UNIVERSITY OF MUMBAI

PROJECT REPORT
ON
“ROLE OF WOMEN EXECUTIVE IN ANY BANK”

M.COM-BANKING AND FINANCE (SEMESTER III)

ACADEMIC YEAR: 2020-2021

SUBMITTED BY
ADITI ABHIJEET SALVI

ROLL NO: 24

PROJECT GUIDE
PROF. RASHNA Z. GIARA

People’s Education Society

DR. AMBEDKAR COLLEGE OF COMMERCE AND ECONOMICS
WADALA, MUMBAI – 400 031


 UNIVERSITY OF MUMBAI

PROJECT REPORT
ON
“ROLE OF WOMEN EXECUTIVE IN ANY BANK”

M.COM-BANKING AND FINANCE (SEMESTER III)

ACADEMIC YEAR: 2020-2021

SUBMITTED BY
ADITI ABHIJEET SALVI
ROLL NO – 24

PROJECT GUIDE
PROF. RASHNA Z. GIARA

People’s Education Society

DR. AMBEDKAR COLLEGE OF COMMERCE AND ECONOMICS
WADALA, MUMBAI – 400 031


 PROJECT- REPORT
ON
“ROLE OF WOMEN EXECUTIVE IN ANY BANK”

SUBMITTED
IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE
AWARD OF DEGREE OF
M.COM – BANKING AND FINANCE
BY
ADITI ABHIJEET SALVI
ROLL NO – 24
M.COM – BANKING AND FINANCE
(SEMESTER III )

People’s Education Society

DR. AMBEDKAR COLLEGE OF COMMERCE AND ECONOMICS
WADALA, MUMBAI – 400 031


 People’s Education Society
DR. AMBEDKAR COLLEGE OF COMMERCE AND ECONOMICS
WADALA, MUMBAI – 400 031

CERTIFICATE

This is to certify that, ADITI ABHIJEET SALVI of M.Com (Banking and Finance) Semester III (2020-2021)

has successfully completed the Project on “ROLE OF WOMEN EXECUTIVE IN ANY BANK” under the

guidance of Prof. RASHNA Z. GIARA. It is fit to be submitted for evaluation.

M.com–Co-ordinator Principal

Project Guide External Examiner


 DECLARATION

I ADITI ABHIJEET SALVI the student of Dr. Ambedkar College of Commerce and
Economics, studying in M.COM – BANKING AND FINANCE semester III
hereby declare that I have completed the project report on ROLE OF WOMEN EXECUTIVE
IN ANY BANK in the academic year 2020 – 2021.

The information submitted is genuine and practical to the best of my knowledge.

Place: Mumbai ADITI ABHIJEET SALVI

Date: (Roll No. 24)


 ACKNOWLEDGEMENT

Presentation and motivation have always played a key role in the success of key ventures.

I express my sincere thanks to Dr. S.R. KAMBLE principal Dr. Ambedkar College of commerce and
economics Wadala , Mumbai no. 400031

I deem a privilege to express my sincere gratitude to M.com Co-ordinator Dr. Sanjay Khaire for his skill full
guidance throughout the writing of project report.

My grateful acknowledgement are due to my esteemed teacher & supervisor Prof. RASHNA Z. GIARA who
devoted considerable time in guiding and checking and making valuable suggestion and correction to the draft.

I sincerely thank Mr/Miss _________________________________ manager of

_________________________, branch for providing me valuable information for my project

My special thanks to my parents. Lastly, I am thankful to department of m.com – banking and finance teaching
& non-teaching staff for encouragement. The errors and commissions that remain are mine.

Place: Mumbai ADIT ABHIJEET SALVI

Date


 Index – (specimen copy-subject to changes according -Project)

Chap no TOPIC PAGE

NO.
1 ROLE OF WOMEN
EXECUTIVE IN ANY BANK
2 RESEARCH DESIGN
3 LITERATURE REVIEW
4 ACHIVMENTS OF WOMEN
EXCUTIE IN ANY BANK
5 A STUDY OF WOMEN
EXCUTIVE
6 STUDY ANAYSIS IN WOMEN
EXCTIVE
7 ADVANTAGES AND
DISADVANTAGES

CONCLUSION
BIBLIOGRAPHY
APPENDIX (articles, forms)


 (Please note the words highlighted in red are to be modified as per your respective
details and the change the colour to black)

CHAPTER-2

RESEARCH DESIGN


The research Objectives of study :
( pl frame according to ur respective project topics)
• To examine present scenario of financial inclusion in India.

• To investigate the major factors affecting access to financial services.

• To study the impact of financial inclusion indicators on growth of Indian economy

• Financial inclusion aims to bring in digital financial solutions for the economically
underprivileged people of the nation.
PRIMARY DATA
 was conducted on 05/02/2023 on an interview with [ name , post , branch,date]

The researcher conducted the survey using

The research sampled the responder according to the age 35-40 years.

The region selected for the survey is Suburban Mumbai

SECONDARY DATA

 The research has been carried out extensively using various journals, magazines, reference
books, and browsing various official websites pertaining to the study.

 ( The researcher as also study and analysis various case studies relevant to the research
topic )

 The research as selected

 Limitations of the study

Time constrain Due to time constrain research could not conduct in the study. The
researcher lack any financial statement or supporting the researcher as mainly focused on
the services and product by ( bank name)


 CHAPTER-1
INTRODUCTION TO ROLE OF WOMEN
EXECUTIVE IN ANY BANK


 Nationalization of the Indian Banking Sector in 1969 served as the first major step to reduce gender
discrimination against women in banking sector and that provided opportunity for women
empowerment. The pattern of Indian women's employment has changed significantly since the 1970's.

Banks & Women Empowerment

Banks are one of the primary pillars of Indian economy and, therefore, are an ideal agent to play a
pivotal role as far as  women empowerment is concerned. Public sector banks, which have their
presence even in the remote corners of the country, have traditionally been first and foremost support
structure for women as far as their financial needs are concerned. Be it schemes related to
educational financing at a very early age or financial assistance for setting up livelihood or stable
source of income in youth; banks have always played a very important role in enhancing financial
inclusion of women in the Indian economy. All major public sector banks have announced women
centric and women only financing and loan schemes that offer financing opportunities at concessional
interest rates and relaxed loan rules.

Despite, all the best efforts from the government and PSU Banks, women still remained away from
banks and its services due to social and cultural barriers that prevent women from access to banking
services. If we look at the comparative statistics regarding women in the banking sector, it paints a
rather gloomy picture. With women holding only 24% of total operational bank accounts in the
country and 28% of total deposits; the participation of women in the banking sector is definitely not
at an acceptable level. Especially when it comes to credit supplied, only 12% of individual bank
loan accounts belonged to women, which clearly shows a disparity of access to banking services
between the two genders.

Role of Women Banking Sector

 The present data clearly indicates that management in general has become much more
humanoriented, even in the face of some incredible advancement in technology. As a result, scholars


 and professionals alike have recognized the need for people with better 'Soft' skills that include
communicating, networking, empowering, delegating, and counselling among others.

 Retail banking is more of a relationship thing and women excel at that. In the Indian context, while
women have started venturing out to work in the corporate world, they have been handling
relationships at home too, as a wife or a mother. "This nurturing and adjusting attitude flows into the
workplace as well."

 The mid-80s saw a number of smart women graduating from the B-schools just when the Indian
banking sector was starting to grow. ICICI, HDFC, HSBC, Citibank, were all expanding and were hiring
during the mid-80s and the early 90s.

 Women have done well in banking because it is a business where you need to keep in mind what the
customer wants. Women have some amount of empathy towards a customer’s needs.

 Most women bankers agree that one of main advantages they had was the support system from their
family. There may be numerous cases to belie their observation but for the achievers, family support
made all the difference. There is family, in-laws, friends and domestic staff that offer support to the
household, which makes it easier for the woman to focus on her career.

 Companies are increasingly recognizing the talent of women and placing them in a required position.
Earlier, women were risk-averse but with changing times they are becoming risktakers as men and
focusing on long-term interests of the company. In general, operating and managing businesses by
women are significantly different with that of men. Studies showed that the styles of leadership of
both men and women can be effective depending n the business circumstances but women’s
leadership has more edge.

 In today’s world, leadership is becoming more results-oriented than process-driven. Moreover,

organizations with more women executives are experiencing better results or improved financial
performance than companies with few women leaders. Traits like patience, commitment,


 understanding others concerns and so on are in-built in women, which are very helpful in building
strong business relationships.

 Women tend to be better than men at empowering staff.

 Women identify problems more quickly and more accurately.

 Women leaders demonstrate an inclusive, team-building leadership style of problem solving and
decision making

Banking is a profession involving financial intermedition through the creation of a system where
surplus and deficit economic unit are exchanged. Bankers are expected to show a through knowledge
graspand understand of their work, must be ethically upright, skilled and disciplend and should not
abuse the unique fiduciary position the profession maintains in economic society.
In order for us properly appreciate the role of women in banking and to enable us assess the extent to
which they are indispensable, we must hae a common understanding of the evolution of the
Bangladeshi Banking I ndustry oer this period.


 CHAPTER- 03
LITERACY REVIEW


Indomitable: A Working Woman's Notes on Work, Life and Leadership

Author Arundhati Bhattacharya

Publisher Harper Collins, 2022

Indomitable is the story of Arundhati's life as a banker and the challenges she faced in a male-dominated
bastion. She takes the reader through her childhood and early education in the 1960s, getting to Kolkata for
her college education and then into the State Bank of India(SBI), where she started her career.

The life of a woman banker with a family in a frequently transferrable job isn't easy. In Arundhati's life, too,
there were breaking points when she almost thought of quitting her career to balance her personal aspirations
with her family's needs. But she didn't give up. Instead, she faced her challenges with humour and positivity

and took up every assignment as a new chapter in learning and adapting.

T R a N S F O R M a T I O N: Three Decades of India's Financial and Banking Sector

Reforms (1991-2021)

Author Dasarathi Mishra

Publisher Author Solutions Incorporated, 2022

The author, Dasarathi Mishra, a veteran central banker and bank supervisor and a leading champion
for financial education, has comprehensively captured the critical role played by the central bank in
the financial sector reforms. Mr Mishra's book is a good addition to the literature on post reforms
Indian financial system whose robustness and resilience remains critical to strong, sustained, and
inclusive economic growth of the country." - Harun R Khan, Former Deputy Governor, Reserve Bank
of India

Effective Trading in Financial Markets Using Technical Analysis

Authors Smita Roy Trivedi, Ashish H. Kyal
Edition Illustrated
Publisher Taylor & Francis, 2020

Investors ignore technical analysis near the end of bull markets, when buy and hold is in vogue.
Today the approach is at a nadir of interest, just when people need it most. Get ahead of the next
rush to understand and apply technical analysis. In their comprehensive overview, Roy Trivedi and
Kyal first introduce you to the key terms of financial markets and then elucidate all established
aspects of the technical analysis field. If you start with this book, you will have a foundation for
deciding the next step to take in expanding your knowledge.’

Personal Finance for Women in India: Plan Your Path

to Financial Freedom Forever
Author;  Ankush Thakur, Priya Florence Shah

Publisher :  Naaree.org

Edition ;  Kindle Edition

It is possible, even easy, for an average woman to handle her own finances and secure her freedom
– forever. By making very small modifications in your habits related to money, and learning what to do
with money, you can build and grow your wealth to a point where you can realize all your financial
dreams. This book looks at how money leaks from our pockets and bank accounts and tells you what
you can do to plug these leaks. Finally, you’ll learn how to go about building wealth by introducing you
to the various investment options available.

Banking on Equality
Women, work and employment in the banking sector
in India
Author : Supriti Bezbaruah
Publication: Routledge
Based on interviews and surveys of bank employees in India’s National Capital Region, this book looks at what
lies behind the media rhetoric and provides a systematic analysis of patterns of, and responses to, gender


inequality in the banking sector in India. The book uncovers how gender discrimination still persists in the
banking sector, albeit in covert forms. Through a comparison of nationalized, Indian private and foreign banks,
the book demonstrates how the impact of laws, local cultural norms and gendered workplace practices are
mediated through different organizational forms in these different types of banks to create varied experiences
of gender inequality.

Empowering Women
Author: Rmila Bhist

Publication: Akar books 2009

This book is an outcome of a seminar on the National Policy for Empowerment of Women, organized
by the Sarojini Naidu Centre for Women Studies and the Department of Social Work, Jamia Millia
Islamia, Delhi. It comprises twelve essays which are organized around four broad themes of women’s
empowerment, women’s work, religion and health. In her brief introduction to the book, Anjali Gandhi
summarizes the issues and ideas taken up in the chapters. However, she fails to provide a conceptual
or policy framework linking work, health and empowerment and to place the accompanying articles in
the context of larger debates. The title of the book is hence misleading and it is disconcerting to note
that the overall approach is non-feminist. Referring to the wide range of issues confronted by women,
the editor accepts that the book is far from comprehensive.


 CHAPTER- 4

ACHIVEMENTS OF WOMEN EXECUTIVE


While supporting and celebrating women is an everyday responsibility, International
Women’s Day began in the early 1900s to celebrate the achievements of women in
various fields globally. It also takes a stand on women’s equality.
 

Indian women have been breaking barriers and pioneering different industries, the
financial industry being one of them. Rising above sexism in workplaces, these women
have moved up the ladder with their talent, hard work and intelligence. While we pay
tribute to all the women achievers on Women’s Day, we pick these ten amazing women in
the world of entrepreneurship and finance who have brought about the much-needed
change in the financial landscape.

Naina Lal Kidwai

Naina Lal Kidwai, one of the most powerful women in finance, served as the Group
General Manager and Country Head of HSBC India. She is the first woman to guide the
functioning of a foreign bank in India. Besides being the first Indian woman to graduate as
an MBA from Harvard Business School, she is also a Padma Shri recipient for her
contribution in trade and industry.
 

As President of Federation of Indian Chambers of Commerce and Industry (FICCI) Kidwai

voiced her opinions on the state of women in India.

Arundhati Bhattacharya

Another powerful woman, the former Chairman of State Bank of India (SBI), Arundhati
Bhattacharya, is the youngest and first-ever woman to lead SBI in its over 210-year
history. She started her career at SBI as a young probationary officer and over decades
worked her way up to reach the top.

 
She has taken up different initiatives for women such a starting an internal blog for women
employees to share their problems and suggestions. She also initiated a two-year
sabbatical policy for her women employees’ needs.

Alice Vaidyan

A very influential person, Alice Vaidyan is the Chairperson-cum-Managing Director of

General Insurance Corporation of India (GIC Re), India's first reinsurance company. She
is also the first woman to become the chief of the state-owned enterprise and has over
three decades of experience in the Indian insurance and reinsurance industry.

KalpanaMorparia

Kalpana Morparia is ranked by Fortune magazine as one of the fifty most powerful women
in international business. She is the CEO of JP Morgan India, the 2.1 trillion dollar
American company’s Indian extension. She also serves as an independent Director on the
Boards of several leading Indian companies. A graduate in law from Bombay University,
Morparia has served on several committees constituted by the Government of India.

ShyamalaGopinath

Shyamala Gopinath who help the position of the Deputy Governor of the Reserve Bank
of India (RBI) for seven years from 2004 to 2011 joined RBI in 1972 and worked there
for nearly 40 years. She held the position of the Non-Executive Chairperson of one of
India's leading lenders, HDFC Bank, for three years.

Gopinath’s forte was liquidity management and regulation and she handled crises,
including the Kargil conflict of 1999, liquidity management during the India Millennium
Bond redemption in 2000, and the Lehman brothers bankruptcy in 2008.


ShikhaSharma

As CEO and MD of Axis Bank, India’s largest private bank (assets), Shikha Sharma has
over 30 years of financial experience. To her credit, after joining Axis Bank, the bank’s
stock went up by 90% and its assets grew by 30% in the financial year 2012-13. Shikha
Sharma has won various awards, recognising her for her excellent leadership skills.
 
In 2012, Sharma won Business World’s Banker of the Year Award, the ‘Woman Leader of
the year’ award at Bloomberg-UTV Financial Leadership Awards and ‘Transformational
Business Leader of the Year’ at AIMA’s Managing India Awards.

ShantiEkambaram

Shanti Ekambaram is the president of Consumer Banking of India’s fourth largest bank
(market capitalization), Kotak Mahindra Bank. As the President of Corporate and
Investment Banking, she was responsible for doubling the profit for the unit in 2012-13
even though the conditions of equity and debt markers were unstable.
 

Hailed by Business Today as one of the Most Powerful Women in Indian Business in
2014, she is known for her astute decision-making skills and great leadership in the
banking sector.


Usha Ananthasubramanian

The chairperson and MD of Punjab National Bank, Usha Ananthasubramanian is

honoured for establishing Bhartiya Mahila Bank by the Finance Ministry of India.
Recognised for her achievements with various awards over the years, she has also been
repeatedly named in the Fortune global list of Top Women in Business.

Ranjana Kumar

Ranjana Kumar is the first woman to become Chairman and MD of a public sector bank in
India. She has served as chairperson and managing director of Indian Bank and executive
director of Canara Bank. When she was appointed, the Indian Bank was burdened with
huge losses, but she ensured a turnaround of the bank.
 
She started her career in the banking sector in 1966 as a probationary officer with Bank of
India. Her contribution to institutions like Canara Bank and NABARD is without doubt,
huge, but the undeniably important role she played in turning around Indian Bank won her
the maximum recognition and acclaim.

Archana Bhargava

Archana Bhargava joined Punjab National Bank (PNB) as a banking officer and after 34
years, joined Canara Bank as an Executive Director (ED) in 2011. In 2013, Archana
Bhargava was appointed the MD and CEO of United Bank of India, which was one of the
most unenviable tasks in the banking industry. The bank was struggling with rising Non-
performing Asset (NPA) that was stunting the bank’s growth. She turned around the
bank’s business and got it back on its feet, before leaving the bank in 2015.
 
She is often referred to as the turnaround woman of the Indian banking industry.


As with successful women in every sphere, these ten women have hugely contributed to
the growth of the financial sector in India and they have become role models for men and
women alike. Reinstating the belief that hard work and talent are the key to success and
gender has no role to play, they are heralding a nation of strong women out to carve their
own spot in the sun.

THESE ARE THE SOME WOMEN’S ACHIEVEMENT IN

FINANCE SECTOR:
Name: NIRMALA SITHARAMAN
Position: FINANCE MINSTER
Company: GOVERNMENT OF INDIA

Name: PADMAJA CHUNDURU

Position: MD & CEO
Company: INDIAN BANK

Name: ZARIN DARRUWALA

Position: CEO
Company: STANDARD CHARTERED BANK (INDIA)

Name: RADHIKA GUPTA

Position: CEO
Company: ENDEWEISS ASSET MANAGAEMEMNT

Name: VIBHA PADLKAR

Position: MD & CEO
Company: HDFC LIFE

Name: ANAMIKA ROY RASHTRAWAR

Position: MD & CEO
Company: INFFO TOKIO GENERAL INSURANCE


Name: RM VISHAKA
Position: MD & CEO
Company: INDIA’S FIRST LIFE INSURNACE

Name: NEERA SAXENA

Position: MD & CEO
Company: GIC HOUSING FINANCE

Name: SHANTI EKAMBARAM

Position: GROUP PRESIDENT
Company: KOTAK MAHENDRA BANK

Name: MEGHANA BAJI

Position: CEO
Company: ICICI PRUDENTIAL PENSISON FUND

Name: ASHU SUYASH

Position: CEO
Company: CRISIL

Name: RENU SUD KARNAD

Position: MD
Company: HDFC

Name: SONIA DASGUPTA

Position: MD
Company: JM FINANCE

Name: VANI KOLA

Position: CO-FOUNDER & MD
Company: KALARI CAPITAL

Name: SUNITI RANA NANDA

Position: CHIEF FIN TECH OFFICER
Company: GOVERNMENT OF MAHARASHTRA

Name: RASHMI MOHANTI
Position: CFO & INTERIM CEO
Company: CLIX CAPITAL

SOME OF THE WOMEN ENTREPRENEUR INDIA

CHITRA GURANI DAGA

 Co-founder & CEO of Thrill philia, India’s biggest platform for booking travel experiences.

Thrill philia offers tours, adventures, activities, rentals, and offbeat places to stay. Chitra did
her MBA in Strategy and Leadership at the Indian School Of Business in Hyderabad.

She wanted to start her own travel company. With a loan for her MBA, and money needed for
the start-up, Chitra’s choices did not appear to be financially sound to her family, but she was
committed, determined and persistent.

She has been recognized for her outstanding contributions to tourism by the Ministry of
External Affairs, Government of India.

In 2020 the company had over 3 Million users as a result of 12,500 activities across 125 +
destinations. The funding for Thirllophilia is $1.24M, valued at $4.84M. Chitra’s net worth is
165 crores.

UPASANA TAKU

 Co-founder of MobiKwik & Zaakpay. MobiKwik is a payment service provider that provides

a mobile phone-based payment system and digital wallet.


Upasana finished her schooling in Surat and went on to pursue engineering at the National
Institute of Technology, Jalandhar in Industrial Engineering.

Later, she did her MS in Management Science and Engineering from Stanford University, US.
She initially worked with HSBC in San Diego and later, went on to work with PayPal. She came
back and founded Zaakpay in 2009.

At the same time, she met Bipin and came to know that he was eager to work for the
betterment of the startup ecosystem as well.

Within six months, Upasana was helping him with many aspects of the business, and later, she
joined Mobikwik as its co-founder.

She received the Best Woman Entrepreneur Award in 2017. Mobikwik has an active user base
of 2.4 million. The company’s total funding is $181.2M at a valuation of $1B.

ADITI GUPTA  

Founder of Menstrupedia, a company that aims at creating awareness about Menstruation.

She grew up in Jharkhand and witnessed the difficulties faced by women during menstruation
and decided to do something about it.

Aditi started Menstrupedia to educate the women about menstruation and make them aware
of the ways to deal with it.

She was listed on the Forbes India U-30 list & her net worth is approximately between $1.5
Million to $5.5 Million.


DIVYA GOKULNATH

Co-founder of one of India's largest ed-tech startups, Byju’s.

Divya pursued a B.Tech in Biotechnology from Bengaluru. She started her career as a teacher
before co-founding Byju’s in 2011.

During the COVID-19 lockdown in India, Divya managed user experience, content, and brand
marketing.

She received multiple awards like MAKERS India Conference, Entrepreneur of the Year, &
Women Who Make India.

Byju’s has raised total funding of $5.5B at a valuation of $23B. While Divya & her husband Byju
Raveendran have a combined net worth of $3.05B.

SUCHI MUKHERJEE
founder & CEO of Limeroad, an Indian online clothing marketplace.

Suchi studied economics at the school of Cambridge and completed her master's in Economics
and Finance from London School of Economics.

She started her first job as a Senior Associate for Corporate Finance at Lehman Brothers Inc in
1998. Then she worked for Virgin Media and later joined eBay. She returned to India in 2011
with a dream to create a global brand based in India.

She encountered problems with the Indian system like inappropriate infrastructure,
complicated bank processes, a complex company filing procedure, unreliable internet
connectivity, and much more.


But she made her way through the obstacles to build Limeroad. She received the coolest
startup of the year award, Unicorn startup of the year, Infocom Woman of the Year, & ET
Startup Award. Limeroad has a funding of $51.9M at a valuation of $117.4M.


 CHAPTER-05
A STUDY OF WOMEN EXECUTIVE


G E N E R A L W O M E N I N L E A DE R S H I P S T A T I S T I C S
 As of 2020, 35% of top management positions are held by women.

This is despite the fact that women make up more than half of the workforce in the
United States as of 2021.

 As of 2022, women hold 8.8% of leadership positions at Fortune 500 companies.

There are a total of 41 women running businesses on the Fortune 500 list, an all-time
high. In 2021, two Black women were running Fortune 500 companies for the first time
ever, Roz Brew at Walgreens Boots Alliance and Thasunda Brown Duckett at TIAA.

 One research study found that the two biggest challenges keeping women from
leadership positions are that women are held to higher standards (43%) and many
businesses aren’t “ready” to hire women for top executive positions (43%).

Other cited challenges included family responsibilities not leaving enough time for
running a major corporation (23%), women don’t have access to the same kind of
connections as men (20%), and women being less likely to ask for promotions and raise
(18%).

 Women make up 27% of the 117th United States Congress.

This translates to 144 women out of 539 seats across both the House of Representatives
and the Senate. While this is a 50% increase from the previous decade, it’s still far from
representing the full percentage of the female population.


W O M E N I N T HE W O R K P L A C E B Y E DU C A T I O N L E V E L
S T A T I S T I CS
 According to the Global Gender Gap Report of 2020, 41% of women achieve a tertiary
(university) level of education compared to 36% of men worldwide.

Both 66% of men and 66% of women around the world complete secondary education
(high school). Additionally, 88% of women and 91% of men worldwide finish their
primary education.

 Between 2020 and 2021, women earned 505,000 master’s degrees in the United States.
Alternatively, men earned 327,000 graduate degrees during the same period.

 This means that women were awarded 60% of all U.S. graduate degrees in 2020.

 In 2020, women earned 53.1% of the PHDs awards in the United States. This was the
12th year in a row that women had earned more doctoral degrees than men.

For every 100 men earning a doctoral degree in 2020, 113 women did the same thing.

 In 2020, women who earned a master’s degree had an average salary of $72,568 in the
United States, while men who achieved the same level of education earned an average
of $117,617.

In other words, men earn 47.4% more than women for having the same qualifications.
Men earned more than women with the same educational background at every level of
schooling.


W O M E N I N T HE W O R K P L A C E B Y C O R P O R A T E L E V E L
S T A T I S T I CS
 Women hold 23% of executive positions, 29% of senior management positions, 37%
of manager positions, 42% of professional positions, and 47% of support staff positions
globally.

 30% of S&P board directors are women as of 2020, a record high number.

 One study found that women represent 5% of top-earners who qualify as ‘the one
percent.’

WOMEN IN LEADERSHIP STATISTICS BY

DEMOGRAPHICS
 The industries with the highest rates of women in leadership include human resources

(74.85%), education/social services (41%), healthcare (41%), and hospitality (33%).

Close runner-ups included food and beverage services (27%) and financial services

(25%).

 The industries with the lowest rates of women in leadership include mining/quarrying

(12%), construction/real estate (18%), and transport (19%).

Other industries with low rates of women in leadership are manufacturing (19%) and

technology (19%).


  Women represent 50.5% of medical students and 54.5% of law students in the United

States; however, they only account for 36.3% of doctors and 37.4% of lawyers.

The trend of women accounting for more than half of the students in a higher education

program but then receiving only a little more than a quarter of jobs in the field is

common among many industries.

 Representation % by corporate role, gender and race (2021)

White Women 30% 28% 27% 24% 22% 20%

Women of 17% 12% 9% 7% 5% 4%
Color
Men of Color 17% 17% 15% 13% 12% 13%
White Men 35% 42% 50% 56% 61% 62%
Entry Manager Senior Vice Senior Vice C-
Level Manager/ President President Suite
Director

W O M E N I N L E A D E R S H I P TR E N DS AN D P R O J E C T I O N S

 In 1995, 0% of Fortune 500 CEOs were women, but today 8.8% of Fortune 500 CEOs are
women.

 In 1965, just 2.3% of U.S. representatives were women. As of 2021, 27.3% of U.S.
representatives are women.

 In 1975, 2% of state governors were women. In 2021, 18% of state governors were
women.


What is the importance of female executives?

Women leaders defeat many workplace barriers caused by gender biases and are
transformational role models. Their challenging journey to the top allows them to develop
themselves remarkably. This leaves less room for anyone to challenge the need for more
women in leadership.

What is the importance of female in an organization?

Women are able to make bold and wise decisions as leaders; this helps make the team
environment less authoritative and more cooperative, bringing a family-like feel to the team.
This boosts teamwork across the organisation and helps implement a new culture within the
business.
Women’s Contribution To Indian Economy
Although as a nation we have low female labour force participation, women have still
contributed to the country’s GDP. Women contribute 18% of the country’s GDP; with better
opportunities for women, the rate can improve. Indian economy is still largely agrarian, at
least in rural India, and the women’s contribution has made agriculture thrive; it is women
who contribute more to heavy manual tasks. According to the census of 2011, 97.6 million
females work in the agricultural sector which makes it about 37% of the total agricultural
workforce.

What is the role of women in IT sector in India?

Women in tech are primarily interested in data management and cloud computing. However,
organizations should provide opportunities for women to take on high-investment priority and
high-paying roles such as cybersecurity (currently, only 1% of women hold positions in this
high-growth field)


In which sector do the female workers mostly work in India?
The great majority of women workers in India are engaged either in agriculture and traditional
rural industries or in service occupations. The work participation rate of urban women is
significantly lower than that of rural women and that of literate women lower than that of
illiterate women.


 CHAPTER- 07
STUDY ANAYLISIS IN WOMEN EXECUTIVE


1. WHAT IS THE ROLE OF BANKING SECTOR IN WOMEN EMPOWERMENT?

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

2. BENEFITS TO WOMEN EXECUTIVE:

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

3. FACILITY OF WOMEN EXECUTIVE

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________


4. WHAT ARE THE FACILITY FOR WOMEN EXECUTIVVE IN BANK?

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________

____________________________________________________________________________________


CONCULISON


Today, it cannot be denied that the liberation of the women (will be better to change to the women’s
liberation) from domestic duties and subservient status has actually brought them an independently
social equal position or superior to that of men. Women today are very active as they take part in
many social functions of the communities, and have achieved (achieve – it might be dangerous to use
simple present and present perfect in a joined- sentence, take a safer way ^0^) great successful
(successes – should be a noun not adjective) in life.

In any ( various, a vast amount of – I’m not quite sure about using “any” here, it’s fine when you
translate to Vietnamese, however, it’s pretty rare to see such sentence in English document) countries
around the world, many of ambassadors, ministers, commander-in-chiefs and senators are women.
Some believed that women are excellent managers, since they are patient and prudent to solve the
difficulties and urgent problems rather than being impatient like men. For instance, the recent survey
points out that in Europe women held 23.2% of the seats in the Congress, however, in Sweden and
Finland the number increases to 42% (The point is this example doesn’t seem to prove the above
statement, take another one which should be related to a situation requiring being patient – customer
complainning, for instance). Besides, many people think that women earn (more) than three-fourth as
much as men actually, women’s weekly earnings were 75% of men’s which show the women’s ability
compared to men.

Women are also working in every fields of life. They are serving the nation in the same way like (as) the
men (are), more than 70% of them are in the labor force. Women is flying the airplanes, they are
doctors, engineers, lawyer ….and more than a mother. Today (Avoiding using such word, it will lower
you mark  ) many girls (young females) graduates


 BIBLOGRAPHY
INDOMITABLE: A Working Woman's Notes on Work, Life and Leadership

Author Arundhati Bhattacharya

Publisher Harper Collins, 2022

TRANSFORMATION: Three Decades of India's Financial and Banking Sector Reforms (1991-

2021)

Author: Dasarthi Mishra

Publisher: Author Solution incorporated, 2022

Effective Trading in Financial Markets Using Technical Analysis

Authors Smita Roy Trivedi, Ashish H. Kyal

Edition Illustrated
Publisher Taylor & Francis, 2020

Personal Finance for Women in India: Plan Your Path to Financial Freedom Forever

Author;  Ankush Thakur, Priya Florence Shah

Publisher :  Naaree.org

Edition ;  Kindle Edition

Banking on EqualityWomen, work and employment in the banking sector in India

Author : Supriti Bezbaruah

Publication: Routledge

Empowering Women

Author: Rmila Bhist

Publication: Akar books 2009

Websites:
www.zippia.com
www.inc.com
www.linkedin.com
www.economictimes.indiatimes.com
www.bfsi.economictimes.indiatimes.com

APENDIX

 ARTICLES:

Women Rising: The Unseen Barriers

by Herminia Ibarra, Robin J. Ely, and Deborah M. Kolb
From the Magazine (September 2013)
Summary.   

Even when CEOs make gender diversity a priority—by setting aspirational goals for the proportion of women
in leadership roles, insisting on diverse slates of candidates for senior positions, and developing mentoring and
training programs—they are often frustrated by a lack of results. That’s because they haven’t addressed the
fundamental identity shift involved in coming to see oneself, and to be seen by others, as a leader.

Research shows, the authors write, that the subtle “second generation” gender bias still present in
organizations and in society disrupts the learning cycle at the heart of becoming a leader. Women must
establish credibility in a culture that is deeply conflicted about whether, when, and how they should exercise
authority. Practices that equate leadership with behaviors considered more common in men suggest that
women are simply not cut out to be leaders. Furthermore, the human tendency to gravitate to people who are
like oneself leads powerful men to sponsor and advocate for other men when leadership opportunities arise.

The authors suggest three actions to support and advance gender diversity: Educate women and men about
second-generation gender bias; create safe “identity workspaces” to support transitions to bigger roles; and
anchor women’s development efforts in their sense of leadership purpose rather than in how they are
perceived.

Key Steps Women Can Take to Be Strong Leaders

Marci Martin
Contributing Writer

Female leaders are slowly but surely closing the gender gap. Follow these tips to carve out your path.

 Gender equality in the workplace has made strides, but women in leadership roles still encounter more
scrutiny than their male counterparts.
 If a position resonates with their capabilities and experience, women should throw their hats in the ring even
if they don’t meet the job criteria 100%.

 Women should embrace their natural leadership styles to bring about positive workplace culture shifts.
 This article is for women who want to strengthen their leadership skills and advance in the workplace.

In the past, many women have struggled to find acceptance in the workplace because of societal expectations
and stereotypes. However, women have made enormous strides in several formerly male-dominated
industries and are excelling in leadership roles. 

While gender equality has made notable strides, female entrepreneurs still face challenges, and women in
leadership roles often encounter more scrutiny, and are judged more harshly, than their male counterparts. In
fact, women leaders often say they must work twice as hard to earn the same respect as men. 

If these challenges sound familiar to you, read on for tips to help you prove your leadership merit in the
workplace while inspiring other women to follow in your footsteps.