International Journal For Multidisciplinary Research

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Breaking the Glass Ceiling A Case Study on Human Resource Practices for Women's Career Progression in India 2015 to 2024

Author(s) Ms. Puja Kumari, Dr. Harmeet Kaur
Country India
Abstract The glass ceiling continues to be a major hurdle for women's career advancement within corporate India, in spite of statutory mandates and organizational diversity initiatives. This paper attempts to review, between 2015 and 2024, critically assess the Human Resource (HR) practices that have both contributed to breaking this barrier, promoting gender diversity, and enhancing women's career advancement. HR Ideas such as diversity training, inclusive hiring, mentoring/sponsorship programs, flexible working arrangements, and anti-discrimination measures are reviewed through a review of literature in the study. Findings showed that unconscious bias has a significant influence on recruitment decisions, promotion policies, and workplace culture in defining the hierarchies, often perpetuating male-dominated leadership. While some corporations have adopted diversity training and blind hiring in order to avoid bias, the efficacy of these vary across sectors. Challenges concerning work-life balance have historically disadvantaged women because of the traditional expectation that they bear the bulk of caregiving responsibilities. Although flexible work policies, paid parental leave, and child care support have recently been introduced, these provisions are nevertheless inconsistently applied across organizations, further undermining women's enhancement opportunities. The study said that, the addition of exploration into women's experiences within professional hierarchies suggests there may be far-reaching implications in terms of their career trajectories. The observation is made that due to men continuing to stagnate in senior leadership roles, if women could gain such valuable access, they're empowered, although the opportunities are limited. Gender diversity case studies, further illustrated through companies like Infosys, ICICI Bank, and Tata Steel, also demonstrate the success of structured HR interventions to promote gender inclusivity. Women continue to struggle with oppression in male-dominant industries like manufacturing, engineering, and finance, where there are hardly any opportunities for leadership. After a due course of time taken to reassess equality, legislative measures put in place like the Companies Act, which states that one female director should be mandatory in a corporate board, has not led to addressing the systemic barriers, implying a deep cultural shift is the need of the hour for organizations. The study recommends that organizations should transcend beyond mere token diversity actions and arm themselves with the knowledge to build gender equity in their corporate DNA through serious and committed leadership, transparent promotion policies, and strict adherence to anti-discrimination laws. Organizations should focus on strengthening of women leadership programs, structured assessments, and partnership initiatives designed to cultivate a more positive environment for women to experience equal professional success. These findings are likely to fit well for HR professionals, executives, and policy-makers eager to advance the building of a fairer and more equitable corporate environment in India.
Keywords Glass Ceiling, HR Practices, Women's Career Progression, Gender Inclusivity, Leadership, India
Field Business Administration
Published In Volume 7, Issue 3, May-June 2025
Published On 2025-05-17
DOI https://doi.org/10.36948/ijfmr.2025.v07i03.45127
Short DOI https://doi.org/g9kf7x
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