India’s deep tech sector continues to face a persistent gender gap, with 43% of companies reporting difficulty in hiring women for entry-level roles in artificial intelligence and machine learning, according to the latest Hiring Tracker by Indeed.
The survey, conducted across fields such as AI/ML, data science and cybersecurity, highlights structural challenges in hiring and career progression that are limiting women’s participation across levels.
At the entry stage itself, representation remains low. Nearly half of the employers surveyed said women account for just 0–10% of entry-level hires in deep tech roles. Notably, no organisation reported female representation crossing 50% at any level of seniority.
The findings suggest that the issue is not a lack of interest among women candidates. Active job-seeking has remained steady, with 43% of women reporting job applications in the last quarter, marginally up from 42% in the previous quarter.
However, career growth appears uneven. Around 38% of employers said women take longer to move into mid-level roles compared to men, contributing to a widening representation gap over time.
Perceptions around pay also remain divided. About 32% of employees believe that colleagues of the opposite gender earn more for similar work. This includes 34% of women who think men are paid more, while 31% of men believe women earn more. At senior levels, while 67% of employers claim there is no gender pay gap, 27% of employees feel the disparity actually increases with seniority.
Sashi Kumar, Managing Director at Indeed India, said, “While STEM education is a prerequisite, differences in assessment processes and practical workplace constraints can influence how opportunities are accessed. Identifying these structural challenges is an essential step for organisations looking to effectively attract and retain skilled talent in high-demand areas like AI and robotics.”
The report also points to gaps in workplace policies. While 44% of companies said they conduct internal pay parity reviews, only 14% have implemented compensation corrections so far.
Employees, meanwhile, are calling for more transparency. Around 67% of respondents said clear salary bands would help improve equity, while 51% pointed to the need for defined promotion criteria and 47% highlighted bias-free evaluation systems.
Differences in negotiation behaviour also emerged. Male candidates were found to be more likely to negotiate salaries, while 23% of women said they would accept lower increments of 10% or less—factors that could influence long-term earnings.
“In a high-skill sector like deep tech, our latest survey finds a gap between credentials and compensation; only 42% of women candidates felt their latest job offer was a complete reflection of their specialised skill sets,” Kumar added.
The study was conducted by ValuVox on behalf of Indeed, surveying 3,667 respondents, including 1,229 employers and 2,438 employees and job seekers across multiple industries and job roles in India.