Hyundai Motor India (HMIL) plans to increase the share of women in its executive workforce to 20 per cent by 2030, as the automaker expands its focus on workplace diversity, career development and women’s participation across the organisation.
Women currently represent more than 8 per cent of HMIL’s executive workforce, which comprises more than 4,000 employees. At the entry level, the company is seeing a stronger gender mix, with women accounting for around 45 per cent of management trainees and engineer trainees recruited in 2026.
Women’s Participation Expands Across Functions
HMIL said women’s representation is increasing across several areas of the business, including manufacturing, engineering, research and development, sales, service, corporate functions and leadership.
The company expects a broader talent pool to contribute to innovation, collaboration and long-term business performance as the automotive industry evolves.
The 2030 target is part of HMIL’s wider Diversity, Equity and Inclusion (DEI) strategy, which covers recruitment, professional development, leadership preparation and workplace support.
Focus on Gender-Balanced Recruitment
HMIL said it is strengthening its recruitment practices to attract more women into the organisation.
The measures include greater gender balance in hiring, expanded engagement with educational institutions and competency-based assessments.
The company is also focusing on building a stronger pipeline of women professionals early in their careers, with the latest trainee intake showing a significantly higher proportion of women than the current executive workforce.
Career Development and Leadership Opportunities
Beyond recruitment, HMIL is placing greater emphasis on career progression for women employees.
Women recorded a 23 per cent promotion or elevation rate in FY26, according to the company. HMIL has also expanded access to learning programmes, professional development and leadership opportunities.
Its TrailblazHER initiative is aimed at high-potential women professionals and focuses on mentorship, capability development and career advancement.
Women @ Work 2.0 Supports Career Continuity
HMIL’s Women @ Work 2.0 programme focuses on supporting employees through different stages of their careers.
The programme includes maternity and parental support, childcare assistance, workplace flexibility and measures intended to help employees maintain career continuity and return smoothly following career breaks.
The company is also developing workplace infrastructure to support women employees, including crèche facilities at manufacturing locations, wellness and relaxation spaces, and initiatives focused on workplace safety and mobility.
Health and Wellbeing Measures
HMIL said its women-focused health initiatives include preventive healthcare, health awareness programmes, cancer screening and stress-management support.
These measures form part of the company’s broader effort to create a workplace environment that supports employee wellbeing alongside professional development.
Diversity Seen as Important to Automotive Industry’s Future
HMIL said its DEI initiatives are aligned with the United Nations Sustainable Development Goals relating to gender equality and decent work and economic growth.
The company believes workforce diversity will become increasingly important as the automotive sector undergoes changes driven by advanced manufacturing, digitalisation and changing customer expectations.
With its 2030 target, HMIL is seeking to increase women’s representation not only at the entry level but also throughout the executive and leadership pipeline.
The progress of the initiative will depend on the company’s ability to convert stronger female participation among early-career employees into sustained representation across middle management and senior leadership roles over the coming years.
Get it on Play Store