On the occasion of International Women’s Day Medianews4u.com caught up with Nikky Gupta, Co-Founder & CEO Teamwork Communications Group. She has built one of India’s first healthcare-specialist PR agencies from the ground up. From launching Teamwork Communications Group at 26 with Rs. 8,000 to leading campaigns across healthcare, education, and lifestyle, her journey is a testament to resilience, innovation, and leadership.
Beyond business, she is deeply committed to fostering women’s leadership in PR, ensuring an inclusive, mentorship-driven workplace that empowers the next generation of women leaders. Her contributions have earned her accolades like Women Entrepreneur of the Year 2024 and recognition as one of the Top 100 Influential Game Changers in PR.
Q. The campaign theme for International Women’s Day 2025 is ‘Accelerate Action’. Is this timely?
Absolutely. ‘Accelerate Action’ isn’t just timely, it’s overdue. We’ve had enough conversations about the gender gap, about the struggles women face in boardrooms, pay gaps, and the lack of representation in leadership. Now, it’s about pushing things forward with urgency. Progress shouldn’t be measured in decades anymore.
Women today are creating their own doors. But systemic barriers still exist, whether it’s unconscious bias, workplace policies that don’t consider caregiving responsibilities, or industries that still see leadership as a male stronghold. This campaign is a reminder that change can’t be gradual anymore, it has to be intentional, strategic, and fast-tracked.
The real challenge is ensuring this isn’t a theme for a day. Acceleration needs commitment from everyone; corporates, policymakers, and communities. It’s about more women at decision-making tables, flexible work structures that support women’s ambitions, and mentorship that actively lifts the next generation.
I’ve personally seen how a shift in mindset changes everything. When women step into leadership with confidence, it not only changes their trajectory but transforms entire industries. ‘Accelerate Action’ will make sure that shift happens at scale, without waiting another generation to see results.
Q. In 2009 there weren’t many female entrepreneurs. There still aren’t many apart from Ghazal Alagh, What motivated you to take the plunge?
Back in 2009, entrepreneurship for women wasn’t exactly the obvious choice. There was no thriving ecosystem, no wave of women-led startups, no success stories splashed across LinkedIn. It was a lonely road. But that’s precisely why I took the plunge.
Growing up, I wasn’t surrounded by business role models. Women around me followed more conventional career paths. But I always had this fire in me…to build, to create, to lead. When I saw the gap in healthcare communication, I knew this was my moment. The industry desperately needed professionals who could translate complex medical information into something meaningful for the public. It was a need that wasn’t being met, and I was determined to change that.
Of course, the decision wasn’t easy. There were financial risks, skepticism from people who thought PR wasn’t a ‘serious business,’ and the unspoken question: “Will she really pull this off?” But I had clarity. I wanted to solve a real problem, build something impactful, and prove that a woman from a traditional background could take a business idea and turn it into something substantial.
I look back now, and I know it was the right call. The world was different in 2009, but that’s the thing about trailblazers; you don’t wait for the perfect moment, you create it.
Q. What were some of the biases and preconceptions that you had to face as a female entrepreneur?
Public relations has a workforce dominated by women, yet leadership positions still lean heavily toward men. The challenge isn’t competence; women bring unmatched skill in strategy, crisis navigation, and brand storytelling. The real issue lies in long-standing biases that create unnecessary hurdles.
One of the biggest assumptions is that leadership requires uninterrupted availability, and motherhood somehow conflicts with that. As a mother of two, I’ve faced moments where people assumed that running a business while raising children would slow me down. In reality, it has done the opposite, honed my ability to multitask, strengthened my decision-making, and made me even more focused. Parenthood teaches adaptability, patience, and the ability to handle unexpected situations, qualities that make for excellent leaders.
Another roadblock is the way leadership tracks are structured. Many senior positions are filled through informal networks, and women often find themselves excluded from these spaces. Promotions should be based on skill, impact, and expertise rather than familiarity within specific circles. Organisations that actively provide mentorship, leadership training, and structured career growth opportunities for women see long-term changes in their leadership balance.
Building more diverse leadership teams is important for stronger businesses. Companies that bring women into decision-making roles benefit from broader perspectives, more thoughtful communication strategies, and work cultures that encourage growth. PR is an industry that thrives on influence, and it’s time to use that influence to drive meaningful change at the top.
But then as I always say, biases only have power if you let them. I didn’t spend my energy fighting them, I spent it proving them wrong.
Q. How important will mentorship be for there to be more female entrepreneurs?
Game-changing. Women need to see other women who’ve walked the path and made it to the other side. Representation matters, not just in success stories but in guidance, in opening doors, in telling young women, “Yes, this is possible for you too”.
The right mentorship is about access. It’s about introducing women to networks, investors, industry leaders, and opportunities that they wouldn’t have otherwise. It’s about shifting mindsets from “Can I do this?” to “I will do this.”
When I was starting out, I didn’t have many female entrepreneurs to turn to. I had to learn everything the hard way…trial, error, and relentless persistence. But if today’s generation can have women who actively mentor, support, and lift them up, the entrepreneurial landscape will change dramatically.
Women aren’t lacking in ambition. What they need is a system that backs them, mentors who invest in them, and a world that stops questioning their capability at every step.
Q. In scaling up, what has been the biggest challenge?
Scaling is all about growing smartly. The biggest challenge? Letting go of control.
When you start, you wear every hat; founder, strategist, operations head, finance manager. You’re in the thick of it. But to scale, you have to trust others to take ownership. You have to build a team that thinks like you, works with your vision, and executes even better than you would.
The other big challenge is staying relevant. Industries evolve. What worked five years ago may not work today. Scaling isn’t not only about increasing numbers; it’s about continuously adapting, innovating, and making sure your business doesn’t become stagnant.
Then there’s the financial aspect. Growth requires investment, whether it’s in talent, technology, or expansion. Knowing when to take calculated risks and when to hold back is an art.
But challenges are what make scaling exciting. It forces you to think bigger, push boundaries, and redefine what’s possible.
Q. PR agencies are dominated by female employees. How has that helped the industry evolve?
Women bring a different depth to communication. Just getting a brand out there is not PR. It’s about understanding narratives, emotions, and human behaviour. Women excel at this. They bring intuition, empathy, and an ability to craft messages that resonate deeply.
Beyond that, the high number of women in PR has changed workplace dynamics. There’s more emphasis on collaboration over hierarchy, more openness to flexible work models, and a culture that values emotional intelligence alongside business acumen.
But I think the biggest shift is the way storytelling itself has evolved. Brands today need authenticity, and women have led that change by bringing nuance, inclusivity, and fresh perspectives into campaigns.
Q. At the same time, there are few women in leadership roles in PR agencies. Do you see this changing in the next three years?
I see the shift happening already. The glass ceiling isn’t as thick as it used to be, but it still exists. The problem isn’t lack of talent, it’s the way leadership is structured. Women dominate mid-level PR roles, but when it comes to top positions, the numbers drop. Why? Because leadership often demands relentless hours, constant networking, and sometimes, sacrificing personal life. The industry needs to redefine leadership, not as burnout-inducing but as adaptable, allowing women to rise without having to choose between ambition and personal commitments.
With more conversations around work-life balance, more women-driven agencies, and conscious efforts to mentor and promote female talent, I do believe we’ll see a swing in leadership dynamics in the next few years.
Q. Could you shed light on recent campaigns done across healthcare, education, and lifestyle?
I have always believed that PR is more than just enhancing brand visibility, it is about sparking real conversations and making a difference. We have worked on campaigns in healthcare, education, and lifestyle that don’t just grab attention but also have far-reaching effects and bring about real change.
Preserve the Uterus is one such campaign that has made a significant impact by raising awareness about uterine health and advocating alternate treatments before considering a hysterectomy.
Many women in rural India undergo unnecessary hysterectomies due to a lack of awareness about other treatment options. Partnering with Bayer, the Federation of Obstetric and Gynecological Societies of India (FOGSI), and the Integrated Health & Wellbeing (IHW) Council, we launched a campaign to educate women, engage policymakers, and change the conversation around reproductive health. The campaign also led to new guidelines from the Ministry of Health & Family Welfare, showing how powerful communication can be in shaping healthcare policies.
In the lifestyle space, we took a fresh approach with Justice for Soan Papdi for Bikano. This sweet had become a meme, known more for being re-gifted than enjoyed. Not only did we embrace it with aplomb but also executed a campaign that played on nostalgia and humour. By working with influencers, running social media contests, and activating retail promotions, we helped make Soan Papdi a festive favourite again, leading to a big jump in sales and nationwide buzz.
Sustainability and innovation are also at the core of my work, which made Charge Karo, Drive Karo for Statiq an especially exciting project. As India moves toward electric vehicles (EVs), range anxiety and a lack of charging stations hold people back. This campaign helped raise awareness, attract investors, and positioned Statiq as a leader in EV charging solutions. Through EV rallies, media outreach in multiple languages, and brand partnerships, we brought sustainable mobility into mainstream conversations.
These campaigns reflect my belief in the power of storytelling to create meaningful change, whether it’s supporting women’s health or reshaping cultural narratives.
Q. Is it difficult to find work-life balance between running a company and having a family?
Let’s be honest, there’s no perfect formula. Some days, I feel like I’ve got it all under control. Other days, I’m answering emails while fixing my kids’ school projects and mentally planning the next business pitch. It’s chaos, but it’s my kind of chaos.
The truth is, ‘balance’ isn’t about splitting time equally. It’s about being present in whatever moment you’re in. When I’m at work, I give it my all. When I’m with my family, I shut out distractions and pay attention on them. It took time to figure out, but I’ve learned that guilt is the biggest enemy of working mothers. There’s always a feeling of not doing enough, whether at home or in business. But I remind myself that by building something of my own, I’m setting an example for my kids.
Planning ahead is my lifesaver. Vacations, school events, even simple movie nights, I schedule them the way I do client meetings. Because if you don’t carve out personal time, work will always creep in. Also, delegating is key, both at work and at home. You can’t (and shouldn’t) do everything yourself.
Do I have it all figured out? No. But I’ve stopped chasing perfection. Instead, I concentrate on being present, and that makes all the difference.
Q. Are the expectations of Gen Z female employees different from older age groups like Millennials, Gen Y?
Oh, absolutely. Gen Z doesn’t want a job, they want purpose, flexibility, and growth on their own terms. Unlike Millennials or Gen Y, who were focussed on climbing the corporate ladder, Gen Z is rewriting the playbook altogether.
They question everything, from rigid work hours to traditional hierarchies. They want workplaces that value mental health as much as productivity. The old ‘put your head down and grind’ approach doesn’t work for them. They need to know that their work makes a difference, that their voices matter, and that they won’t be stuck in a cycle of ‘paying their dues’ before being heard.
At the same time, they’re incredibly independent. They don’t see loyalty as staying in one place for years, they see it as being valued wherever they work. If they don’t get the environment they need, they’ll leave without hesitation. This is why companies today need to rethink how they engage and retain young talent.
It’s refreshing, honestly. Gen Z challenges leadership in the best way. They demand workplaces that evolve, that prioritise inclusivity, and that aren’t afraid to break old patterns. As leaders, we can either resist or embrace this shift. I think we can all learn a lot from their mindset.
Q. What role can PR play in building conversations around empowering women throughout the year?
PR is one of the most powerful tools in shaping narratives. But here’s the thing…women’s empowerment can’t just be a ‘once-a-year’ conversation around International Women’s Day. It has to be woven into everyday storytelling.
Brands today have the platform to create real impact, but many still treat women’s empowerment as a marketing checkbox, something to highlight in March and forget by April. That’s where PR can change the game. It’s not only about putting out campaigns, but about driving sustained conversations, whether it’s pushing for better workplace policies, showcasing real success stories, or holding industries accountable for genuine change.
The power of PR lies in storytelling. When we highlight stories of women breaking barriers—not just celebrities or CEOs, but everyday professionals, entrepreneurs, and changemakers—it normalises ambition. It shifts the narrative from “against the odds” to “this is the norm.”
And PR also has a responsibility. We need to challenge brands to move beyond tokenism. Are they truly supporting women in leadership? Are they ensuring pay equity? Are they fostering an inclusive work environment? These are conversations that PR professionals can push forward, making sure brands don’t just talk about change, but actively create it.
Women’s empowerment is a movement. PR has the power to keep that momentum going every single day.
