Women in senior positions: India - Revision history

Jyoti: /* Indian Unicorns, 2024 */

2026-07-30T09:26:02Z

‎Indian Unicorns, 2024

Jyoti: /* Indian Unicorns, 2024 */

2025-05-21T06:52:09Z

‎Indian Unicorns, 2024

Jyoti: /* Chief executive officers */

2025-05-21T06:48:43Z

‎Chief executive officers

Jyoti: /* 2019-24 */

2025-04-01T19:02:35Z

‎2019-24

Jyoti: /* 2020 */

2025-03-05T14:46:25Z

‎2020

Jyoti: /* 2014-23: Boards and top management */

2024-09-27T05:38:36Z

‎2014-23: Boards and top management

Jyoti: /* 2023-24 */

2024-07-12T19:05:04Z

‎2023-24

Jyoti: /* 2020: Women directors in India and the world */

2024-04-24T17:28:31Z

‎2020: Women directors in India and the world

Jyoti: /* 2016, India and the world: An Egon Zehnder report */

2023-04-06T08:24:38Z

‎2016, India and the world: An Egon Zehnder report

Jyoti: /* 2015>2021 */

2022-12-11T15:26:15Z

‎2015>2021

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  The CXO pool studied in the report had 119 founders and co-founders. These 33 founders and 86 co-founders are those who hold an active C-suite role in their organisation currently. As the country cements its position as the third-largest unicorn ecosystem globally, the composition of its executive leadership reveals both progress and structural inertia. In March, TOI reported that women also remained significantly underrepresented in India's venture capital (VC) industry, especially in decision-making roles. Among the 20 most active VC investors that TOI analysed, several firms have no women at all in their investment teams.
-[[Category:Economy-Industry-Resources|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA
+==2025==
-WOMEN IN SENIOR POSITIONS: INDIA]]
+[https://epaper.indiatimes.com/article-share?article=01_06_2026_013_002_cap_TOI  Rupali.Mukherjee, June 1, 2026: ''The Times of India'']
-[[Category:Gender issues|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA
-WOMEN IN SENIOR POSITIONS: INDIA]]
+[[File: Women CXOs in India, 2024-25.jpg|Women CXOs in India, 2024-25 <br/> From: [https://epaper.indiatimes.com/article-share?article=01_06_2026_013_002_cap_TOI  Rupali.Mukherjee, June 1, 2026: ''The Times of India'']|frame|500px]]
-[[Category:India|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA
-WOMEN IN SENIOR POSITIONS: INDIA]]
-[[Category:Pages with broken file links|WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA
+New Delhi : Domestic companies have outpaced MNCs in rewarding women leaders at the top with more female Csuite executives entering the million-dollar compensation league as India Inc sharpens its focus on diversity and professional talent.
-WOMEN IN SENIOR POSITIONS: INDIA]]
+ Nine women leaders are now part of the elite club of CXOs earning over a million dollars, up from seven two years ago, according to an analysis shared exclusively with TOI by global executive search firm EMA Partners.
 [[Category:Economy-Industry-Resources|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA

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 [https://epaper.indiatimes.com/article-share?article=22_04_2025_021_015_cap_TOI Supriya Roy, April 22, 2025: ''The Times of India'']
-[[File: The role mix of male and female CXOs in Indian Unicorns, presumably as in 2024.Jpg| The role mix of male and female CXOs in Indian Unicorns, presumably as in 2024 <Br/> From: [https://epaper.indiatimes.com/article-share?article=22_04_2025_021_015_cap_TOI Supriya Roy, April 22, 2025: ''The Times of India'']|Frame|500Px]]
+[[File: The role mix of male and female CXOs in Indian Unicorns, presumably as in 2024.jpg|The role mix of male and female CXOs in Indian Unicorns, presumably as in 2024 <br/> From: [https://epaper.indiatimes.com/article-share?article=22_04_2025_021_015_cap_TOI Supriya Roy, April 22, 2025: ''The Times of India'']|frame|500px]]
 Bengaluru : India’s unicorns may be commanding investor attention and scaling rapidly, but their top leadership remains largely male-dominated, according to new data from talent solutions firm Xpheno.
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  The CXO pool studied in the report had 119 founders and co-founders. These 33 founders and 86 co-founders are those who hold an active C-suite role in their organisation currently. As the country cements its position as the third-largest unicorn ecosystem globally, the composition of its executive leadership reveals both progress and structural inertia. In March, TOI reported that women also remained significantly underrepresented in India's venture capital (VC) industry, especially in decision-making roles. Among the 20 most active VC investors that TOI analysed, several firms have no women at all in their investment teams.
 [[Category:Economy-Industry-Resources|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA

← Older revision		Revision as of 06:48, 21 May 2025
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	''Women Chief executive officers in India and the world- 2017 (Part II)''		''Women Chief executive officers in India and the world- 2017 (Part II)''
		+
		+	=CXOs=
		+	==Indian Unicorns, 2024==
		+	[https://epaper.indiatimes.com/article-share?article=22_04_2025_021_015_cap_TOI Supriya Roy, April 22, 2025: ''The Times of India'']
		+
		+	[[File: The role mix of male and female CXOs in Indian Unicorns, presumably as in 2024.Jpg\| The role mix of male and female CXOs in Indian Unicorns, presumably as in 2024 <Br/> From: [https://epaper.indiatimes.com/article-share?article=22_04_2025_021_015_cap_TOI Supriya Roy, April 22, 2025: ''The Times of India'']\|Frame\|500Px]]
		+
		+	Bengaluru : India’s unicorns may be commanding investor attention and scaling rapidly, but their top leadership remains largely male-dominated, according to new data from talent solutions firm Xpheno.
		+	The report, based on an analysis of 400 CXOs across 117 Indian-born unicorns, found that women hold only 10% of C-suite roles.
		+
		+	This disparity is most pronounced in technology and executive roles. While women constitute 54% of CHROs, they account for just 2% of CEOs and fewer than 1% of CTOs or CIOs. The CMO role fared slightly better, with 18% representation. “Diversity has clearly made inroads into HR but remains marginal in roles historically associated with core business and product functions,” the report observes.
		+
		+	The findings point to persistent gender-role clustering: 62% of women CXOs are in HR, while 45% of men are concentrated in CEO, CTO, or CFO roles. Although this division mirrors broader industry trends, the disparity is notable in a startup ecosystem often hailed as progressive. The average age of a CXO in a unicorn stands at 43.5 years. The data reveals an interesting pattern regarding female leadership representation across age groups. The presence of women in senior positions increases in higher age brackets, indicating they attain these roles later in their professional journey. Statistical analysis shows that whilst only 7% of CXOs bet- ween ages 33-37 are women, this percentage rises to 16% for the 48-52 age group. This pattern suggests that although women are achieving leadership positions, they face a longer path to reach these roles compared to their counterparts.
		+
		+	“The relative time taken for women leaders to move up the ranks does display a lag in comparison to their male co- unterparts. Apart from the enterprise contexts of lower supply, challenges with dynamics of acceptance and in many cases the personal context of planned career breaks, do collectively play spoilsport and impact velocity of movement,” Siddharth Verma, head of executive search in Xpheno, told TOI. In terms of professional background, women CXOs average 24 years of experience—slightly higher than men at 22 years—and display longer tenures with current employers. Nearly 60% of women CXOs switched industries and 79% of all CXOs changed functional roles before taking on their current mandates. However, only 31% of women moved locations for their roles, compared to 33% of men.
		+
		+	Educational pedigree plays a significant role in CXO composition. While 58% of CXOs completed their undergraduate degrees at premier institutions, the number rises to 90% for postgraduate education, reinforcing the importance of elite credentials in accessing leadership pipelines.
		+
		+	The CXO pool studied in the report had 119 founders and co-founders. These 33 founders and 86 co-founders are those who hold an active C-suite role in their organisation currently. As the country cements its position as the third-largest unicorn ecosystem globally, the composition of its executive leadership reveals both progress and structural inertia. In March, TOI reported that women also remained significantly underrepresented in India's venture capital (VC) industry, especially in decision-making roles. Among the 20 most active VC investors that TOI analysed, several firms have no women at all in their investment teams.
		+
		+	[[Category:Economy-Industry-Resources\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA
		+	WOMEN IN SENIOR POSITIONS: INDIA]]
		+	[[Category:Gender issues\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA
		+	WOMEN IN SENIOR POSITIONS: INDIA]]
		+	[[Category:India\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA
		+	WOMEN IN SENIOR POSITIONS: INDIA]]
		+	[[Category:Pages with broken file links\|WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA
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	= Company directors=		= Company directors=

← Older revision		Revision as of 19:02, 1 April 2025
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	To address this, a majority of respondents feel that organisational culture needs to improve for women to thrive in leadership roles. Another significant barrier to increasing women's representation in leadership is the shortage of qualified candidates. Around 41% of respondents cite the unavailability of women talent as a key factor contributing to the skewed gender diversity. This issue ties into challenges related to organisational culture, gender bias, and work-life integration, all of which must be addressed to create meaningful change.		To address this, a majority of respondents feel that organisational culture needs to improve for women to thrive in leadership roles. Another significant barrier to increasing women's representation in leadership is the shortage of qualified candidates. Around 41% of respondents cite the unavailability of women talent as a key factor contributing to the skewed gender diversity. This issue ties into challenges related to organisational culture, gender bias, and work-life integration, all of which must be addressed to create meaningful change.
		+
		+	==2025: March==
		+	[https://timesofindia.indiatimes.com/business/india-business/mncs-see-rise-in-women-leaders/articleshow/118795837.cms March 8, 2025: ''The Times of India'']
		+
		+	[[File: Women in senior leadership positions in multinational corporations and GCCs in India presumably as in March 2025.jpg\| Women in senior leadership positions in multinational corporations and GCCs in India presumably as in March 2025 <br/> From: [https://timesofindia.indiatimes.com/business/india-business/mncs-see-rise-in-women-leaders/articleshow/118795837.cms March 8, 2025: ''The Times of India'']\|frame\|500px]]
		+
		+
		+	''' MNCs see rise in women leaders '''
		+
		+	BENGALURU: Ten years ago, MNC IT companies boasted six women at the helm. Prominent leaders included Accenture India's Chairman Rekha Menon, IBM's Vanitha Narayanan, HP's Neelam Dhawan, Capgemini's Aruna Jayanthi, and Intel's Kumud Srinivasan. Back then, Meta (Facebook) was headed by Kirthiga Reddy. Several of these leaders managed firms with nearly 100,000 employees.
		+
		+	Fast forward to today. MNCs remain steadfast in their commitment to increasing women leaders at the top. In contrast, despite higher representation of women at entry-level positions, women leaders are still underrepresented in IT firms with fewer visible examples at the top. Barring a handful of women in senior leadership roles, Indian IT firms look pale with poor representation of women in the C-suite. Wipro appointed Aparna Iyer as its CFO, while Suzanne Dann is the CEO of Americas 2. Infosys roped in Inderpreet Sawhney as its chief legal officer and chief compliance officer. The data shows that fewer women executives hold top management positions and report to the board in IT firms.
		+
		+	MNCs, including global capability centres (GCCs), are taking the lead in promoting more women to senior leadership positions. India has 1,760 GCCs with an increased focus on high-value services and ER&D. A Nasscom-Zinnov report showed that over the past five years, global roles in India expanded significantly, with more than 6,500 such positions now established. Interestingly, this included 1,100 women leaders holding global roles. Zinnov’s data on GCCs showed that at the executive tier, women constitute 6.7% of the total workforce. The mid-level positions, with 5 to 8 years of professional experience, are filled by 24.3% of women employees. Senior roles, which demand 9 to 12 years of experience, comprise 15.7% of the female workforce. GCC employs 1.9 million people out of India's total tech talent pool of 5.8 million people.
		+
		+	MNCs have led the pack with several policy interventions to nurture promising women executives into senior leadership roles. These firms actively monitor their career advancement through mentorship programmes and encourage them to pursue international opportunities. Also, as MNCs do the majority of the core work for their parent entities, job roles are strategically aligned to newer opportunities in emerging technologies reshaping their business landscapes.
		+
		+	Lalitha Indrakanti, CEO of JLR Technology & Business Services India (TBSI), said the key difference between working in an IT services company and a GCC lies in the depth of organisational understanding and expertise one develops over time. “While policies for increasing the women leadership pipeline are similar across both, GCCs offer greater stability, allowing women to stay in roles longer without shifting between client projects. This stability in tenure helps them develop deeper integration with headquarters and the India organisation, giving employees an opportunity to align with the company's culture, business goals, strategic and transformation initiatives - ultimately driving visibility and career growth.”
		+
		+	Karthik Padmanabhan, managing partner in tech consulting firm Zinnov, said the rise of women leaders in GCCs is being driven by structured interventions, targeted mentorship, and a deliberate focus on increasing the contribution toward outcomes. “India's GCCs have been instrumental in accelerating this shift, embedding gender diversity into core talent strategies while aligning with global leadership frameworks. With women comprising 28% of the total GCC workforce in India, structured efforts are ensuring that this representation translates into leadership roles,” he said. “Clear indications of successful structured programmes are emerging—one in six global roles in GCCs is now held by a woman. This growth is fuelled by systemic change—companies are prioritising equity-focused initiatives, return-to-work programmes, and inclusive policies to ensure leadership roles are not just accessible but actively pursued,” he said.
		+
		+	Anuprita Bhattacharya, head of Merck IT Center (MITC), IT country head - India, said the growth of women in leadership has been 14.3% over the last five years. "Beyond training and development, we ensure that women at Merck IT Centre gain real exposure—leading initiatives and engaging with influential leaders both within the organisation and through our industry networks. This approach has led to a significant rise in women in leadership roles, with several holding key global positions from India. These leaders are driving strategy and transformation, heading data and digital teams, and contributing to the group CIO leadership team.”
		+
		+	Sirisha Voruganti, CEO of Lloyds Technology Centre, said, “Our commitment to fostering an inclusive workplace is exemplified through various initiatives aimed at maximising opportunities for women, including learning programmes like Elevate and FasTech, resource groups such as Breakthrough and Women ConnecTech. With 36% of our workforce being women, we’re ambitiously aiming to increase this over the next few years.”

	[[Category:Economy-Industry-Resources\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA		[[Category:Economy-Industry-Resources\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA

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 ==2020==
 [https://epaper.timesgroup.com/Olive/ODN/TimesOfIndia/shared/ShowArticle.aspx?doc=TOIDEL%2F2021%2F03%2F04&entity=Ar01908&sk=1C7FA29E&mode=text  March 4, 2021: ''The Times of India'']
 [[File: Women in senior corporate positions in India and the world, 2020.jpg|Women in senior corporate positions in India and the world, 2020 <br/> From: [https://epaper.timesgroup.com/Olive/ODN/TimesOfIndia/shared/ShowArticle.aspx?doc=TOIDEL%2F2021%2F03%2F04&entity=Ar01908&sk=1C7FA29E&mode=text  March 4, 2021: ''The Times of India'']|frame|500px]]
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 '''Note: CXO  means chief experience officer'''
 =The state-wise position=

← Older revision		Revision as of 05:38, 27 September 2024
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	It also concluded that there is a clear case for appointing more women in top positions in the corporate sector as large companies with at least one woman director had better economic performance, higher financial stability and lower financial risk. “We find that higher shares of women in board positions are positively associated with employee ratings and sentiment scores, but the relationship is significant only when there is at least one woman in top management positions,” it said.		It also concluded that there is a clear case for appointing more women in top positions in the corporate sector as large companies with at least one woman director had better economic performance, higher financial stability and lower financial risk. “We find that higher shares of women in board positions are positively associated with employee ratings and sentiment scores, but the relationship is significant only when there is at least one woman in top management positions,” it said.
		+
		+	==2017-23: States with the highest women directors in startups==
		+	[[File: 2017-23, States with the highest women directors in startups.jpg\| 2017-23: States with the highest women directors in startups <br/> From: [https://epaper.indiatimes.com/article-share?article=29_08_2024_010_004_cap_TOI August 29, 2024: ''The Times of India'']\|frame\|500px]]
		+
		+	'''See graphic''':
		+
		+	'' 2017-23: States with the highest women directors in startups ''

	[[Category:Economy-Industry-Resources\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA		[[Category:Economy-Industry-Resources\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA

← Older revision		Revision as of 19:05, 12 July 2024
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	'' % women hires executive leadership, FY2023-24 ''		'' % women hires executive leadership, FY2023-24 ''
		+
		+
		+	==2014-23: Boards and top management==
		+	[https://epaper.indiatimes.com/article-share?article=02_07_2024_019_007_cap_TOI Sidhartha, July 2, 2024: ''The Times of India'']
		+
		+	[[File: 2014-23- Women on company boards and top management in India.jpg\|2014-23: Women on company boards and top management in India <br/> From: [https://epaper.indiatimes.com/article-share?article=02_07_2024_019_007_cap_TOI Sidhartha, July 2, 2024: ''The Times of India'']\|frame\|500px]]
		+
		+	New Delhi : Govt mandate to have women on corporate boards has not just pushed up their share to 15.7%, but also helped large companies report healthier finances.
		+
		+	A paper by NCAER economists Ratna Sahay, Navya Srivastava and Mahima Vasishth, however, said there has not been a commensurate increase in increase in women occupying senior management (CXO) roles in Indian companies.
		+
		+	Since the mandate kicked in from April 2015, the share of women directors has increased over three times, after virtually stagnant between 2007 and 2014. In contrast, their representation in top management has increased from 13.8% in FY2014 to 21.8% in FY23, said the paper, to be presented at India Policy Forum.
		+
		+	Despite the progress on gender diversity in terms of board seats, India still needs to catch up as it lags the global average of 20% and far below 43% in France, the best performing country. It also pointed out that the share of women directors in companies set up after 1991 was higher as was also the case with top management.
		+
		+	While it may come as a surprise to many, small-cap firms listed on NSE fared better on diversity in their board composition with the share of women being 16.5% in 2023, compared with 13.5% for large caps. That’s probably because they had smaller boards as average number of women on boards of small cap firms was 2.5 compared to 4.7 for larger peers.
		+
		+	The paper, based on an analysis of over 2,700 NSE listed companies, also brings out that women directors are not only younger — 57 years being the average age in 2020 compared to 65 years for their male co- unterparts — they also held more board positions on an average — 1.2 compared to 0.8 for men.
		+
		+	It also concluded that there is a clear case for appointing more women in top positions in the corporate sector as large companies with at least one woman director had better economic performance, higher financial stability and lower financial risk. “We find that higher shares of women in board positions are positively associated with employee ratings and sentiment scores, but the relationship is significant only when there is at least one woman in top management positions,” it said.

	[[Category:Economy-Industry-Resources\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA		[[Category:Economy-Industry-Resources\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA

← Older revision		Revision as of 17:28, 24 April 2024
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	'' 2020: Women directors in India, China, France, Japan, South Korea, Sweden, the UK and the USA. ''		'' 2020: Women directors in India, China, France, Japan, South Korea, Sweden, the UK and the USA. ''
		+
		+	==2023-24==
		+	[[File: % women hires executive leadership, FY2023-24.jpg\|% women hires executive leadership, FY2023-24 <br/> From: [https://epaper.indiatimes.com/article-share?article=25_03_2024_013_003_cap_TOI Rupali Mukherjee, March 25, 2024: ''The Times of India'']\|frame\|500px]]
		+
		+	'''See graphic''':
		+
		+	'' % women hires executive leadership, FY2023-24 ''

	[[Category:Economy-Industry-Resources\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA		[[Category:Economy-Industry-Resources\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA

← Older revision		Revision as of 08:24, 6 April 2023
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	According to the EZ report, India was better than China and Hong Kong on the number of women CEOs. Among CFOs, however, India is far behind at 5.1% of women as CFOs.		According to the EZ report, India was better than China and Hong Kong on the number of women CEOs. Among CFOs, however, India is far behind at 5.1% of women as CFOs.
		+
		+	==2015-22==
		+	[https://epaper.timesgroup.com/article-share?article=31_03_2023_028_003_cap_TOI March 31, 2023: ''The Times of India'']
		+
		+	[[File: Participation of women in the Parliament, Judiciary, Corporate sector, Panchayati Raj Institutions, 1996- 23, year-wise statistics.jpg\|Participation of women in the Parliament, Judiciary, Corporate sector, Panchayati Raj Institutions, 1996- 23, year-wise statistics <br/> From: [https://epaper.timesgroup.com/article-share?article=31_03_2023_028_003_cap_TOI March 31, 2023: ''The Times of India'']\|frame\|500px]]
		+
		+	[[File: % of women judges in Supreme Court and Hight Courts, 2015-22.jpg\|% of women judges in Supreme Court and Hight Courts, 2015-22 <br/> From: [https://epaper.timesgroup.com/article-share?article=31_03_2023_028_003_cap_TOI March 31, 2023: ''The Times of India'']\|frame\|500px]]
		+
		+	[[File: Women in state- UT assemblies, top 5 and bottom 5 states, 2015- 22.jpg\|Women in state- UT assemblies, top 5 and bottom 5 states, 2015- 22 <br/> From: [https://epaper.timesgroup.com/article-share?article=31_03_2023_028_003_cap_TOI March 31, 2023: ''The Times of India'']\|frame\|500px]]
		+
		+	[[File: % of women MPs, 1996- 2019; % of women ministers, 2015- 22.jpg\|% of women MPs, 1996- 2019; % of women ministers, 2015- 22 <br/> From: [https://epaper.timesgroup.com/article-share?article=31_03_2023_028_003_cap_TOI March 31, 2023: ''The Times of India'']\|frame\|500px]]
		+
		+	Across the world, women have had to wage protracted campaigns to secure the basic rights of voting and running for public office. In India, these were available to women from the very start under our Constitution. But despite equality on paper, social conditions exist that hold women back from rising to decision-making positions. Though the needle has moved, anomalies remain stark, finds Atul Thakur
		+
		+	[[Category:Economy-Industry-Resources\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA
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		+	[[Category:Gender issues\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA
		+	WOMEN IN SENIOR POSITIONS: INDIA]]
		+	[[Category:India\|W WOMEN IN SENIOR CORPORATE POSITIONS: INDIAWOMEN IN SENIOR CORPORATE POSITIONS: INDIA
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	==2017: 1 in 5 firms has a female CEO/ top manager==		==2017: 1 in 5 firms has a female CEO/ top manager==