‘Stop criminalising emotions at work’
The most important change we need to implement before envisioning exponential growth for our companies is to stop criminalising the concept of having emotions at work. As a young, female leader, my primary focus has always been to create an environment that is conducive to the growth of my employees but also, one that allows them to express themselves, unadulterated, regardless of what’s at stake.
Women at work are more likely to and are more accepting of having human emotions, and if this empathy is positioned as their strength I truly believe we can get a lot more done. Everyone has feelings, period. I have always believed that the passion, conviction, and love a woman brings to the table is something to be admired. We are so invested in what we do, we have so much to change and so much at stake that there is no way we won’t make things happen.
When you are mindfully, creatively, and constructively available and accepting of your team, it reflects in the work you produce. And for us, having more women in leadership roles and always accepting emotions at the workplace has been a decision that has helped us be who we are today and we plan to never stop.
– Appurva Hooda Bhoker, Head of Business and Expansion, Dot Media
‘Provide employees with flexi hours’
The market research industry truly depicts the use case of diversity and inclusion. I have been lucky to be part of an organisation that provides equal opportunity for both genders with absence of bias. The employees realize their career potential and goals, enjoy all benefits laid out and can pick up from where they left. #OneChangeForHer that is extremely important and that was always there in the industry is to provide employees with flexi hours. This has been the springboard for women to pursue their ambitions and over the years this positive support has helped create equity and both men and women have the same opportunities. In Ipsos India, we have flexi working hours for those who want to opt for it, and it’s a win-win for both the employer and the employee. The organisation gets to retain the high-calibre talent pool and the employee can choose to work for the number of hours it suits them. This is one reason I can think that more women probably opt for and do not necessarily have to take a career break with change in life stage, and the reason we see more women across levels and in the leadership positions in Ipsos India.
– Rinku Patnaik, MD, Research, Ipsos India
‘We are slowly getting there’
We are in people’s business, be it our employees or our clients. If you are there for them when they need you, they will reciprocate too.
As a woman leader, creating an inclusive, diverse, and empowering workplace has been a top priority for me. I believe that by fostering an environment where every employee feels valued and supported, we can create a culture of excellence and innovation.
To achieve this, we have implemented a range of policies and practices that promote gender diversity and inclusion. We have, for example, ensured that our recruitment process is unbiased and fair, and we actively look for candidates from diverse backgrounds. We have implemented a POSH policy, and we regularly conduct training and education programmes to ensure that all employees are aware of our values and expectations. All employees are covered by insurance and have a care manager responsible for their health care.
My work-life balance became even more important after becoming a mother. To support women who may have additional caregiving responsibilities, we’ve implemented policies that promote work-life balance, such as flexible schedules and remote work options.
‘Never Give Up’ is a quality I consider to be a trait of every woman leader. In life, there are so many times when we reach a point, where giving up seems to be such an easy option that nobody would question or doubt our capabilities. But carrying on and giving a tough fight back is what superwomen do, and I try to do it even in the bleakest of moments. My goal as a woman leader is to create a workplace where all employees feel valued, supported, and empowered to achieve their full potential.
I definitely want to see a much higher representation of women in leadership roles across industries and across India. It’s a difficult dream, but I am sure we are slowly getting there.
– Swati Nathani, Co-founder and CBO at Team Pumpkin
‘Create continuous learning interventions to remove unconscious biases’
Fulcrum Digital strongly believes in the power of DigitAll. For us, diversity and inclusion are at the forefront of every decision we make, as this helps in shaping the fundamental values of our organisation. As a practice, we ensure that we hire, develop, and promote managers and leaders who nurture and support inclusivity at the workplace. Our teams help create a secure environment for everyone from all walks of life and who value each and every person, regardless of their age, gender, race, religion, sexual preferences, or background.
We create continuous learning interventions focused on removing unconscious biases, and promoting active listening which further strengthens assimilation and inclusion. Fulcrum Digital encourages better ties across levels and regions of the business, through a well-designed mentorship programme that helps contribute to the development of a more diverse and inclusive workplace culture. Our mentors facilitate the dismantling of organisational silos and promote greater teamwork and collaboration, which further improves problem-solving and innovation.
– Anjali Sharma, Director, Global Head of L&D, Fulcrum Digital Inc.
‘Ambition is a sexy word’
Let’s make having an ambition a sexy trait, let’s be vocal about it, celebrate it. Let’s encourage it, practice it, and let’s not be shy to own it. The onus lies on all but especially us women. Let’s walk the talk and create a safe space for our tribe to come out as ambitious.
Perhaps due to the prevailing culture and belief systems, many women struggle to envisage ambition in work life. We are hesitant to talk aloud about it or own it because in more instances than not, being ambitious equals being pushy, aggressive and dominating.
Let’s have a “I want to become…” day where we facilitate this opening up. Because sometimes when you say it aloud, you can own it. Help chart steps to achieve it. And most importantly, respect that little voice in our head and not suppress it.
– Sonia Khurana, COO, Digitas India.
