The technology sector has historically struggled with gender imbalance, with women vastly underrepresented in the industry, especially in management positions. Yet, change is taking place, with Global Capability Centers (GCCs) being leading champions of gender diversity. Firms are acknowledging the worth of a diversified workforce and actively working towards filling the gender gap. Based on recent estimates, 61% of GCCs foresee an increase of more than 50% in the hiring of women by 2030, which represents a significant shift in the sector.

In spite of progress, the existing data underscore the urgent need for reform. Globally, just 42% of women of working age are in the labor force, so for every two working men, there is only one working woman. The disparity is even greater in the technology sector, where women make up less than a third of the labor force, according to The World Bank. Executive positions show an even bleaker picture, with women occupying only 18–19% of such roles. Sustained gender prejudices, limited opportunities for mentorship, and limited professional development access all continue to deter women’s professional advancement, driving high attrition rates within the industry.

That said, firms are increasingly recognising the demand for diversity not only as an ethical or moral imperative but also as a commercial necessity. Empirical research has established that teams with diversity lead to improved innovation, enhanced decision-making, and superior financial outcomes. With this realization, most companies are taking tangible actions to attract more women to and retain them in the tech sector. This new emphasis on diversity is likely to lead to a 12% increase in the women’s workforce in IT by the year-end.

Among the major drivers of this shift are GCCs, which are making significant strides in creating a more balanced work culture. These offshore operations of multinational companies, in the form of GCCs, have been progressively developing gender diversity. What began as a slow process has now picked up good momentum. In the next 12 months, 7% of GCCs anticipate an increase of over 50% in the recruitment of women, while 28% foresee an increase of 20–50%. This reflects a strong and conscious attempt to create a more diverse workforce.

Bengaluru is spearheading this change, with 12% of local companies looking for a 50%+ rise in the recruitment of women. The city, commonly known as India’s Silicon Valley, has been in the vanguard of technological innovations, and gender diversity commitment further reinforces its position as a technology leader of the world. Looking forward to 2030, the drive is likely to gain momentum with Delhi/NCR being the most forward-thinking area in women recruitment. A remarkable 77% of GCCs in Delhi/NCR foresee over a 50% increase in women hiring, followed by Chennai at 72% and Bengaluru at 65%. The figures reflect long-term initiatives that organizations are putting in place for sustained gender balance.

The call for gender equality is not merely about recruiting more women; it is about creating a culture in which they can excel and move up the career ladder. Firms are paying more attention to mentorship initiatives, leadership training programs, and work-life balance policies to make sure that women not only join the technology sector but also reach leadership roles. Mitigating challenges like implicit bias, wage disparity, and the lack of sufficient networking chances is central in allowing women full access to professional advancement.

As organizations become increasingly invested in meeting such objectives, the tech industry will be at the threshold of a future that finds gender diversity no longer a campaign but rather a core of organizational culture. The persistent efforts of GCCs, coupled with more widespread industry-level transformations, will be instrumental in crafting an equitable workforce that portrays the actual capabilities of women in technology. By 2030, through constant recruitment, mentoring, and opportunities for leadership, the Indian technology industry may experience a dramatic tilt towards parity, with diversity being the hallmark characteristic of the industry instead of being merely an aspiration.