Introduction

The metro and railway sector has long been a male-dominated industry, but in recent years, women’s participation has been steadily growing. As cities expand and public transport systems become more essential, it is crucial to examine the challenges and opportunities that influence women’s roles in this field.

Despite making up a great share of metro and railway commuters, women remain underrepresented in the workforce. Societal norms, workplace policies, and safety concerns often discourage them from pursuing careers in this sector. Issues such as limited late-night work opportunities, inadequate facilities, and gender-based stereotypes continue to act as barriers.

However, change is underway. Women are stepping into roles as train operators, engineers, and station managers, challenging stereotypes and advocating for inclusive workplaces. By addressing workplace safety, improving facilities, and promoting equal opportunities, the sector can become more accessible and diverse.

This article illustrates women’s participation in India’s metro and railway industry, examines the existing challenges and identifies ways to create a more inclusive environment. The goal is to create a future where rail networks not only connect cities but also empower women while ensuring equal opportunities across all roles in this evolving industry.

Current Landscape of Women In India 

Women’s Increasing Share in India’s Population 

According to the most recent data from the United Nations World Population Prospects, India’s total population is estimated to be approximately 1.42 billion individuals, with women constituting roughly 48%  of this total, which corresponds to an estimated 680 million women. By the year 2036, it is projected that the population of India will reach 1.522 billion, with a marginal increase in the female percentage to 48.8%, compared to 48.5% recorded in 2011.

Rise of Women in India’s Workforce

Between the fiscal years 2017-18 and 2023-24, India observed a significant increase in the Female Labor Force Participation Rate (LFPR) and Work Participation Rate (WPR) for women, accompanied by a decline in the female unemployment rate.

Female Labor Force Metrics (2017-18 vs. 2023-24)

Metric	2017-18	2023-24
Work Participation Rate (WPR) (%)	22%	40.30%
Labor Force Participation Rate (LFPR) (%)	23.30%	41.70%
Unemployment Rate (%)	5.60%	3.20%

Employability Rate in India: 2014 to 2025

Employability refers to the set of skills, qualities, and attributes that enable an individual to secure, retain, and advance in employment. According to a report from the Statista Research Department, the proportion of women deemed employable in India saw a decline in 2025 compared to the preceding year. 

Women’s Share In Indian Railways

In December 2024, Railway Minister Ashwini Vaishnaw reported to the Lok Sabha that, as of March 31, 2024, Indian Railways employed a total of 99,809 women. This workforce includes 2,037 women who are serving as loco pilots.

Impact of Women’s Increasing Participation

Since women in India cover a substantial portion of over 48% of the population, this means they hold great potential that can serve as a driving force for India to propel it towards its course of becoming a developed nation by 2047. As more women come into leadership & operation roles in the rail transportation sector, it will create a more inclusive work environment at every level and encourage other women to come forward and contribute to the growth of the nation. Below are some critical impacts that emerge from this trend: 

1. Boost to Economy: India has the world’s youngest population, and it aims to become the 3rd largest economy by 2030, which is only possible with active participation. They serve as key drivers in the achievement of the Sustainable Development Goals. A study by the UN India indicates that, by facilitating women’s participation in the economy on an equal footing with men, India could boost its GDP by 16%, with the potential for a remarkable 60% increase thereafter.
2. Improved Passenger Safety and Service: The increasing presence of women in leadership positions within metro and railway operations presents an opportunity to enhance the emphasis on safety protocols and customer service.  For example, the Delhi Metro has reserved its first coach exclusively for women since 2010, Female professionals can contribute to the design and implementation of initiatives, including gender-sensitive security policies. Such measures can enhance the security and comfort of public transportation for all passengers. 
3.  Innovation in Infrastructure and Design: The incorporation of women into the metro and railway workforce introduces a diverse range of perspectives and ideas in the planning and operation of metro and rail systems. This approach includes the design of gender-inclusive station layouts, such as designated seating areas and childcare-friendly zones, as well as the implementation of digital solutions that cater specifically to the mobility needs of women commuters.
4. Operational Efficiency and Inclusive Management: As an increasing number of women take on operational and managerial positions, the presence of diverse leadership can enhance decision-making processes and lead to more effective resource allocation. This diversity is likely to foster innovative problem-solving approaches in critical areas such as scheduling, maintenance, and crisis management within the rail transportation network.
5. Cultural Impact: The greater visibility of women metro and rail employees can act as a good role model for generations to come. Visibility is a key contributing factor in breaking existing stereotypes, thus leading to more women entering the transport industry.
6. Improved Policy and Investment Outcomes: An increased representation of women within decision-making bodies of metro and railway authorities uplifts the capacity to advocate for policies that work on inclusivity and safety. This representation can subsequently promote greater public investment in women-centered initiatives.

Barriers to Women’s Entry in the Rail Transportation Sector

Women who seek to establish careers in the rail transportation sector face a range of barriers encompassing cultural, institutional, and practical dimensions. Key obstacles include:

• Cultural and Gender Stereotypes: The enduring perception of rail transport as a predominantly male-oriented industry often serves as a common but critical roadblock for women considering careers within this sector. Furthermore, traditional societal norms may contribute to the view that technical and operational roles are ill-suited for women, thereby reinforcing barriers to entry.
• Limited Access to Training and Skill Development: The lack of accessible specialised training, certification, or apprenticeships in technical roles for women presents a substantial barrier. This situation not only restricts their opportunities to enter fields like driving or engineering but also hinders their ability to advance within these sectors. Addressing these disparities is crucial for creating a more inclusive and diverse workforce. The government should invest in programs that provide equal access to training and create pathways for women to excel in these traditionally male-dominated areas.
• Lack of Role Models and Mentorship: The limited representation of women in leadership and technical positions within the rail industry presents a challenge for aspiring female professionals. This underrepresentation may hinder their ability to visualize a clear career trajectory and obtain the necessary mentorship essential for professional development.
• Safety and Work Environment Concerns: Women face various concerns about their personal safety, whether it be working in late night shifts or working in isolated work areas, which can hinder their participation in operation roles, Additionally, inadequate workplace facilities and inflexible work policies is another barriar in women’s ability to balance professional and personal responsibilities.

Role of Metro in Empowering Women; the Inside Story By Ritu Agarwal Sharma, Joint General Manager/ Delhi Metro Rail Corporation

Organizations play a crucial role in empowering women in the workforce by creating an environment that supports equality, opportunity, and growth. As difficult as the question may seem, “What women want”, DMRC has been able to connect several dots to reach towards the answer.

As somebody who has been working with the Organisation for more than 16 years, I have seen several management styles, but all with a clear concern to support and encourage our women workforce. Currently approximately 0.9% workforce is female in the organization, which is definitely less than the desired figure, the ratio is due to technical nature of jobs within organization and is a result of in-general skewed ration of female in engineering or other technical training, However, DMRC has taken efforts to improve this ratio in recent times and actively encourages female employees to take up training and frontline roles for improving their representation at higher level.

Recently, our management, on gauging the difficulties faced by women, formed a committee for understanding women’s satisfaction level within the Organisation and work towards developing an equitable and just work environment where women can feel happiness. Being a member of the committee I was able to meet several women workforce and realized their problems and felt overwhelmed by the kind of juggling we women have to undergo, but as its said, if you can’t measure you can’t correct so sure the higher management commitment is evident in giving female this opportunity of being heard.

Some of the initiatives and policies that have helped to secure DMRC as a great place to work for Females are as follows: –

1. Promoting Equal Opportunities:

DMRC has made strides in ensuring that women have access to leadership roles. The appointment of female heads in departments like HR, Finance, and Architecture is notable and points to the organization’s growing commitment to women’s career advancement.

2. Inclusive Policies and Benefits:

Our management has believed that developing and implementing policies that promote gender equality is key to empowering women. On hearing women through committee proceedings, one thing was evidently clear that most of the women talked about concerns related to child care and DMRC has actively adopted Child care, let’s review DMRC in comparison of other government organizations: –

S. No	Organisation	Child care policy	Approving by	Remarks
1.	NTPC	Yes	Reporting boss	Basic +DA+HRA paid
2.	BHEL	Yes		Limited perks
3.	Bharat Electronics Limited	No		But good creche facility
4	DMRC	Yes	Boss of reporting boss	Basic+DA+HRA paid

It is evident from the above that DMRC’s paid childcare leave policy is a standout example, offering women the opportunity to balance both career and family responsibilities. This support is crucial for women in a demanding workplace.

3. Women-Satisfaction Surveys:

The ongoing surveys to gauge women’s satisfaction and their challenges are critical for continuous improvement. Mentorship programs and leadership training initiatives also help women navigate their careers in male-dominated industries.

4. Safe and Supportive Work Environment:

DMRC goes the extra mile by ensuring safety and security, especially for women working in frontline roles such as train operators. Providing cab facilities for late shifts and designing rosters to cater to women’s safety needs are examples of how DMRC addresses work-life balance and safety concerns.

5. Training and Development Programs:

DMRC’s commitment to training and development is evident in its programs, including gender sensitization efforts for all employees. The desire to launch more leadership and professional development programs for women shows how DMRC seeks to actively support the growth of women in the workplace.

6. Championing Diversity and Inclusion:

The organization actively promotes diversity and inclusion with public-facing measures like reserved coaches for women. There’s still work to be done in terms of improving diversity in hiring and career advancement, but DMRC’s current efforts are commendable.

7. Work-Life Balance and Flexibility:

DMRC is a public service transport provider; hence, given the organisation’s prime role in transporting people, providing flexible work time to anyone has been a challenge. Organizations like BEL and NTPC have a half-hour flexible work hour policy for their female employees and help women manage both their professional and personal lives, increasing job satisfaction and retention. This flexibility of timing and policies like WFH is often crucial for women who are balancing careers and family responsibilities.

8. Recognizing and Celebrating Women’s Contributions:

Acknowledging and celebrating women’s achievements in the workplace can boost morale and inspire others to strive for leadership positions. The “Woman of the Year” award is a meaningful way of recognizing the contributions of female employees and inspiring others to take leadership roles. Further celebration of Women’s Day at a large scale has been a practice of the organisation to show women that this organisation cares for you.

Successful Models of Inclusivity in Rail Transport: 

Kochi Metro’s Inclusive Workforce Initiative

1. Partnership for Empowerment: Kochi Metro Rail Limited (KMRL) has established a partnership with the Agence Française de Développement to enhance the recruitment and training of women in various technical roles. This collaboration aims to broaden opportunities for women in management, station control, train operation, engineering, and other essential sectors.

2. Impressive Workforce Composition: Approximately 80% of the Kochi Metro team comprises women who fulfill various roles, including cleaning staff, ticket machine operators, train drivers, and station managers. This composition illustrates the sector’s commitment to gender inclusivity and the establishment of an environment that supports women’s contributions at every level of the organization.

Central Railway’s Pink Station: A Benchmark in Women-Led Inclusivity

Central Railway’s New Amravati station achieved milestone by becoming the first station within the Bhusaval Division and the third station across Central Railway to be designated as a Pink Station. This designation is notable as the station is entirely operated by a female workforce, thereby establishing a new benchmark for operational inclusivity within the railway sector.

Conclusion

The increasing participation of women in India’s metro and railway sectors is gradually transforming an industry that has historically been male-dominated. Initiatives such as the strategic collaboration between Kochi Metro and Agence Française de Développement, as well as the development of Central Railway’s New Amravati Pink Station, exemplify how targeted efforts can create a more inclusive and supportive work environment. These advancements, alongside flexible work policies and childcare support offered by organizations such as the Delhi Metro Rail Corporation (DMRC), demonstrate a commitment to addressing the challenges that women encounter in balancing professional and personal responsibilities. 

Although challenges remain in overcoming cultural stereotypes, limited training opportunities, and safety concerns, these successful models provide valuable insights for promoting change. Ultimately, this evolution within rail transport not only enhances service delivery and operational efficiency but also aligns with broader national objectives, which aim for sustainable and inclusive growth for a prosperous future.