allow for more flexible work arrangements, accommodating diverse personal needs and schedules. Improved workplace amenities enhance job satisfaction and retention by providing a more comfortable and supportive environment for all employees. Companies are also recognising the benefits of a diverse workforce,” states Neeti Sharma, CEO, TeamLease Digital.

According to Sachin Alug, CEO, NLB Services, the factors that contribute to their inclusivity are government incentives, skill training, hiring initiatives, diversity policies, adoption of niche technologies, etc.

Mohini Kelkar, Director, Grind Master Machines Pvt Ltd, was one of the first women entrepreneurs in the male-dominated machine tools sector. Sharing her experience in the industry, she says, “When I entered this field, there were very few women in the manufacturing arena. Now, we see many more women across multiple functions from the shop floor to the CEO level in the manufacturing as well as the machine tools sector. The manufacturing industry today offers opportunities like never before. Digitalisation and automation in manufacturing have transformed it completely, thereby creating a level playing field. The China Plus One sentiment and the Russia-Ukraine war have created big opportunities in manufacturing. The shortage of trained manpower in manufacturing is, in fact, a situation that can be leveraged by women engineers.”

Speaking about hurdles faced by women working in production facilities, she observes, “The biggest challenge is the mindset of co-workers and the mindset of the top management of the company. There are always challenges of acceptability, particularly for technical knowledge and senior-level management abilities. So, women have to take extra efforts in proving their point and proving themselves. But apart from this, business challenges are more or less the same for men and women, and there are pros and cons of being a woman. I have experienced this during my career. Gender issues have never come in the way of my growth or forward journey.”

According to Mohini Kelkar, the situation is changing very fast and women in manufacturing are increasing in numbers every day. “The change is also due to the increasing number of women directors or owners. Sometimes next-gen daughters are stepping into their father’s business and running it well. Women are also getting more and more ambitious and finding jobs at higher levels in the manufacturing industry. At the same time, the manufacturing industry is also accepting them very well,” she says.

Mining diversity

With the metals & mining sector emerging as a key driver of India's economic transformation, many companies are fostering an inclusive workplace empowering women. “With the mining industry taking its rightful place as one of the transformative areas driving India’s growth, we, at Hindustan Zinc, stand firm in our belief that diversity and inclusion are fundamental to drive the growth aspirations of the industry. Hindustan Zinc embraced diversity, equity & inclusion much before they became buzzwords and staunchly stands by them when many countries and companies are rolling back their DEI (Diversity, Equity, and Inclusion) policies, because we firmly believe these are integral to running our businesses well. With a gender diversity ratio of approximately 25 per cent, Hindustan Zinc employs over 700 women, out of which around 500 are in core operations—significantly surpassing many peers in India's core manufacturing, metals, and mining sectors. It is pivotal for companies to invest in women professionals to accelerate the industry’s evolution with diverse capabilities and perspectives that are critical for India’s rapid development,” observes Arun Misra, CEO & Whole Time Director, Hindustan Zinc Ltd.

He adds, “Metals & mining is going to be intrinsic to a low-carbon future. It has historically seen very low representation by women, and we need to bridge the skill gap in this sector by leveraging the high-quality talent pool presented by women. We are continually increasing the representation of women across all levels to make these sectors the most preferred choice for women. Towards this end, we are committed to achieving 30 per cent female representation in our talent pool by 2030.”

In fact, Hindustan Zinc has the distinction of establishing India’s first and second all-women underground mine rescue teams that have won global accolades. “As we move forward, our focus will remain on providing compelling opportunities for women to shape the future of metals, engineering, and beyond,” states Arun Misra.

Chemistry of success

With 7 per cent contribution to India's GDP, the chemical industry plays a big role in the manufacturing sector’s growth. In spite of this, women’s participation in the Indian chemical industry remains relatively low, with overall workforce representation at around 15.2 per cent—a figure that has remained largely unchanged for over two decades. In contrast, sectors like textiles and garments have seen significantly higher female participation, with women comprising nearly 60 per cent of the workforce. Aarti Jhunjhunwala, Executive Director, Fineotex Chemical Ltd, observes, “Historically, factory-based roles in the chemical industry have had even lower female representation due to various challenges, including workplace safety and operational conditions. However, the landscape is gradually evolving. There has been a noticeable increase in women entering technical and operational roles, areas traditionally dominated by men. At Fineotex, we have observed that greater access to STEM education has played a pivotal role in expanding the talent pool of women in specialised chemical manufacturing and research.”

She adds, “While factory-based roles still pose challenges, modern facilities and improved workplace practices are making these environments more accessible to women professionals. The shift has been gradual rather than transformative, but pioneering women in the industry continue to break barriers, paving the way for future generations of female professionals in chemical manufacturing.”

On an overdrive spree

While progress has been made in tech-driven industries, non-tech sectors such as automotive, energy, and manufacturing continue to be overwhelmingly male-dominated. “In recent years, there has been a clarion call for a transformative shift in the male-dominated automotive and manufacturing sectors. With Electric Vehicles (EVs) taking center stage, the industry is set to revolutionise through increased electrical, electronic, and software-led innovation, all within an ‘asset-light’ manufacturing ecosystem. This evolution creates a demand for fresh skills and opens a unique opportunity for women to lead in core areas like R&D and manufacturing, promising a dramatic rise in female participation in the auto industry," said Sulajja Firodia Motwani, Founder and CEO, Kinetic Green, in her Women's Day message.

Kinetic Green reached a landmark milestone in its gender diversity journey by establishing a 100-per cent women-led assembly line for the E-Luna—an industry-first initiative that underscores the company's unwavering commitment to gender parity and innovation, setting a new benchmark in the automotive manufacturing landscape.

She added, "Women are increasingly sought after in India’s manufacturing and EV sectors for their precision, attention to detail, and ability to enhance product quality and operational efficiency. Their inclusion not only cultivates a diverse and dynamic workplace but also drives innovation and strengthens overall organisational performance. As initiatives like 'Make in India' create new technical and leadership pathways, women’s contributions are playing a pivotal role in bridging the gender gap and accelerating the green mobility revolution. Their creativity, adaptability, and collaborative approach are essential in navigating the evolving complexities of modern manufacturing. Recognising and embracing female talent is proving to be a strategic advantage, fuelling both economic advancement and social transformation across India."

Empowering women

India's semiconductor sector is on a rapid growth trajectory, projected to reach $79.2 billion by FY2031 and generate one million jobs by 2026. However, achieving this scale requires a more inclusive workforce, as the industry cannot sustain itself as a male-dominated field. Increasing women's participation will be crucial in driving growth and innovation.  According to an NLB Services report, women currently make up only 25 per cent of India’s 220,000-strong chip design and engineering workforce, though this share is expected to exceed 30 per cent by 2027. Despite this progress, men continue to dominate key semiconductor roles. For instance, workforce participation in chip fabrication stands at 60:40 (men to women), chip design at 70:30, and Assembly, Testing, Marking, and Packaging (ATMP) at 80:20. Closing this gap is essential for fostering a sustainable and diverse semiconductor ecosystem in India.

Addressing this gender imbalance requires targeted initiatives such as upskilling programs, pay parity, and inclusive benefits, including maternity leave, career break support, flexible work arrangements, and project-based roles. Commenting on the issue, Sachin Alug emphasised the need for both mindset and infrastructural shifts to enhance women's participation. "Gender-neutral policies and equal opportunities must be prioritised," he said. "Additionally, infrastructural improvements—such as worker housing, healthcare facilities, and efficient transport—will be pivotal in attracting and retaining skilled talent."

Collaboration between the government and private sector will be the key to creating a safe, sustainable, and worker-friendly environment. As India accelerates its electronics manufacturing ambitions, integrating women into the design and manufacturing ecosystem will be essential. With the right measures in place, women's representation in the semiconductor industry is expected to rise from 25 per cent in 2025 to 35 per cent by 2030, helping bridge the gender gap and unlock the sector’s full potential.

Affirmative policy action

The Indian government has introduced various initiatives to boost women's participation in the manufacturing sector. “The Public Procurement Policy mandates that all central ministries, departments, and public sector enterprises procure at least 3 per cent of their annual purchases from women-owned Micro and Small Enterprises (MSEs), encouraging female entrepreneurship. Additionally, the Skill India Mission provides skill development programs to enhance women's employability by offering industry-relevant training. Further support is available through entrepreneurship support initiatives like the Prime Minister’s Employment Generation Programme (PMEGP), which offers financial assistance to women entrepreneurs looking to establish or expand their businesses in manufacturing,” states Neeti Sharma.

According to Aarti Jhunjhunwala, current regulatory frameworks provide a foundation for gender equality in the workplace, but there's significant room for improvement specifically tailored to the chemical industry. “The Maternity Benefit Amendment Act and workplace safety regulations have been positive steps, but more specialised policies addressing the unique challenges of chemical manufacturing environments would be beneficial. The government could introduce targeted initiatives such as subsidies for companies implementing women-friendly infrastructure in chemical facilities, specialised safety training programs, and incentives for hiring and retaining women in technical roles. Industry-specific skill development programs focused on women would also help bridge the existing gap,” she elaborates.

At the same time, there has been a significant rise in the number of women enrolling in technical education and vocational training programs in India compared to a decade ago. “Government initiatives such as the Skill India Mission, Beti Bachao Beti Padhao, and Pradhan Mantri Kaushal Vikas Yojana (PMKVY) have played a key role in increasing female participation in STEM (Science, Technology, Engineering, and Mathematics) and skill-based training. Additionally, more women are now pursuing engineering, ITI (Industrial Training Institute) courses, and diploma programs, particularly in fields related to manufacturing, automation, and electronics,” states Neeti Sharma.

This growing enrollment directly impacts women's employability in manufacturing by equipping them with industry-relevant skills, reducing the gender gap in technical roles, and increasing their access to better-paying jobs. She elaborates, “As manufacturing evolves with automation and digitalisation, a skilled workforce is essential, and women's participation in vocational training ensures they are prepared for these new-age roles. Moreover, companies are increasingly recognising the benefits of a diverse workforce, leading to higher recruitment of women in factory-based and technical positions. This trend not only boosts women's career prospects but also strengthens India's manufacturing sector by creating a more inclusive and skilled workforce.”

While gaining technical education increases their chances of employment in manufacturing, the government and industry still need to do a lot for inclusivity. Sachin Alug observes, “There is a direct impact of increased enrolment of women in technical education on their employability. That said, there's still a long way for us to go in order to grow in the right direction. We need proactive steps from the government and businesses to enhance skills, break stereotypes, and increase women's representation through a targeted approach. Skill development programs, incentives for inclusive employers, infrastructure support, policy reforms, etc., are some of the key steps expected from the government. Industries can offer impetus to the initiatives through mentorship, apprenticeship, gender-agnostic hiring, and building women's leadership.”

Mohini Kelkar strongly feels that actions to change society's mindset and outlook are needed at all levels. “We cannot leave it only to the government. A lot needs to be done for women empowerment. In a male-dominated society, the female child is brought up with lots of restrictions and more don’ts than do’s. So, it negatively impacts the decision-making ability of females and this becomes a hurdle in their lives forever,” she stresses.

Promoting gender equality

To further increase women's employment in the sector, both industries and the government will have to implement additional measures. Neeti Sharma states, “Enforcing supportive policies such as mandatory representation of women in leadership roles and ensuring equal pay can drive greater inclusivity. Improving workplace safety is also essential, as creating secure and inclusive environments can address concerns that often discourage women from factory-based roles. Additionally, introducing flexible work arrangements, including adjustable working hours and childcare facilities, can help women better balance their professional and personal responsibilities. Strengthening these initiatives will enable more women to enter and thrive in the manufacturing industry.”

Avanthi Rao, Business Leader, Components & Software, Cummins India, adds, “To encourage more women to join the manufacturing workforce, industries and policymakers must unite in action. This can be achieved by promoting gender equality laws, championing family-friendly policies, and igniting a passion for STEM among women.”

For example, Cummins has set a goal to achieve gender parity by 2027, with DEI&C (Diversity, Equity, Inclusion & Culture) as one of its core values. “We recognise that diversity alone is insufficient without equitable policies, an inclusive environment, and a cultural mindset that embraces diversity. Through structured rotations and mentorship, we empower women with cross-functional expertise and career growth. Our initiatives, such as the WILL (Women in Learning & Leadership) program and the College Hire Development Program, focus on skill development and increasing diversity in technical roles. Together, we can create a more inclusive and equitable future,” says Avanthi Rao.

Similarly, Fineotex has implemented several measures to increase women's participation. Aarti Jhunjhunwala comments, “We offer comprehensive diversity training and professional development initiatives that cultivate an inclusive workplace culture supporting the advancement of women. We maintain merit-based promotion systems, ensuring equal access to opportunities and leadership roles regardless of gender. We have invested in training programs specifically designed to support women's career advancement and implemented strict policies against harassment and discrimination. We believe the industry as a whole should focus on creating safer working environments, flexible work arrangements, and mentorship programs specifically designed for women in chemical manufacturing.”

Women power on the rise

The rise of women in India’s manufacturing sector will be driven by technological advancements, making roles less labour-intensive and more accessible. “Government initiatives like the PLI scheme, Skill India Mission, and Make in India will expand opportunities, while shifting societal norms and corporate diversity policies will further encourage female participation. Increased enrollment in technical education and vocational training will equip women with industry-relevant skills, enhancing employability. Companies are also prioritising safer workplaces, flexible work arrangements, and childcare support, making manufacturing more inclusive,” states Neeti Sharma.

Sachin Alug believes that factors such as government policies, inclusivity initiatives from corporations, skill enhancement programs, cultural shifts, etc., will play an instrumental role in bringing gender parity to the manufacturing workforce.

Infrastructure improvements, such as dedicated industrial zones, better transportation, and enhanced safety measures, will facilitate more women joining the workforce. “As industries recognise the benefits of gender diversity, these factors will collectively bridge the gender gap, ensuring a stronger, more inclusive manufacturing sector in India,” comments Neeti Sharma.

According to Avanthi Rao, the rise of women in the Indian manufacturing sector will be driven by cultural shifts, supportive policies, and technological advancements at the workplace. “Educational institutions also play a key role in building a pipeline of women workforce by equipping women with technical skills relevant to manufacturing and bridging the skill gap through STEM-focused education,” she says.

Aarti Jhunjhunwala anticipates a significant increase in women's participation in the Indian chemical industry in the coming years. “Several factors will contribute to this positive trend. The growing number of women pursuing education in chemical engineering, manufacturing, and related STEM fields is creating a robust talent pipeline. This educational shift is foundational to increasing representation in technical and leadership roles. The industry itself is evolving, with greater automation and technological integration reducing physical demands that were traditionally seen as barriers. Modern chemical manufacturing facilities are increasingly designed with ergonomic considerations that make them more accessible to all employees,” she explains.

She adds, “I am sure there are other companies like us who are recognising that diversity drives innovation and business success. Their diverse perspectives contribute to better outcomes and improved organisational performance. Changing societal attitudes and expectations are creating more supportive environments for women pursuing careers in manufacturing sectors. The recognition that women bring unique problem-solving skills, multidimensional approaches to strategic decision-making, and fresh insights is driving this change. Our company’s commitment to diversity and inclusion has already earned us the 'Great Place to Work' certification. We believe that by continuing to prioritise inclusive practices and equal opportunities, not only our company but the entire Indian chemical industry will benefit from increased women's participation across all levels.”

According to Mohini Kelkar, there is currently a gap in the market between demand and available skills in the manufacturing sector. There is a large demand, and there are not enough men in the manufacturing industry. Therefore, there is a very good possibility of women getting into manufacturing and rising to leadership positions. “I do believe in the India story. India is growing very fast, and the world is looking at us, presenting lots of opportunities for collaboration, cooperation, exports, technology development, and start-ups. So, you take whatever field you are in, and there is definitely scope. It is like ‘now or never’ for everyone—and more so for women. Never think that being a woman is a barrier. The hurdles and challenges faced in a career or while running a business are much more than the gender issues.”

Table 1: Some job profiles in semiconductor sector

Source: NLB Services

Mohini Kelkar, Director, Grind Master Machines Pvt Ltd

Actions to change society's mindset and outlook are needed at all levels. We cannot leave it only to the government. A lot needs to be done for women empowerment.

Arun Misra, CEO & Whole Time Director, Hindustan Zinc Ltd

Metals & mining has historically seen very low representation by women, and we need to bridge the skill gap in this sector by leveraging the high-quality talent pool presented by women.

Avanthi Rao, Business Leader, Components & Software, Cummins India

The adoption of modern technologies often goes hand in hand with progressive corporate cultures that value diversity and inclusion, encouraging more women to join and thrive in the industry.

Neeti Sharma, CEO, TeamLease Digital

Companies are increasingly recognising the benefits of a diverse workforce, leading to higher recruitment of women in factory-based and technical positions.

Aarti Jhunjhunwala, Executive Director, Fineotex Chemical Ltd

Several factors will contribute to this positive trend. The growing number of women pursuing education in chemical engineering, manufacturing, and related STEM fields is creating a robust talent pipeline.

Sachin Alug, CEO, NLB Services

Automation and modern manufacturing technologies can significantly increase women's participation in the workforce. AI can significantly reduce physical strain and make jobs more accessible for different people.