GCCs in India report 16.4% gender pay gap at senior levels: TeamLease Study

Global capability centres (GCCs) witnessed an average pay gap of 16.4% at senior levels, highlighting a crucial issue that even as there are notable advancements in the representation of women in entry- and mid-level roles, parity tapers down considerably at the higher echelons, according to a study by staffing firm TeamLease .

While the GCC ecosystem continues to evolve and the workforce grows, there exists a persistent gender pay gap across various industries, raising questions about inclusivity and equal opportunity.

Contractual workforce in tech GCCs saw a 4.4% pay gap at the entry-level and 6% at the mid-level, the report finds.

According to TeamLease Digital’s findings, gender pay disparities in this sector are alarmingly pronounced, especially in senior and technical roles where women face significant obstacles to career advancement. A detailed sector-wise analysis reveals stark inequalities in the BFSI segment, with women earning an average of 26.3% less than their male counterparts. This divide grows further at senior levels, with women experiencing a pay gap of 23.8%.

In Lifesciences and Healthcare GCCs, the pay gap is a striking 29.5%, with a pronounced 23.5% disparity at senior levels, one of the highest across sectors. In contrast, tech GCCs show a better overall gap of 19%. This includes smaller entry-level disparities at 4.4% and 6% at mid-level, escalating to 16.3% at senior roles. The energy sector exhibits a notable pay gap of 15% overall. At mid-level roles, the gap is 7.6%, but it increases significantly to 18% at the senior level.

A significant disparity in compensation is also evident for tech roles. In the automotive GCCs, tech roles witness pay gaps that are, on average, 26.3%. This trend continues to manifest across various industries, with the BFSI GCCs reporting a remarkable 30% pay gap. Meanwhile, the Life Sciences and Healthcare GCCs exhibit a notable 22.6% difference, and the Tech GCCs stand at 28.5%.

One of the most significant findings is that GCCs lead the way in fostering gender diversity, especially in contractual hiring. This trend is largely driven by structured Diversity, Equity, and Inclusion (DEI) policies, alignment with global workforce standards, and the growth of roles in areas such as finance, human resources, and digital operations—fields where women have traditionally been more prominently represented.

The participation of women in GCCs has seen a dynamic trajectory, with notable growth periods followed by phases of decline and eventual recovery. These fluctuations reflect evolving hiring patterns and the cyclical nature of business demands, highlighting the need for sustained efforts to build a resilient and inclusive workforce.

From 2023 to 2024, GCCs have shown a commendable commitment to improving gender diversity, particularly at mid and senior levels, with the percentage in mid levels growing from 12.12% in 2023 to 13.68% in 2024 and the senior levels witnessing a growth from 8.14% in 2023 to 13.60% in 2024. This rise in women advancing into leadership roles signals a promising shift in workplace dynamics and underlines the potential for long-term structural transformation.

Crucially, the analysis indicates a disparity of 16% between male and female employees, highlighting persistent systemic inequalities and barriers that affect women's career advancement and salary negotiations. This underscores the need for continued efforts to ensure equitable compensation alongside improved representation.

In the city-wise analysis, the analysis reveals that in Tier 1 cities, female participation in GCCs remains relatively high despite challenges like high-pressure work environments and limited career advancement opportunities. In Tier 1 cities, women make up almost 40% compared to the 23.36% in Tier 2 cities. In contrast, Tier 2 cities grapple with more significant gender gaps owing to a scarcity of large employers, fewer avenues for upward mobility, and societal norms that restrict women’s career growth. The prospect of relocation for better job opportunities adds another layer of complexity for women working in or aspiring to join GCCs in these regions.

The gender pay gap presents a stark contrast between Tier 1 and Tier 2 cities in the GCCs. In Tier 1 cities, the overall gap is at a significant 20.3%. In Tier 1 cities, the situation is more pronounced, especially in BFSI GCCs, which face a 30.6% pay gap, and Lifesciences & Healthcare GCCs at 28.6%. Conversely, Tier 2 cities experience a remarkable reduction in these gaps, except for Tech GCCs, which still reflect a 23% disparity. Key factors driving this inequality include the influence of standardized global pay structures and ongoing efforts to recruit diverse talent from local educational institutions.

Commenting on the research and its findings, Neeti Sharma, CEO of TeamLease Digital, said, “The GCC ecosystem in India presents a powerful opportunity to drive change and inclusivity. While the sector has made considerable progress in elevating women into meaningful roles, the gender pay gap reveals a deeper systemic challenge. TeamLease Digital’s analysis sheds light on both the progress made and the challenges that remain in creating a truly inclusive workforce. Now, it is time for organisations to ensure equity in growth, compensation, and leadership visibility. Bridging this gap will unlock the full potential of India's talent pool.”