Workplace Bias and Maternity Breaks Fuel Over 20% Gender Pay Gap in India, Survey Finds

India is facing a persistent gender pay gap, with nearly half of professionals believing that women earn at least 20% less than their male colleagues, largely due to workplace bias and maternity-related career breaks, according to a recent nationwide survey by Naukri.com and partners released on September 17, 2025. The study, which sampled over 20,000 professionals from 80 industries and 8 cities, reveals striking statistics and exposes underlying causes that continue to disadvantage women in the workforce.

Lead:

The report, published in major Indian business outlets, surveyed jobseekers and employees across diverse sectors. It highlights that 45% of respondents perceive India’s gender pay gap as being above 20%, with maternity breaks (51%) and workplace bias (27%) identified as the leading contributors. These disparities are most pronounced in specific sectors and at distinct professional life stages.

Key Findings

• More than half (51%) of survey participants said maternity breaks are the primary driver of pay disparity between women and men in India.

• About 27% cited workplace bias—the way women are perceived and valued at work—as a major contributor.

• The impact is most intense for professionals with 5-15 years’ experience, reflecting common maternity-related career pauses during these years.

• IT, pharma, and auto sectors show the highest concerns, with over 50% of respondents in these fields flagging significant pay gaps.

• Technology hubs like Hyderabad (59%) and Bengaluru (58%) reported the highest worries about IT pay inequities.

• Both men and women share these views, highlighting a broadly recognized issue and hinting at cultural dimensions.

Context and Background

India has legislated for improved maternity benefits over the years. The Maternity Benefit (Amendment) Act of 2017 expanded paid leave from 12 to 26 weeks, aiming to support working mothers. However, studies suggest these well-intentioned laws can, paradoxically, reduce female employment opportunities and income, as employers shoulder the full financial burden and may hesitate to hire women in the high-fertility age group.

The “motherhood penalty” is a global phenomenon. Research in advanced economies has found that each child reduces a woman’s earnings by 4–10%, while men may experience a “fatherhood premium”—higher earnings after becoming fathers. Indian surveys mirror these findings, with women often returning to lower performance ratings and slower salary growth after maternity leave. Managerial and team expectations change, sometimes leading to missed promotions and more limited roles.

Expert Commentary

Shilpa Khanna, Associate Partner and DEI Practice Leader at Aon India, notes, “Working mothers in India Inc confirm facing a penalty on career growth when they come back from maternity, be it performance rating, promotion or pay. The compounding impact across multiple dimensions creates a formidable barrier to career progression, further perpetuating the leaky pipeline”.

Saundarya Rajesh, Founder-President, Avtar Group, explains that “Managers find themselves operationally managing resource gaps to balance workloads when a team member takes a maternity break. This can lead to stress or resentment, resulting in a negative perception of the returning employee who is then seen as a source of disruption”.

Implications for Public Health and Society

Gender wage inequality can have profound economic and social consequences:

• Reduced household income and financial security for women, especially single mothers or primary caregivers.

• Lower motivation and career satisfaction, impacting mental health.

• Economic productivity losses—McKinsey Global Institute estimates gender workplace parity could boost India’s GDP by $770 billion by 2025.

• Persistent stereotypes that hinder girls and young women from entering high-paying careers.

Practical Implications: What Readers Should Know

• Women considering maternity breaks should be aware of the possible career impact and proactively manage communication with employers and mentors.

• Organizations are encouraged to foster bias-free, transparent hiring and pay practices, performance-based promotions, and structured return-to-work programs to reduce the penalty.

• Employees and managers across sectors should recognize unconscious bias, challenge stereotypes, and advocate for equal opportunities.

• Individual choices in career planning may benefit from seeking employers with strong DEI (Diversity, Equity, Inclusion) practices and transparent pay structures.

Limitations and Counterarguments

• The Naukri survey reflects perceptions and self-reported data, which may not always align with actual pay statistics.

• Employment records sometimes show narrower gaps due to salary scales, but hidden inequities can persist in bonuses, raises, and promotions.

• Maternity policies vary significantly across organizations, and not all sectors enforce bias or penalties equally.

• Some experts caution that increased maternity leave without employer cost-sharing can unintentionally reinforce gender stereotypes and lead to hiring discrimination against women of childbearing age.

Balancing Perspectives

While the gender pay gap is widely acknowledged, not all employers or sectors are equal offenders. Industries like oil & gas and retail show smaller gaps, and rising public awareness is driving companies to adopt fairer policies. More diverse leadership, transparency in pay structures, and stricter anti-discrimination enforcement can help bridge the divide. Crucially, both men and women benefit when workplace cultures promote responsibility, flexibility, and support for caregivers.

Reference Section

Study Citations

• Naukri Survey Report, “Workplace bias, maternity breaks result in over 20% gender pay gap, say 45% professionals”, September 2025.

• Banerjee, Biswas, Mazumder. “All is not well: Unintended consequences of maternity leave policy in India”, Ideas for India, March 2024.

• World Economic Forum, “Global Gender Gap Report 2024.”

• McKinsey Global Institute, “The Power of Parity: Advancing gender equality in India,” November 2015.

Expert Interview Sources

• Shilpa Khanna, Associate Partner and DEI Practice Leader, Aon India.

• Saundarya Rajesh, Founder-President, Avtar Group.

Statistical Sources

• Naukri.com, Survey of 20,000 professionals from 80 industries and 8 cities, September 2025.

• International Labour Organization, “India Wage Report,” 2018.

Additional Supporting Materials

• Economic Times, HR policies and trends coverage.

• Deccan Herald, Punjab News Express, and other business outlets reporting on the survey.

Medical Disclaimer: This article is for informational purposes only and should not be considered medical advice. Always consult with qualified healthcare professionals before making any health-related decisions or changes to your treatment plan. The information presented here is based on current research and expert opinions, which may evolve as new evidence emerges.