印度的企业董事会需要的不仅仅是强制要求任命一名女性董事；在 CNBC-TV18 举办的“未来女性领袖”（Future Female Leaders）论坛上，商界领袖们呼吁女性在董事会中的占比达到 33%。女性商界领袖们认为，目前规定的“至少应有一名女性独立董事”的要求可能仅仅是一种形式上的合规措施，而无法真正推动董事会成员构成的实质性变化。
India’s corporate boardrooms need more than the mandatory appointment of one woman director, with business leaders at the CNBC-TV18's Future Female Forward townhall calling for women to account for 33% of board representation. Women business leaders have called for a higher gender quota on corporate boards, saying the existing requirement for at least one woman independent director risks becoming a compliance exercise rather than driving a wider change in boardroom representation.
Moelis India 的首席执行官 Manisha Girotra 建议将这一比例提高到 33%：“我完全支持将这一比例定为强制性要求，因为我认为除非采取强硬措施，否则男性是不会主动改变现状的。”她在讨论印度企业中女性代表权问题时指出：“仅仅在董事会中安排一名女性董事，并不能改变决策机制。”AZB & Partners 的联合创始人兼管理合伙人 Zia Mody 表示，虽然现有的规定有助于女性进入董事会，但企业需要采取更多措施来促进性别平等：“如果完全依赖男性来决定董事会成员的构成，女性很难真正获得代表权。”
Manisha Girotra, CEO of Moelis India, said the quota should be increased to 33%.“I’m all for making it 33% mandatory because I don’t think the men are going to listen unless you just beat them up,” Girotra said. Her comments came during a discussion on the representation of women in corporate India, where panellists said having a single woman on a board does not necessarily change the dynamics of decision-making.AZB & Partners Co-Founder and Managing Partner Zia Mody said the existing mandate had been necessary to bring women into boardrooms, but argued that companies need to move beyond one appointment.“If you leave it to the men, they won't get the women on board,” Mody said.
她强调企业不应质疑是否有足够多的合格女性适合担任董事会职务，并指出应为年轻女性领导者创造更多机会：“有研究表明，仅有一名女性董事可能无法产生实质性影响，但如果有两名或三名女性董事，董事会的决策环境就会发生显著变化。”
She said companies should not question whether there are enough qualified women for board positions, pointing to the need to create opportunities for younger women leaders.“For the one woman, I mean, there are research pieces, where one woman will not make an effective difference, but put two or three, you’ve got a different boardroom,” Mody said. Govt approves Lavanya Mundayur as CMD of New India Assurance One woman director, one compliance box?
讨论的焦点在于：现有的规定是否真正实现了女性在董事会中的实质性代表权，还是仅仅满足了监管要求。Hero FinCorp 的首席运营官 Priya Kashyap 指出，整个商业环境仍然以男性为主导，董事会中的女性比例亟需提高：“目前的商业环境仍然是由男性主导的，女性在决策过程中的话语权仍然很有限。”
The discussion focused on whether the existing requirement has resulted in substantive representation or simply met a regulatory requirement. Priya Kashyap, COO of Hero FinCorp, said the wider corporate environment remained tilted towards men and that boardroom representation needed to increase.“There is a business world of the men, by the men, and for the men,” Kashyap said.
她特别强调了董事会中拥有三名女性所带来的积极影响，认为女性代表的增加有助于在组织内部建立对女性的指导和支持机制。吉罗特拉（Girotra）表示自己已经担任董事会成员15年了，她承认现在有些董事会确实会任命两到三名女性董事。
She pointed to the difference that having three women in her own boardroom had made, saying greater representation had helped create mentorship and support for women within the organisation. Girotra, who said she has been on boards for 15 years, acknowledged that some boards are now appointing two or three women directors.
她还表示，进入董事会的女性需要利用自己的职位为后来者创造空间。“我们可能因错误的原因进入，即我们可能因为监管要求而进入，但我们必须因正确的理由留下来，”她说。
She also said women who reach boardrooms need to use their positions to create space for those who follow.“We may have gotten in for the wrong reasons, i.e. we may have got in because regulation wants us to get in, but we must stay in for the right reasons,” she said.
交易商在会见财政部长后撤回10月2日“拒用UPI日”号召 董事会性别差距从更早阶段就开始显现与会专家还指出了女性进入组织与晋升至高层领导职位之间的差距。
Traders withdraw October 2 ‘No UPI Day’ call after meeting finance minister The boardroom gap starts much earlierThe panellists also pointed to the gap between women entering organisations and those reaching senior leadership.
Girotra表示，投资银行入职级别女性比例可达50%左右，但随着职业发展，这一比例逐渐下降，家庭责任和职场结构导致了她所谓的“漏斗效应”。
Girotra said investment banking can begin with around 50% women at entry level, but the numbers decline as careers progress, with home responsibilities and workplace structures contributing to what she described as the “leaky pipeline”.At Cognizant India, women account for more than 40% of the workforce, while women in leadership have risen to 18% from 13% around three years ago, according to Chairman and Managing Director Rajesh Varrier.
据董事长兼总经理Rajesh Varrier介绍，在Cognizant India，女性占员工总数的40%以上，而女性领导层比例从三年前的13%上升至18%。他表示，领导层代表性仍是一大挑战。
He said leadership representation remained a challenge.
Varrier表示，仅靠政策不足以改善代表性。“你可以拥有所有的制度和流程，但如果坐在那里的人心态仍不接受性别平等，那么你将很难真正实现性别平等，”他说。
Varrier said policies alone would not be enough to improve representation.“You can have all the systems and processes, but if you have people sitting there with a mindset which still does not allow for gender parity, then you will really struggle to achieve gender parity,” he said.
玛欣德拉农业装备业务部高级技术总监Rucha Nanavati表示，企业还需扩大女性领导层候选人池。她表示，直到候选人池中女性比例至少达到30%，她才会开始面试，而最终录用仍以资质为准。
Rucha Nanavati, Chief of Advanced Technologies at Mahindra & Mahindra’s Farm Equipment Business, said companies also needed to widen the pool of women considered for leadership roles. She said she does not begin interviewing until at least 30% of the candidates in the pool are women, while the final selection remains based on qualifications.
专家组还讨论了灵活办公、返岗计划、导师制和招聘实践变革，作为解决女性职业发展过程中代表性下降的途径。
The panel also discussed flexible working, returnship programmes, mentoring and changes to hiring practices as ways to address the decline in women's representation as careers progress.