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This article is authored by Parmesh Shahani, head, Godrej DEi Lab.
India’s
factory shop floors are steadily becoming more gender diverse, but genuine
inclusion remains unfinished work. Women today constitute over a third of
India’s manufacturing workforce, up from less than a quarter in 2000. Between
2017–18 and 2023–24, they accounted for nearly three-quarters of net new jobs
created in the sector. Women are clearly driving manufacturing growth and
contributing significantly to India’s Viksit Bharat ambitions.
Yet
most shop floors are still not built to meet their needs. From inadequate
security and privacy to insufficient washrooms and basic facilities, structural
gaps persist. While several large corporations have made deliberate efforts to
create women-friendly workplaces, a substantial share of manufacturing
employment lies in the informal sector, where enterprises often lack the scale
or commitment to make necessary changes.
At
Godrej, focused DEI initiatives have begun transforming shop floors. At the
Godrej Chemicals facility in Ambernath, the number of women employees increased
tenfold, from four to 40—between April 2022 and October 2023. However, such
examples remain exceptions rather than the norm. The absence of inclusive
infrastructure leads to preventable attrition, limiting female participation
and imposing an economic cost.
The
economic case is clear. In 2018, the World Bank noted that India could add 1.5
percentage points to annual GDP growth if women’s workforce participation rose
to 50%. As of 2023–24, female workforce participation stands at 41.7%,
according to the Periodic Labour Force Survey. With manufacturing positioned as
a core engine of India’s economic strategy, shop floors must evolve to unlock
their full growth potential.
Security
is the starting point. Factories must ensure safe, bias-free environments
supported by strong anti-harassment mechanisms and credible reporting systems.
Well-lit premises, women wardens in dormitories, and sensitisation workshops
for male employees are practical measures that strengthen workplace culture and
safety.
Safety
must also extend beyond factory gates. With round-the-clock operations and late
shifts, secure commuting arrangements are critical. Flexible shift structures
are equally important. Many women balance professional responsibilities with
primary caregiving roles at home. Accommodating these realities through
thoughtful scheduling can significantly improve retention and morale.
Basic
facilities cannot be overlooked. Adequate clean washrooms, women-only changing
spaces, paid menstrual leave policies, and accessible medical support uphold
dignity at work. Beyond essentials, shop floor design itself requires reconsideration,
adjusting console heights, redesigning protective equipment, and ensuring tools
are ergonomically suited for women can make meaningful differences.
Finally,
allyship, particularly from families and communities, plays a decisive role.
Support at home can determine whether women pursue opportunities in
traditionally male-dominated sectors like manufacturing. Initiatives that
engage families and celebrate women’s achievemen6ts help extend inclusion
beyond factory walls.
Nari
Shakti is more than a slogan. It is a recognition of women’s growing role in
shaping India’s industrial and economic future. To fully realise that
potential, India’s shop floors must become spaces where women feel secure,
valued, and empowered to thrive.