Why are our IIMs still a male bastion?

The enrolment trends at India’s top management institutions such as IIM Ahmedabad, IIM Calcutta, and IIM Bangalore reveal a persistent gender disparity, with male students significantly outnumbering female students across all years from 2021 to 2024. Despite improvements in female representation, the percentage remains below 30% at Ahmedabad and Calcutta and around 32-33% at Bengaluru. This underrepresentation reflects broader systemic and societal perceptions as barriers.
Enrolment trends across top three Indian Institutes of Management
The data provided by these institutes in their annual NIRF Ranking submissions show glaring gender disparities in enrolment numbers at IIM Ahmedabad, IIM Calcutta, and IIM Bangalore.
Across all three institutions, the enrolment trends reflect a consistent underrepresentation of female students, with male students significantly outnumbering their female counterparts. This gender disparity is evident in all years that had been taken into account – from 2021 till 2024.

IIM Ahmedabad, for example, consistently enrols far more male students than female students. In 2021, the male-to-female ratio was approximately 2.75:1, with 644 males and 234 females. While the percentage of female students fluctuated slightly between 26.6% in 2021 and 27.3% in 2024, it remained well below the 50% mark, implying a persistent gender gap in admissions.
Similar trends are observed at IIM Calcutta, where the male-to-female ratio in 2021 stood at 2.22:1, and by 2024, the percentage of female students had slightly decreased to 26.3%.
Relatively, IIM Bangalore shows a somewhat better but notable gender gap, with females making up around 32-33% of total enrolment, a percentage higher than the other two IIMs, but still reflective of male dominance in the program.
Over the years, the overall percentage of female enrolment across these institutions has seen only marginal improvements. While some increase can be seen—such as IIM Ahmedabad’s female enrolment rising from 26.6% in 2021 to 27.3% in 2024—the pace of change remains slow.
This limited progress is a reflection of broader challenges in achieving gender parity in higher education, particularly in fields like business management, which have historically been male-dominated.

What factors contribute to the lower female participation in CAT and IIM enrolments?

The underrepresentation of women in the Common Admission Test (CAT) and subsequent enrolment in Indian Institutes of Management (IIMs) can be attributed to several interrelated factors. This analysis delves into the reasons behind lower female participation in CAT, the impact of engineering graduates on gender ratios, and societal pressures that shape career choices for women in India.
Lower Participation in the CAT Exam: One of the primary reasons for the low enrolment of women in IIMs is their significantly lower participation in the CAT exam. According to media reports, in recent years, only 35% of candidates taking the CAT have been women, while 65% have been men. The disparity in participation rates results in fewer women qualifying for top management programs.
The consistent trend shows that male candidates dominate not only in numbers but also in performance, creating a loop where fewer women taking the exam leads to fewer women being represented among successful candidates.
Engineering graduates and gender dynamics: The dominance of engineering graduates among CAT takers further exacerbates gender disparity. Engineering programs in India have historically seen a higher enrolment of male students; thus, when these graduates take the CAT, they skew the results towards male candidates.
For instance, most top scorers are from engineering backgrounds, which gives them an advantage due to their training in quantitative problem-solving skills. As a result, women, who are already underrepresented in engineering fields, face additional challenges when competing against a larger pool of male engineers who are more accustomed to the test’s analytical demands.
Societal pressures and career choices: Sociocultural factors play a significant role in shaping women’s career aspirations and choices. In India, traditional societal norms often pressure women to pursue careers that are perceived as more acceptable or suitable for their gender. Professions such as teaching, healthcare (nursing), and administrative roles are often favoured due to their alignment with societal expectations.
Additionally, many families encourage women to focus on roles that allow for a better work-life balance or those that are seen as less demanding than corporate careers. Some common professions preferred by women due to societal acceptance include-
Teaching: Often viewed as a stable and respectable profession with flexible hours.
Healthcare: Roles such as nursing or physiotherapy are traditionally accepted for women.
Social work: Offers opportunities to contribute positively to society, aligning with traditional views of women’s roles.
Administrative, secretarial positions: These roles often provide more predictable hours and less stress compared to corporate environments.
An additional factor influencing female participation is societal expectations that often place additional domestic responsibilities on women, limiting their ability to prepare for competitive exams or pursue demanding careers.
Despite there still being a lingering perception that leadership roles are better suited for men, which can discourage women from aspiring to positions that require an MBA.

Need for female representation in management: Innovative steps by newer IIMs to bridge the gap

Diverse leadership teams drive innovation, better financial outcomes, and inclusive work environments by incorporating varied perspectives and fostering equity. Enhancing female representation in business management not only enriches organisational decision-making but also contributes to cultural shifts that make workplaces more attractive to talent across genders.
Recognising this, second-generation IIMs like IIM Sambalpur have introduced initiatives to boost female enrolment, such as a 5% cut-off reduction for women during interviews. IIM Raipur, on the other hand, allocates 6% weightage to gender diversity in its PGP program admissions process. While older, top-tier IIMs like the ones that found mention above, prioritise merit-based admissions, such measures could balance inclusivity with excellence, addressing persistent gender disparities in India’s B-schools.