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Sandvik Coromant has a long term drive to increase gender diversity at their facilities. Production is a field largely dominated by men but this is changing. 

Listen to Abhishek Kulkarni, HR & IR Professional at Sandvik Coromant telling us how.

Abhishek with Logo.001.png

Updated: Nov 29, 2021

With a strong commitment to gender diversity, Atlas Copco has been running a network for women known as Pleiades. This is a part of the companies global initiative to catalyse gender diversity and inclusion. The Pleiades India Board has played a crucial role in this. The company reached a ratio of 20% females at the end of 2020, Enroute to reaching their goal of 30% by 2030. Shalini Sharma, mentor of the Pleiades board says ‘...we don't just want to give people from diverse backgrounds (and genders) a seat at the table, we want to give them a voice, too. Changing mindsets is what I'd truly like to achieve.’

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Updated: Oct 26, 2021

In 2020, IKEA India received the UN Women's highest award in the Gender-Inclusive Workplace category. This was received at the Asia-Pacific Women's Empowerment Principles Awards Ceremony on the 15th of December in Bangkok.

The company has a strong philosophy that in order to create a more equal society we must have more women in the workforce. IKEA reports that more than 60% of their senior leaders and 46% of their co-workers across all units are women.

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Updated: Nov 29, 2021

“After training I have been working as a forklift driver. There has been a lot of changes in our house because of this. Children are enrolled in tuition classes. Earlier, nobody used to seek my opinion regarding family matters, but now they respect me and involve me in decision making. My confidence has increased. I used to be scared to talk to people earlier, but now I am able to speak with confidence.”

Rani Ingale - trainee from Kraftsamla Phase I Skilling Project, Pune.

The Skilling Programme in Pune focuses on enabling and equipping women into the formal workforce. The core components of the training programme are confidence building, establishing strong support networks, and an extensive internship period in one of the Swedish companies. The companies need to provide gender sensitive environments to such first timers in the workforce previously dominated by men.

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