By Gaurav Sharma

The ascent of women in manufacturing is a narrative rich in history and significance, marking a transformative shift from the entrenched norms that have long governed these sectoral roles dominated by male associates. 

This journey is emblematic of the sectoral evolution, with technology, automation & digital advancement being big enablers for creating equitable workplaces even in the traditional FMCG Manufacturing sectors. This exemplifies the commitment of modern frontline leaders to establishing equitable workplaces and pursuing diversity and inclusion. Their efforts have broken down barriers, setting a precedent for the sectors in which women can thrive and succeed.

However, it’s too early to call it a victory since we see persistent disparities, owing to the legacy mindsets which impede us from realising a fully gender-equitable workplace in the manufacturing sector.

The involvement of women in manufacturing is not a recent phenomenon but a story that stretches back over centuries, evolving alongside societal changes and industrial revolutions. Historically, women have been integral to manufacturing, from the textile mills of the 19th century to their pivotal role in munitions factories during the World Wars, symbolizing strength and resilience. These periods were marked by necessity rather than choice, with women stepping into roles vacated by men to meet the demands of wartime economies.

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Post-war periods, however, often saw women being pushed back into traditional roles, reflecting the societal norms and gender biases of the times. The late 20th and early 21st centuries have witnessed a gradual but significant shift, with increasing efforts to recognize the potential, value & diversity women bring to the manufacturing sector to drive innovation, efficiency, and growth within the sector.

Recent studies highlight a duality of advancement and challenges regarding female labour force participation rates within the manufacturing sector which remains around 25-33%, while the overall female labour force participation rate is at 37% for the 2022-23 period as per the Periodic Labour Force Survey by the Ministry of Statistics & Programme Implementation. Further, McKinsey Global Institute’s 2023 report on Gender Equality in India shows that gender-diverse executive teams correlate with 21% higher profitability. However, data from the Federation of Indian Chambers of Commerce & Industry (FICCI) reveals a modest 5% increase in women’s leadership roles within manufacturing over the last decade. These figures prompt us to celebrate the strides made while recognizing the need for accelerated action to close the gender gap.

Decoding Benchmarking in the Gender Context

In this dynamic landscape, benchmarking women’s progression in manufacturing offers insights into not only where we stand but also the vast potential that lies ahead. It serves as a critical tool for evaluating representation, empowerment, and the impact of gender diversity on innovation and competitiveness. This analytical framework allows us to appreciate the strides made and to strategically address the challenges that persist.

When applied to gender diversity, it transcends traditional metrics, offering insights into the representation and empowerment of women across all organizational strata. By meticulously analysing recruitment patterns, retention rates, promotion trajectories, and leadership inclusivity, businesses can unearth the real impact of gender diversity on their competitive edge and innovation quotient.

Contrary to outdated perceptions, the manufacturing sector today is a vibrant hub of innovation, demanding a diverse set of skills and perspectives. Despite this, the penetration of women in this sector hovers around a modest 25-33%, a stark contrast to sectors like healthcare at 54%. This discrepancy is not just a reflection of a gender gap but an opportunity to redefine the narrative around women in manufacturing.

Strategies for Empowering Women in Manufacturing

To dismantle the barriers and cultivate a more inclusive manufacturing environment, companies must adopt a multifaceted approach. Initiatives such as apprenticeship programs, networking platforms, and mentorship opportunities are pivotal in amplifying women’s voices and skills in manufacturing. Moreover, by offering flexible working arrangements and emphasizing work-life balance, companies can become more attractive to women professionals, thereby enriching the workforce with diverse talents and perspectives.

The integration of women into manufacturing is more than a compliance exercise; it’s a strategic advantage. Diverse teams have been consistently shown to be more innovative, more adept at problem-solving, and better at understanding the multifaceted needs of a global consumer base. In a sector where innovation is the linchpin of competitiveness, the diverse insights women bring to the table are invaluable.

The Road Ahead: Challenges and Opportunities

Despite the advancements, the journey towards gender parity in manufacturing is fraught with systemic challenges. Stereotypes, cultural norms, and a lack of visible female leaders in this space continue to perpetuate a cycle of exclusion. However, these challenges also present a unique opportunity to forge new paths and set global benchmarks in diversity and inclusion.

By rigorously benchmarking the progress of women in manufacturing, companies can pinpoint systemic barriers and implement strategic interventions. This includes comprehensive diversity training, the establishment of supportive networks, and a commitment to fostering a culture where women can thrive and lead.

A Call to Action for Future-Ready Manufacturing

Benchmarking women in manufacturing transcends traditional diversity metrics; it is a clarion call for innovation, inclusion, and long-term industry success. The time is ripe for organizations to not just acknowledge the importance of gender diversity but also to act decisively, leveraging it as a catalyst for transformation and growth. In our thriving manufacturing industry, roles of interest for women professionals are available across the value chain with upstream roles available which are connected to planning, production, quality, or manufacturing processes. Downstream roles are also equally in demand which cater to supply chain logistics, distribution, marketing, and selling products to customers. 

As we commemorate Women’s Day, let’s recommit to not only celebrating the achievements of women in manufacturing but also to being architects of a more equitable, innovative, and successful industry. The path to progress is paved with diversity, and it is incumbent upon us, the industry leaders, to lead this charge.

(The author is Chief People Officer, Hindustan Coca-Cola Beverages. Views expressed are personal and not necessarily those of financialexpress.com)