International Women's Day is more than a celebration—it's a call to action. This year’s theme, Accelerating Action, highlights the urgency of driving real change in gender equality, particularly in the workplace. While strides have been made, challenges persist—unconscious bias, limited leadership representation, and barriers to internal mobility continue to hinder women's career growth.
However, with AI-driven hiring, skills-based advancement, and inclusive workplace policies, organizations have the opportunity to create a more equitable future.
To understand the current landscape and the way forward, we spoke with women leaders across industries. They shared their perspectives on how technology can drive fairer hiring, how companies can break internal mobility barriers, and what women can do to take charge of their career growth.
How can skills data and AI-driven assessments drive faster, fairer, and more transparent hiring and career growth for women?
Mugdha Naik: AI-driven assessments have recently incorporated faceless interviews, where candidates are evaluated without revealing their gender, appearance, or even voice. This is a game changer, making hiring faster, fairer, and more transparent—especially for women.
Many companies struggle with internal mobility for diverse talent. What practical steps can HR and talent leaders take to break barriers and create real opportunities for women to advance internally?
Mugdha Naik: Flexible working policies are key. Companies need to provide working mothers with flexibility and, more importantly, not judge them for it. Instead of evaluating women based on outdated notions of availability, organizations should focus on actual work output and efficiency.
What advice would you give to women looking to take charge of their career growth and transition into leadership roles in a skills-driven corporate world?
Mugdha Naik: Gear up and skill up! Staying updated with the latest trends, tools, and industry insights is key. Although balancing work and home responsibilities can be challenging, setting aside dedicated time each day for learning will go a long way in career growth.
How can skills data and AI-driven assessments drive faster, fairer, and more transparent hiring and career growth for women?
Khushboo Jain: Skills data and AI-driven assessments can bring in less subjective bias while increasing transparency in hiring and career growth. By focusing on capabilities rather than gender-based assumptions, hiring decisions become more reliable and skills-driven. AI-driven assessments also have the potential to increase the representation of women in leadership roles by identifying high-potential female employees and helping to create personalized career growth plans.
Many companies struggle with internal mobility for diverse talent. What practical steps can HR and talent leaders take to break barriers and create real opportunities for women to advance internally?
Khushboo Jain: As an HR leader, breaking unconscious bias requires data-driven strategies. The first step is conducting internal audits to understand where the gaps are—whether through employee feedback, exit interviews, or skill gap analyses. Once these insights are gathered, companies must create structured career trajectories and offer upskilling opportunities through advanced leadership courses and mentorship programs.
It is also essential to provide flexible pathways that accommodate women at different life stages. For women returning from career breaks, organizations should consider more linear career progressions that allow a smoother transition. Creating hybrid or remote work environments can help them be productive at their own pace. Finally, ensuring buy-in from leadership teams is critical, as their support aligns these initiatives with business strategies and fosters a culture of true inclusion.
What advice would you give to women looking to take charge of their career growth and transition into leadership roles in a skills-driven corporate world?
Khushboo Jain: My advice would be simple—Learn, unlearn, and relearn. The world is changing at a very fast pace, and those who do not adapt to new skills quickly will struggle to sustain themselves in the evolving work environment.
Being proactive in learning new skills is crucial, but so is resilience. The ability to push through challenges while continuously upgrading knowledge and expertise will help women transition into leadership roles successfully.
How can skills data and AI-driven assessments drive faster, fairer, and more transparent hiring and career growth for women?
Deepali Rajani: AI-driven assessments evaluate candidates based on actual skills rather than subjective factors, reducing unconscious bias in hiring. By analyzing large datasets, AI can identify the most relevant qualifications for specific roles, ensuring that hiring decisions are based on concrete data rather than potentially biased intuitions. AI-powered systems can also analyze an individual's skills profile and suggest personalized career growth opportunities. Additionally, AI can identify skill gaps and recommend targeted training or development.
While these technologies offer significant potential for improving fairness and transparency in hiring and career growth for women, it is crucial to note that AI systems themselves can inadvertently perpetuate biases if not carefully designed and monitored. Organizations must take active steps to ensure that AI-driven hiring models remain equitable and unbiased.
Many companies struggle with internal mobility for diverse talent. What practical steps can HR and talent leaders take to break barriers and create real opportunities for women to advance internally?
Deepali Rajani: Organizations can foster internal mobility by clearly defining and communicating career progression routes within the company. A skills-based approach to talent management should be prioritized, focusing on capabilities rather than job titles. Transparent career pathways, structured mentorship and sponsorship programs, and internal job boards can all provide clearer advancement opportunities for women.
Additionally, organizations must ensure that promotion processes are bias-free by using structured interviews and objective criteria. Cross-functional exposure and succession planning should also be actively implemented to help women gain visibility and experience across different areas of the business. Training managers to provide unbiased performance evaluations is crucial, as is offering return-to-work programs that support women transitioning back into the workforce.
By building supportive internal networks and employee resource groups, companies can create an inclusive environment where women feel empowered to advance in their careers.
What advice would you give to women looking to take charge of their career growth and transition into leadership roles in a skills-driven corporate world?
Deepali Rajani: Women should focus on key principles that will help them grow in a skills-driven corporate world. First, they should not leave before they leave—meaning they should remain fully engaged in their careers rather than assuming certain roles are unattainable. Second, they should lean in, build strong networks, and seek out sponsors who can advocate for their growth.
Consistency and accountability are essential, as is being present and actively contributing in all professional settings. Collaborating with others, having the courage to speak up, and maintaining a mindset of curiosity will help women develop the leadership skills necessary to succeed.
How can skills data and AI-driven assessments drive faster, fairer, and more transparent hiring and career growth for women?
Sneha Sahasrabudhe: In today's era, where many companies are consciously promoting equal opportunities, AI-driven assessments can minimize biases and be leveraged to develop personalized growth plans. These plans should integrate not only an individual's skills but also align with their aspirations. Having visibility into one’s future career path can help women prepare, upskill, and position themselves for higher success.
Many companies struggle with internal mobility for diverse talent. What practical steps can HR and talent leaders take to break barriers and create real opportunities for women to advance internally?
Sneha Sahasrabudhe: Unfortunately, in 2024, women are still grappling with these challenges, and several factors contribute to them. Life milestones, societal expectations, and the demands that come with higher-level roles often force women to reconsider career advancements. In many cases, women I know personally have let go of promotions and career growth opportunities simply due to the absence of a supportive ecosystem.
To truly break barriers and create real opportunities, organizations must focus on three key areas—flexibility, trust, and mentorship. Providing women with flexible working arrangements without penalizing them for using those benefits is critical. Trusting them to take on leadership roles and supporting them through targeted mentorship programs will help build confidence and encourage long-term career growth.
What advice would you give to women looking to take charge of their career growth and transition into leadership roles in a skills-driven corporate world?
Sneha Sahasrabudhe: Believing in oneself is the first step toward career growth. Investing in continuous learning and professional networking is essential for those aspiring to leadership roles. Self-awareness—understanding one’s strengths and weaknesses—is key, as is embracing challenges as opportunities for growth.
Women should seek guidance from those who inspire them and distance themselves from negative influences that may hold them back. It is equally important to develop resilience and avoid taking criticism personally. Instead, they should focus on using feedback constructively to strengthen their leadership capabilities.
How can skills data and AI-driven assessments drive faster, fairer, and more transparent hiring and career growth for women?
Sudha Krishnan: AI is a major disruptor in today’s job market, with skill-driven, AI-based hiring transforming recruitment by making it faster, fairer, and more transparent. A transparent system, in turn, helps candidates identify and bridge skill gaps. It is often said that women apply only if they see themselves as 90% fit for a role—AI-driven, skill-based hiring can change this by mapping potential, guiding career paths, and fostering a more equitable workforce.
Many companies struggle with internal mobility for diverse talent. What practical steps can HR and talent leaders take to break barriers and create real opportunities for women to advance internally?
Sudha Krishnan: Internal mobility for women often stalls due to invisible barriers, unclear career paths, and bias in promotions. Organizations can drive real change by making career opportunities transparent, adopting skills-based advancement, and fostering sponsorship over passive mentorship. At Tiger, we recognize that employees—especially women—have different needs at different life stages, and we support them with personalized, one-on-one solutions to foster growth.
There is no one-size-fits-all approach; organizations must be open to customized, skill-based interventions to truly enable career progression. Creating structured pathways that help women navigate leadership opportunities and providing them with the necessary tools to succeed are essential steps toward fostering real internal mobility.
What advice would you give to women looking to take charge of their career growth and transition into leadership roles in a skills-driven corporate world?
Sudha Krishnan: Think of Serena Williams—when she started her career, she wasn’t waiting to be 100% ready for the big leagues. She stepped onto the court, honed her skills, took risks, and dominated. She continuously evolved, learning from every match, every setback, and every win.
Women in the corporate world should take the same approach—rather than waiting to feel completely qualified, they should take on challenges, build their skills, and make their ambitions known. Just like in sports, career growth is about showing up, practicing relentlessly, and seizing opportunities. Leadership isn’t about perfection—it’s about persistence, confidence, and continuous learning.
Moving Forward
The insights from these incredible women highlight one key takeaway: real progress isn’t just about policies—it’s about action.
By leveraging AI for fairer hiring, championing skills-based career growth, and creating inclusive workplace cultures, we can accelerate meaningful change.
Change is happening, but we must keep the momentum going. Want to stay updated on how skills-first strategies can drive gender equity in the workplace?
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