An Indeed survey finds women remain sharply underrepresented in India’s deeptech sector, with entry-level representation ranging as low as 0–10% at many firms. While job-seeking stays steady, structural hurdles limit career progression and create pay perception gaps. Employers largely agree workplace setups shape opportunity access, but few have corrected compensation—raising the need for transparent, bias-free evaluations.
New research finds firms with women in leadership tend to perform better, with female managers more accurately spotting and promoting talent—improving productivity. But the expected fade of discrimination doesn’t show up. Even in wealthy countries, persistent gender gaps and workplace conventions continue to limit women’s rise into top roles.
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Anita Nariani Schulze, a Sindhi minority engineer at Apple in India, has filed a bias lawsuit alleging repeated exclusion from meetings, harsh criticism, micromanagement, and bonus denials by male senior and direct managers. She claims her performance evaluations remained positive and she made significant team contributions, yet remained disadvantaged compared to male colleagues.
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