^India is experiencing severe hiring cutbacks, according to a recent study released on Monday, showing that permanent staff recruitment has decreased by 61 percent over the last 12 months.

From October 2021 to September 2022, data were collected from more than 25,000 Indian workers working at more than 1,000 companies in 20 different industries.

A recent report from Razorpay's business banking platform RazorpayX Payroll reveals a 1,300% decline in hiring for chief experience officers (CXOs).

Due to the changing dynamics of the startup environment, employment trends have changed significantly over the last year.

The Indian startup ecosystem has proven to be robust and adaptable despite recent challenges. Taking macro forces into consideration, entrepreneurs have formed smaller but more powerful teams to maximize their workforce. Many businesses are cutting their workforces in the midst of the financial winter.

Another report from my back-of-the-envelope assessment indicates that startups and major tech firms have laid off more than 5,000 Indians in the last month. 

According to some predictions, the Indian economy is anticipated to lay off 16,000 workers by the end of 2022. It seems nobody's job is safe, not even at global behemoths like Twitter or Byju's.

Even though there was a decrease in hiring, the total wage paid to full-time employees increased by 64.7%. It was noted in the survey that the increase in income, particularly among the highest-paid professionals, is not distributed equally between the sexes.

Although employment has declined overall, technology hiring appears to have been the least affected. Technology-related occupations have managed to slightly boost their contributions to the total workforce by 4%, even though the hiring trend has generally slowed down.

A Look at the Gig Economy

It is apparent that companies prefer gig workers over permanent employees as the number of permanent employees has declined. The number of payments made to gig workers has grown by 153% since October 2021. A semi-gig worker model is now being used by 15% more businesses than it was previously.

According to the survey, the majority of semi-skilled gig workers employed by startups earn less than Rs 20,000 per month, followed by those who earn between Rs 20,000 and Rs 40,000.

Interestingly, these employees have among the weakest growth rates, averaging 26% and 52%, respectively.

Research shows that competent gig workers with earnings between Rs 85,000 and more than Rs 150,000 have experienced the fastest growth over the last year, even though they contribute the least to the overall pool.

^For decades, companies have treated women’s well-being as an afterthought—a corporate social responsibility checkbox rather than a strategic priority.

Maternity leave? Check.
A diversity panel once a year? Check.
Some vague commitment to gender equality? Check.

But in 2025, that’s not enough.

Companies that fail to prioritize women’s well-being aren’t just losing employees—they’re losing top talent, reputation, and competitive edge. The modern workforce demands real policies that support women at every stage of their careers—physically, mentally, and financially.

The good news? Some companies aren’t just talking about it—they’re changing the game.

From paid period leave to fertility benefits to domestic violence support, here’s how five companies are building workplaces that actually work for women—and how yours can, too.

1. Zomato – Paid Period Leave: Breaking the Stigma on Menstrual Health

In 2020, Zomato became one of the first major Indian companies to introduce 10 days of paid period leave per year for women and transgender employees. The goal? Normalize conversations around menstrual health and create a workplace that acknowledges biological realities.

CEO Deepinder Goyal made it clear: This isn’t about special treatment. It’s about acknowledging that periods can be painful and disruptive, and no woman should have to pretend otherwise at work.

Why It Works

• Boosts Employee Well-being: Employees feel valued and supported rather than being forced to “push through” painful periods.
• Increases Productivity: A well-rested workforce performs better—this policy allows employees to take leave without guilt and return stronger.
• Improves Retention: Women no longer have to compromise their health to keep their jobs.

How Other Companies Can Implement It

• Start with a pilot program: Offer 1-2 days of paid period leave per month and track employee feedback.
• Normalize it through leadership: Encourage top executives (including male leaders) to openly support the policy to remove stigma.
• Make it optional, not mandatory: Some women may not want to take period leave due to workplace biases—give them the choice without requiring medical proof.

2. Patagonia – On-Site Childcare That Actually Works

While most companies “support working moms” by offering flexible hours, Patagonia built fully operational on-site childcare centers at its corporate headquarters. More than just a daycare, these centers allow employees to check in on their kids throughout the day, breastfeed comfortably, and avoid long commutes to external daycare facilities.

Why It Works

• Retention of Working Moms: 100% of Patagonia’s female employees return to work after maternity leave—compared to the national US average of 57%.
• Reduced Stress & Higher Productivity: Employees don’t have to worry about arranging childcare, dealing with last-minute cancellations, or feeling guilty about leaving their child for long hours.
• Increased Loyalty: Employees who have access to these benefits are less likely to leave, reducing turnover and hiring costs.

How Other Companies Can Implement It

• Offer Childcare Stipends – If on-site childcare isn’t feasible, provide reimbursement for daycare services.
• Create Parent-Friendly Spaces – Design office areas where employees can work near their children when needed.
• Normalize Parenthood at Work – Encourage leaders (including fathers) to use childcare benefits openly.

3. Salesforce – Promotion Audits to Eliminate the Gender Pay Gap

Salesforce took an aggressive, no-BS approach to closing the gender pay gap. Instead of just talking about diversity, they committed to annual audits of salaries and promotions across all levels.

In 2015, CEO Marc Benioff committed to spending $3 million to correct gender pay discrepancies—and continued making similar adjustments every year since. The results? Women now receive equal pay for equal work across the company.

Why It Works

• Prevents Bias in Promotions: Studies show that women are often promoted based on past performance, while men are promoted based on potential. Salesforce’s audits prevent these biases from creeping in.
• Public Accountability: By making the results public, Salesforce forced itself to remain accountable rather than just making empty pledges.
• Better Employee Satisfaction: Women feel valued and are more likely to stay when they see real financial recognition.

How Other Companies Can Implement It

• Conduct pay audits annually: Don’t just assume there’s no pay gap—measure it.
• Adjust salaries when needed: If discrepancies are found, correct them immediately instead of waiting for employees to complain.
• Make promotion criteria transparent: Ensure women have equal access to leadership tracks and are judged fairly.

4. Unilever – Domestic Violence Support as a Workplace Responsibility

Unilever recognized that domestic violence doesn’t stay at home—it follows employees into the workplace. In response, they launched a global domestic violence policy that provides:

• Paid leave for victims of domestic abuse
• Emergency financial assistance for relocation or legal support
• Workplace safety measures like changing work schedules or locations for affected employees
• Confidential support hotlines and counseling services

Why It Works

• Supports Women in Crisis: Many women stay in abusive relationships due to financial dependence. Unilever’s policy provides a way out.
• Reduces Absenteeism & Stress: Employees dealing with domestic violence often struggle with focus and mental health. This initiative ensures they can work in a safer environment.
• Creates a Culture of Trust: Employees know they have a safety net if they need it, which boosts overall morale.

How Other Companies Can Implement It

• Train HR teams on domestic violence response: HR should be equipped to handle cases sensitively and provide appropriate resources.
• Offer paid leave options: Allow victims to take time off for court cases, relocation, or recovery.
• Ensure confidentiality: Make sure employees feel safe discussing personal issues without fear of workplace repercussions.

5. Google – Fertility Benefits That Actually Make a Difference

Google introduced comprehensive fertility benefits, including egg freezing, IVF coverage, and adoption support. These benefits extend beyond heterosexual couples, covering same-sex couples and single women looking to start families.

Why It Works

• Eliminates the Career vs. Family Dilemma: Women no longer have to choose between advancing their careers and having children on a timeline dictated by biology.
• Increases Employee Retention: Women are less likely to leave their jobs to undergo fertility treatments when they know their company has their back.
• Attracts Top Talent: Offering fertility benefits makes Google more appealing to high-achieving professionals who want long-term career stability.

How Other Companies Can Implement It

• Offer fertility coverage in health insurance plans: Ensure coverage for IVF, egg freezing, and surrogacy.
• Provide flexible leave options: Allow employees time off for fertility treatments without using sick leave.
• Expand benefits beyond traditional families: Include LGBTQ+ couples and single women who want to pursue parenthood.

Well-Being Isn’t a Perk—It’s a Business Strategy

The companies winning the gender-equality game aren’t just hiring women. They’re investing in corporate wellness programs that make it easier for women to succeed at work without sacrificing their health, safety, or future.

If your company isn’t thinking about these issues, here’s the reality:

• Women will leave. And they’ll join companies that prioritize their well-being.
• Your talent pool will shrink. The best candidates now expect benefits that go beyond free coffee and a ping-pong table.
• Your reputation will take a hit. Companies that fail to adapt will struggle to retain employees and attract investors who care about ESG (Environmental, Social, and Governance) impact.

The question isn’t if companies should implement these initiatives—it’s how soon they’ll catch up.

Which of these initiatives do you think should be a workplace standard? Let’s talk.

‍