"We have too few women in leadership roles. And the women who make it to the top often find themselves alone..."
When Sheryl Sandberg, the ex-COO of Meta Platforms, made this statement, she touched a raw nerve in many women who had to fight long battles to break into leadership. Her words echo the lived experiences of countless women navigating workplaces where the glass ceiling remains an enduring reality.
According to a May 2024 report by The Economic Times, despite making up nearly half of the workforce, women hold only 5% of CEO positions in India’s top companies. This stark gap underscores the significant underrepresentation of women in leadership roles.
However, as the Indian economy seeks to unlock the full potential of their workforce, the need for women to not only participate but lead has never been more critical. Sponsorship plays a pivotal role in bridging this gap, providing women with the visibility, networks, and opportunities required to rise through the ranks.
Hear directly from these 8 LeadHers about the game changers for women's success at the top
1.“Opening Doors, Amplifying Voices”
The role of mentorship in empowering women leaders cannot be overstated. Ramya Selvan, Senior Director of Career Development at Bounteous x Accolite, sees mentorship as a vehicle to unlock potential. “Opening doors, amplifying voices, and ensuring no woman feels alone are all branches of the same tree,” she reflects. However, she emphasises that advocacy must go beyond career advice—systemic barriers must be dismantled to create lasting change.
2. “Mentoring Fosters Confidence and Unlocks Potential”
Jharna Thammaiah, Director & India Site People & Places Leader at Intuit, notes that structured mentorship programs like Tech Women@Intuit and the Intuit Women’s Network are pivotal in fostering confidence. “Mentoring emerging talent fosters confidence and unlocks potential. It’s not just a ‘nice-to-have,’ but a critical investment in building future leaders.”
She also speaks about the lack of clarity and focus among mentees, often fixated on milestones like promotions. "Effective mentoring involves helping them clarify their "why" and "what," building a stronger foundation for their development. Trust-based, objective mentoring brings unique perspectives, experiences, and skills, driving impactful growth."
3. "Breaking Barriers: The Unfinished Fight for Equality"
Despite notable progress, systemic barriers continue to impede women’s advancement in various industries. Anjali Mahajan, Vice President of Customer Business Services at Amdocs, outlines persistent issues such as unconscious bias in hiring, pay disparity, and rigid workplace policies. “The underrepresentation of women becomes even more pronounced as they transition from entry-level to management roles, creating a ripple effect that impacts the entire ecosystem.”
4. “Embracing Vulnerability to Grow”
Veena Joji, Chief Human Resources Officer at Apexon, opens up about her struggles with imposter syndrome. “True leadership isn’t about knowing everything—it’s about embracing vulnerability, asking the right questions, and having the confidence to grow through experience.”
For her, the biggest turning point of her career came through the support system she built with mentors, peers, and team members who provided honest feedback and challenged her.
"One piece of advice that has stayed with me: ‘Mistakes are part of learning. Just ensure you grow so well from them that you don’t repeat them.’ That mindset freed me from the fear of failure and helped me reframe imposter syndrome—not as a limitation, but as a sign that I’m stepping into new and meaningful growth."
5. "Invest in the Human Potential of Women"
In the tech industry, where women remain significantly underrepresented, Laura Heisman, CMO at Dynatrace, stresses the importance of making deliberate efforts to attract and retain female talent. “It’s critical that we invest as much in the human potential of women in their future career paths as we invest in the potential of AI.”
"We are in a time of rapidly evolving technology – 85% of jobs that will exist in 2030 have not even been created yet. AI presents an incredible opportunity to take twists and turns in a career path, and a linear route throughout your career journey cannot be the norm moving forward. "
6. "Believe in yourself, seek support, and never let anyone define your limits.”
Shalini Eswaran – SoC Design Manager, Sitara MPU, Texas Instruments writes, "Women have been shaping science and technology for centuries. The road is not always easy, but every obstacle is an opportunity for change. When young girls see women leading in STEM, they believe they can, too.
She mentions TI’s Women in Semiconductor and Hardware (WiSH) program and how it is helping the organisation in pushing more women in the semiconductor industry.
"Breaking barriers is not just about individuals, it’s about creating a culture where talent and ideas flourish. More female participation in STEM means more innovation, more solutions, and a stronger industry. To every young girl dreaming of a future in science, technology, engineering, or math, your ideas can shape the world."
6. “Sponsorship Bridges Potential and Opportunity”
Sarika Saini, Global DEI Head at Birlasoft, highlights how sponsorship bridges the gap between potential and opportunity. “Senior leaders actively sponsor the next wave of talent, creating pathways to success and ensuring emerging talent has the support needed to succeed.” Birlasoft’s BEmpowered Women Leadership Program pairs women with senior mentors, creating a ripple effect where leaders guide not only their direct mentees but future generations as well.
7. “Mentorship, training, and sponsorship are key to breaking barriers.”
Achieving true leadership inclusion requires dismantling systemic barriers through structured mentorship, leadership training, and access to advanced technical education, thinks Renu Shekhawat, Director and Head of HR at Pitney Bowes.
Inclusive Structures: Redesigning for Equity
Organisations are taking bold measures to foster more inclusive workplaces. Amdocs' Career-Hub platform leverages AI to eliminate bias in hiring by assessing candidates based solely on their skills. Nutanix creates supportive environments by offering flexible work policies and support systems around motherhood, while Pitney Bowes empowers women through leadership training and returnship programs like Relaunch Pad.
At Apexon, Veena Joji advocates for returnship programs, structured upskilling opportunities, and inclusive cultures that view career breaks as assets rather than setbacks. “A workplace that values potential over gaps enables women to not just return—but to thrive.”
These initiatives signal a broader shift from retrofitting women into existing systems to fundamentally redesigning structures that prioritise equity at every stage of the employee lifecycle.
The journey toward gender parity is far from over, but the momentum is undeniable. As Ramya Selvan puts it, “Let 2025 be the year we stop asking women to ‘lean in’ and start giving structures a long-overdue refresh so they can soar.”
