In today’s evolving workplace landscape, recognition has emerged as a critical driver of professional fulfilment and organizational success. Yet, beneath the surface lies a nuanced reality: women employees in Indian organizations consistently demonstrate a stronger desire for workplace appreciation than their male counterparts.
This gap is more pronounced across regions, including emerging Tier 2 and 3 cities, highlighting how organizations must reimagine workplace cultures to unlock the full potential of a diverse workforce.
The recognition gap: small numbers, big impact
Recent findings from a pan-India study by AVTAR and EY GDS signals a deeper truth about the professional experiences of women across India’s corporate landscape. The study, covering over 10,000 Indian professionals, reveals that more women (94 per cent) want to be known and respected for their work than men (91 per cent).. This gap widens considerably when we examine different city tiers – 78 per cent of women in Tier 2 and 3 cities value appreciation for their work, compared with only 58 per cent of men in the same locations.
These numbers tell a story that go beyond statistics. They reflect the lived experiences of millions of women professionals who navigate workplaces and where their contributions often remain undervalued, sometimes invisible. In a system where parity hasn’t always been present, the need to recognize women’s contributions gains heightened importance.
Cultural context: the weight of invisible labour
Understanding this recognition gap requires acknowledging India’s complex cultural landscape. Professional women often carry the dual burden of excelling at work while managing disproportionate household responsibilities. When 91 per cent of women report that their income is key to securing their family’s future, compared with 88 per cent of men, we see how economic contribution has become central to women’s professional identity.
Despite this critical economic role, women’s professional achievements frequently go unacknowledged, both at the workplace and in society at large. In environments where women must constantly prove their competence and navigate systemic biases, recognition goes beyond being a ”nice-to-have;” it serves as an essential validation of their professional worth and identity.
The survey data reveals another compelling insight: women demonstrate greater openness to feedback, with only 16 per cent reporting defensiveness when receiving inputs, compared with 28 per cent of men. This suggests that instead of simple words of praise, women are looking for meaningful acknowledgment that helps them grow – and also validates their contributions within a constructive framework.
The geographic divide: where location amplifies need
The stark difference in recognition needs between metro cities and Tier 2 and 3 locations unveils another layer of complexity. In smaller cities, where organizational opportunities may be limited and traditional gender roles more entrenched, workplace recognition becomes even more crucial to the identity that women build for themselves.
Women professionals in Tier 2 and 3 cities often face additional barriers – from limited networking opportunities to fewer accessible role models. When workplace appreciation is scarce, it compounds existing challenges and can lead to talent attrition. The 20 per cent gap between women and men in Tier 2 and 3 cities on the importance of appreciation is a drastic reminder for organizations operating across India’s diverse geography.
Building recognition-rich cultures: from intent to impact
Creating appreciation-rich cultures requires moving beyond annual performance reviews and occasional acknowledgments. Organizations must embed recognition into their daily operations, making it a fundamental aspect of how work gets done, and not just an afterthought.
In addition:
· Leaders must first recognize and value the “invisible leadership” that women often provide through mentoring, team building, and conflict resolution that keeps organizations functioning smoothly. This emotional and identity labor, while critical, frequently goes unnoticed in traditional performance metrics. By expanding our definition of valuable contributions, we create more inclusive recognition systems.
· Consistency must become the foundational block of organizations’ structured recognition programs across teams and locations. This is particularly imperative for operations in Tier 2 and 3 cities, where informal networks may be less developed. Regular appreciation, peer acknowledgement systems, and transparent celebration of achievements can help bridge the recognition gap.
· Training managers’ ability to provide specific, timely and meaningful feedback is essential. Given women’s perceived greater openness to feedback and desire for well-deserved recognition, managers who master the art of appreciation can significantly impact retention and engagement.
The way forward: recognition as a strategic imperative
As organizations compete for talent in an increasingly dynamic market, those that master the art of recognition will gain a discernible advantage. Building cultures where appreciation is embedded is now an active differentiation of business success. When women feel valued for their contributions, they’re more likely to stay, grow and lead within organizations.
The message is clear: recognition is no longer just a soft skill or a polite benefit, but a strategic imperative that directly impacts an organization’s ability to attract, retain and develop diverse talent. As we build the workplaces of tomorrow, let’s ensure they’re places where every contribution is seen, valued, and celebrated as a standard practice.