Nearly half of deeptech employers in India say women make up just 0–10 per cent of their entry-level hires in artificial intelligence and machine learning roles, highlighting persistent gender gaps despite steady job-seeking activity among female professionals, according to the latest Hiring Tracker by Indeed India.
The survey, focused on specialised fields such as AI/ML, data science and cybersecurity, shows that representation gaps begin early in the career pipeline and continue through senior levels. No organisation surveyed reported female representation exceeding 50 per cent at any level of seniority.
The data suggest that the imbalance is not due to a lack of applications from women. Active job-seeking among women remained almost unchanged between quarters, with 43 per cent reporting active applications in the fourth quarter compared with 42 per cent in the third.
The findings point to structural barriers in hiring, assessment processes and workplace dynamics that influence how opportunities are accessed in high-demand technology sectors.
Entry Barriers Persist Despite Steady Applications
Employers cited difficulties in attracting women into entry-level deeptech roles, with 43 per cent reporting minimal female participation at the hiring stage. The study notes that this early imbalance compounds over time, shaping representation at higher levels.
“While STEM education is a prerequisite, differences in assessment processes and practical workplace constraints can influence how opportunities are accessed,” said Sashi Kumar, Managing Director at Indeed India. “Identifying these structural challenges is an essential step for organisations looking to effectively attract and retain skilled talent in high-demand areas like AI and robotics.”
The report suggests that hiring processes themselves may contribute to limited intake, even when qualified candidates are present in the applicant pool.
Beyond hiring, the survey highlights differences in how career growth and compensation are perceived and experienced. About 38 per cent of employers reported that women take longer to progress to mid-level roles compared with male colleagues.
Perceptions around pay parity remain divided. Around 32 per cent of employees believe colleagues of the opposite gender earn more for similar work, including 34 per cent of women who believe men earn more and 31 per cent of men who believe women earn more.
At senior levels, 67 per cent of employers reported no gender pay gap. However, 27 per cent of employees felt that pay differences actually widen with seniority, indicating a disconnect between organisational assessments and employee perceptions.
Only 42 per cent of women candidates felt their latest job offer fully reflected their specialised skill sets, the report said.
Calls For Transparency In Salaries And Promotions
When asked about effective interventions, respondents prioritised transparency and objective processes. About 67 per cent favoured transparent salary bands, 51 per cent sought clear promotion criteria, and 47 per cent called for bias-free evaluation processes.
While 44 per cent of employers said they conduct internal gender pay parity reviews, only 14 per cent reported implementing specific compensation corrections.
The report also noted behavioural differences in salary negotiations. Male candidates were more likely to negotiate offers, potentially influencing long-term pay trajectories. Meanwhile, 23 per cent of women were willing to accept salary hikes of 10 per cent or less, which may affect future earnings growth. |
