Why Indian Women Face Delays in Cancer Detection and Treatment

Cancer Care in India Needs Inclusive Leadership—Especially for Women.

Cancer is one of the most complex health challenges of our time—not just biologically, but also in how it’s treated. The disease demands more than medication and surgery; it requires a multidisciplinary approach that brings together oncologists, radiologists, pathologists, nurses, mental health professionals, and social workers. These teams form the foundation of comprehensive cancer care. Yet, what truly determines their effectiveness isn’t just expertise—it’s leadership.

And in India’s healthcare system, particularly within oncology, inclusive leadership can be a game-changer.

The Gender Gap in Cancer Diagnosis
While cancer affects both men and women, women in India often face added layers of delay and discrimination in diagnosis and treatment. As Hariharan Subramanian, Managing Director of Siemens Healthcare Private Limited, notes:

“Cancer causes 9.6 million deaths globally each year—about one in six. In India, it’s the fifth leading cause of death. Around 3.5% of Indian women develop cancer in their lifetime. Yet stigma, low awareness, and inadequate family support often delay diagnosis and treatment, worsening outcomes.”

The situation isn’t just clinical—it’s cultural and structural. Many women lack the agency, mobility, or resources to seek help early. Those who do often face a fragmented care journey, navigating complex hospital systems with minimal support.

Why Inclusive Leadership Matters in Oncology
Traditional hierarchical healthcare models often fail women. Decisions are made top-down, and treatment pathways rarely account for the social realities patients live with—especially women from underserved backgrounds.

Inclusive leadership flips that script. It encourages collaboration across disciplines and values every voice—be it a surgeon, a nurse, a peer counselor, or a patient. It prioritizes clear communication, shared goals, and most importantly, empathy.

Subramanian explains:

“When care is designed with women in mind—taking into account language, cultural norms, and access barriers—it becomes more effective. And when leadership includes women and individuals from diverse backgrounds, patient trust and outcomes improve.”

What Inclusion Looks Like in Practice
Inclusion isn’t just a buzzword—it’s a measurable approach. Departments led by women, for example, often have more female faculty and better mentorship, which directly improves access for female patients. Representation matters, not just in who delivers care, but in how that care is shaped.

Healthcare organisations can drive inclusivity by:

Expanding recruitment to include professionals from diverse socio-economic and regional backgrounds.

Promoting women and minorities into leadership positions.

Providing safe, respectful work environments where all team members feel valued.

Encouraging participation in leadership and mentorship programs.

Embedding Equity at Every Step
For inclusive leadership to work, it must be embedded across the full spectrum of cancer care—from outreach to survivorship. This includes:

Community screening that uses local languages and culturally relevant messaging.

Care navigation programs led by women from local communities to build trust and reduce stigma.

Tech-enabled care like AI-based triaging and mobile diagnostics, designed for accessibility, not just efficiency.

As Subramanian notes:

“Leaders must build teams where peer supporters and social workers have equal footing with medical experts. That’s what drives real change.”

The Way Forward
India stands at a crucial juncture in its fight against cancer. The path ahead isn’t just about scaling medical infrastructure—it’s about rethinking how care is led, delivered, and experienced.

Inclusive leadership is no longer optional; it’s essential. Especially for women, whose lives depend not just on timely treatment—but on being seen, heard, and understood.