Myntra says 60% of Phoenix women returners move into full-time roles

Myntra is broadening women-in-tech career support through its Phoenix returnship, mentorship, leadership pathways and life-stage programmes. The retailer says women make up nearly 40% of its workforce; Phoenix has supported more than 100 returners over six- to seven-month cohorts.

— Source published Mon, 17 Aug, 2026, 17:35 IST · First seen Mon, 17 Aug, 2026, 17:39 IST · Source YourStory · Capital

What happened

Myntra is expanding women’s technology-career initiatives through returnships, mentorship, leadership pathways and life-stage support. Its Phoenix programme has

Key facts

  • Women are nearly 40% of Myntra's overall workforce
  • Phoenix has supported more than 100 women returning after career breaks
  • Nearly 60% of Phoenix participants transitioned into full-time roles
  • Phoenix returnship lasts six to seven months
  • Approximately 25% of Myntraites have been with the company for more than five years
  • Nearly 80% of employees intended to remain for the next two to three years
  • Gen Z constitutes nearly 40% of the workforce
  • Close to 80% of Gen Z employees expressed intent to stay

Why this matters

Myntra’s broader women-in-tech ecosystem could strengthen its employer brand and make talent-focused partnerships or HR-tech collaborations more strategic.

What to watch

  • Phoenix cohort size, applicant volume and full-time conversion rate across subsequent cohorts.
  • Twelve- and twenty-four-month retention and promotion rates for converted returners.
  • Change in women’s share of senior management, technology leadership and revenue-owning roles.
  • New flexibility, childcare, parental-leave or return-to-work benefits introduced by Myntra or Flipkart Group.
  • Competitor returnship launches or talent-brand campaigns from Amazon India, Meesho, Tata Digital and major IT employers.
  • Expand Phoenix cohorts into high-demand functions such as data science, AI, product management, cybersecurity and supply-chain technology.
  • Track and publish retention, promotion, compensation and leadership-transition outcomes for returners versus comparable hires.
  • Tie mentorship and leadership pathways to named sponsors, internal mobility opportunities and succession-planning pools.
  • Use life-stage benefits and flexible-work policies to reduce attrition among mid-career women after conversion.
  • Build university, women-in-tech community and former-employee partnerships to widen the returner candidate funnel.

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