EmploymentFormal Work, Quality Jobs

Closing structural barriers to women's entry, retention, and advancement across Pharma, Flexi Staffing, Logistics, Manufacturing, and BFSI.

Women in Leadership in BFSI Project

Strengthening Women's Leadership Pipelines in Indian Banking builds the evidence base on what women's journey to leadership in Indian banking looks like, including the experiences, institutional barriers, and trade-offs that shape the path.

The initiative combines research on lived experiences, institutional diagnostics, and behavioural insights to identify what drives sustained, sector-wide change in how banks identify, develop, and retain women in leadership pipelines.

The initiative's goal is not only to document the problem, but also to generate actionable evidence that shapes institutional practice and informs sector-level strategy at scale.

3M+ employees, 10% CAGRThe Indian BFSI sector, over half concentrated in banks, is one of India's largest formal employers and growing fast, growth that hasn't translated into inclusive growth.

26% → 15% → 8% → 0Women hold 26% of banking jobs, dropping to 15% at mid-management, 8% at senior levels, and zero women CEOs across 41 listed banks.

Pharma Sector Work

Pharmaceuticals is a vital growth engine for India. Udaiti is ensuring women are central to this expansion. Through data-driven research, strategic corporate partnerships, and targeted ecosystem interventions, we are dismantling structural barriers across the sector's two largest, most male-dominated verticals: Manufacturing and Sales.

Our clear mandate is to accelerate female workforce representation to 25% by 2030, transforming a high-growth industry into a high-yield vehicle for women's economic advancement.

2.7M jobsIndia's pharma sector ranks third globally by volume and contributes significantly to national GVA, directly and indirectly employing 2.7 million people.

38% → 12%Women make up 38% of the talent pipeline in pharma and allied courses, yet hold only 12% of pharma jobs.

Logistics Pilot

Logistics presents a significant opportunity to expand women's participation in the workforce. Yet women continue to remain underrepresented across the industry.

Working alongside partners such as Nikore Associates, the Logistics Sector Skill Council, and the CII Centre for Women's Leadership, initiatives are focused on identifying and addressing the barriers that limit women's entry and advancement in the sector.

Combining research, pilots, industry collaboration, and policy engagement, this work aims to strengthen pathways for women into logistics and support a more inclusive workforce in one of India's key growth sectors.

$800B by 2030India's logistics sector, valued at $354 billion in 2024, is one of the economy's fastest-growing engines.

System change, not headcountThe real opportunity is reshaping mobility, safety, skilling, and workplace infrastructure, not just placing more women in logistics.

Blue-Grey Collar Work

The blue-grey collar sector represents an essential, expanding pathway for women’s formal employment in India. Despite its potential, significant structural barriers severely limit entry, retention & upward mobility, leaving women underrepresented across key industries. To address these systemic bottlenecks, Udaiti partnered with Quess Corp to evaluate the state of women in this critical workforce segment. Grounded in data from over 10,000 surveyed workers & extensive qualitative interviews, the study establishes a baseline understanding of existing friction points & outlines actionable, high-yield levers to drive sustainable retention & career progression.

52% vs 3%Early attrition is a major leak: 52% of women with under a year's tenure plan to leave within 12 months, versus just 3% past two years.

Low pay & financial stressThe primary drivers behind women's exit from blue-grey collar roles.

Navdisha Pilot

Vocational training means very little if it doesn’t translate into a steady paycheck. To bridge the critical gap between graduation & payroll, Udaiti launched the Navdisha Demand & Supply Mismatch Pilot—a hyper-targeted initiative optimizing the entire talent pipeline from job discovery through to onboarding & retention.

Currently live on the ground in Uttar Pradesh, the Navdisha pilot deploys strategic public-private partnerships to rewrite the employment playbook across three pillars:

Precision Matching: Eliminating alignment friction between corporate requirements & candidate profiles.
True Job-Readiness: Polishing foundational & technical skills to meet immediate market realities.
Neutralizing Barriers: Actively mitigating the non-technical & social friction points that keep women out of the formal economy.

2,700+ womenReached by NavDisha across six districts of Uttar Pradesh.

50,000 → 25,000Districts have committed to mobilising 50,000+ women job-seekers and training 25,000+ of them over the next six months.