At Cummins, DEI&C (Diversity, Equity, Inclusion& Culture) is one of our core values.

Avanthi Rao
Business Leader, Components & Software, Cummins India

How do you see the role of women evolving in the construction equipment industry?

The construction equipment industry is witnessing a transformative shift, with women stepping into key roles and redefining traditional norms. From shop floors to leadership positions, their contributions are driving innovation, operational excellence, and a more inclusive work environment. Women are playing a pivotal role in shaping the industry’s future by bringing fresh perspectives, enhancing problem-solving, fostering collaboration, and breaking stereotypes to create a more dynamic and forward-thinking sector. As women take on diverse responsibilities across manufacturing, engineering, sales, and technology, the impact is becoming more pronounced than ever.

At Cummins, we take pride in championing diversity. Women constitute 36.5% of our engineering workforce followed by 43% in IT, and 40% in finance. More importantly, our leadership reflects this commitment with 60% of our Board of Directors are women, reinforcing our belief in diverse perspectives driving business success.

This positive momentum is paving the way for a more equitable industry. As opportunities continue to expand, women will play an even greater role in shaping the future of construction equipment, setting new benchmarks for innovation and leadership.

What are the key challenges women face in this traditionally male-dominated sector?

Women in traditionally male-dominated sectors often face challenges such as limited representation in technical roles, fewer opportunities for professional development, and the need for strong mentorship and networking. One of the primary barriers is the underrepresentation of women in core technical positions, which can make it difficult for them to enter and advance in the industry.

Another challenge is the lack of structured career development opportunities tailored to women’s needs. Our WILL (Women in Learning & Leadership) program is a dedicated initiative that offers self-assessment tools, skill development sessions, and mentorship, empowering women to enhance their competencies and advance their careers with confidence.

Additionally, building a strong support network is crucial for women navigating traditionally male-dominated industries. At Cummins India, we have launched initiatives such as EmpowerHer and Women Who Move India Meet, which provide platforms for women to connect with senior leaders, share experiences, and gain strategic insights.

What steps has your company taken to promote gender diversity and inclusivity in the workforce?

At Cummins, DEI&C (Diversity, Equity, Inclusion& Culture)’ is one of our core values. As an organization we understand diversity in itself is not enough unless equipped with equitable policies, inclusive environment and a cultural mindset to embrace diversity.  Therefore, at Cummins India, we’re deeply committed to fostering a gender-balanced workforce and have set an ambitious goal to achieve gender parity by 2027 as part of its business strategy. To drive this vision, our Talent Acquisition team has collaborated with all Business Units to develop a diversity hiring simulation, outlining actionable steps. This plan has been endorsed by business leaders, ensuring alignment across the organization. Additionally, through Project Prabandhan, Cummins India is integrating gender diversity into its B-school hiring process, further strengthening the recruitment of diverse talent.

A key initiative in this journey is the College Hire Development Program, which targets an 80% diversity rate in technical entry-level roles. This program is instrumental in building a strong pool of women professionals by providing structured career growth opportunities. The initiative is driven across Integrated Supply Chain functions, Engineering and IT, ensuring that women gain cross-business unit and cross-functional experience. Through structured rotations, self-development opportunities, and exposure to collaborative projects, this program not only strengthens technical capabilities but also boosts confidence and expands professional networks at an early career stage. Additionally, it helps backfill roles and address female attrition through campus hiring.

Cummins believes in creating an impact outside of the organization too. As part of our corporate responsibility initiatives, we support Cummins college of Engineering for women. These young women undergo technical education and become ready to join the country’s workforce on completion of the engineering degree.

By implementing these focused initiatives, Cummins India is actively promoting gender diversity, ensuring that women have the necessary support, opportunities, and exposure to thrive in traditionally male-dominated fields.

What more can the industry do to encourage greater participation of women in the construction equipment sector?

The construction equipment sector must actively challenge stereotypes and create a culture that welcomes and supports women at all levels. A key step is enhancing awareness about career opportunities in this field by engaging with educational institutions and promoting STEM education among young women. Companies should implement structured programs to provide hands-on experience and encourage more women to enter the industry.

Additionally, leadership commitment to gender diversity should be reflected in policies that ensure fair hiring, pay parity, and career advancement opportunities. Industry-wide collaboration, including partnerships between businesses, government bodies, and educational institutions, can accelerate meaningful change. By taking these steps, the sector can attract and retain diverse talent, fostering innovation and long-term growth.

What are your recommendations for policymakers, industry leaders, and educational institutions to create a more inclusive workforce?

Creating a more women-inclusive workforce requires a multi-faceted approach involving policymakers, industry leaders, and educational institutions.

Policymakers should focus on enforcing gender equality laws that mandate equal pay for equal work and protect against gender discrimination in the workplace. Additionally, they should support family-friendly policies such as paid parental leave, affordable childcare, and flexible working hours. Promoting STEM education through funding programs that encourage girls and women to pursue careers in science, technology, engineering, and mathematics is also crucial.

Industry leaders must demonstrate a genuine commitment to fostering a culture of inclusion by allocating resources, setting diversity goals, and holding themselves accountable. This includes creating an inclusive work environment through diversity training, enforcing zero-tolerance policies against discrimination and harassment, and supporting women’s career advancement through mentorship and sponsorship programs. Transparent recruitment and promotion processes are essential to eliminate biases and ensure fair opportunities. Ultimately, industry leaders must strive for lasting cultural change and implement mechanisms to measure and evaluate inclusion efforts.

Educational institutions form the foundation of gender diversity and play a key role in accelerating gender parity. They must encourage female participation in STEM by providing scholarships and grants while also offering career counselling services that address the unique challenges women face in the workforce. Additionally, partnerships between academia and industry can further diversity efforts by creating internship and apprenticeship programs that provide women with practical experience and exposure to various career paths.

By working together, policymakers, industry leaders, and educational institutions can create a more inclusive and equitable workforce that benefits the community, economy, and nation.