Stop fixing women, fix the system: Experts demand structural change in workplaces

The PR and Corp Comm Women Achievers Summit and Awards 2024 was held February 22, 2025 in New Delhi. The summit featured a panel discussion on ‘The Journey to perfection: real life stories on success and failure of the women leaders. 

Moderated by Siddharth Kumar, Consultant at Edelman, the panel included Swati Bhattacharya, Senior Vice President of Marketing, Brand, and Communications at Remidio, Niharika Safaya, Managing Director at Live Wire Reels and Paroma Roy Chowdhury, Advisor at Ashoka University. 

Industry leaders called for meaningful structural changes to improve gender diversity in the workplace, emphasizing that inclusivity should be a core business strategy rather than a superficial compliance measure. 

Panelists acknowledged that while women enter the workforce in significant numbers, their representation dwindles at mid-management and senior leadership levels. Bhattacharya cited findings from Global Women in PR (GWPR), stating, "There are many women at entry levels, but by the time they reach senior roles, it becomes predominantly male. We need to hold on and grow into leadership positions."

Safaya shared a personal experience of being typecast early in her journalism career. "I wanted to be a business correspondent, but I was told, ‘You're so good-looking, why do you want to do business? You’d be perfect for covering culture and fashion shows,’" she recalled. Despite holding the same qualifications as her male counterparts, she faced barriers that steered her away from hard news.

Chowdhury emphasized the need to challenge workplace stereotypes, stating, "Women who assert themselves are often labeled ‘bossy’ or ‘difficult,’ while men exhibiting the same traits are seen as ‘leaders.’ We must stop worrying about these labels and continue pushing forward."

Experts stressed that gender diversity should not be reduced to a quota-filling exercise but should be integrated into corporate strategy to foster innovation and business growth. Chowdhury urged companies to take a structured approach, saying, "If you can’t measure it, don’t do it. What doesn’t get measured doesn’t get done." She emphasized that diversity initiatives must be ingrained in leadership development rather than treated as public relations efforts.

Bhattacharya echoed this sentiment, warning against performative hiring practices. "If you don’t believe in it, don’t do it for the heck of it. Do it because you know that having women in leadership will make your business more innovative and profitable," she stated.

The discussion also highlighted the evolution of workplace policies supporting women, from maternity benefits to flexible work structures. While some progress has been made, panelists agreed that deeper cultural changes are needed.

Chowdhury reflected on earlier career challenges, recalling a time when workplace policies provided little support. "I returned to work when my son was just six weeks old, managing between home and office in a time when childcare benefits were non-existent. Things are much better now, and we should be grateful for that," she said.

Safaya shared her own struggle of balancing career responsibilities with caregiving, stating, "There were nights I worked until 2 a.m. after spending hours at the hospital caring for my father, who was on dialysis. But I never saw it as a burden—I was driven by passion, both for my family and my work. The key is to never feel guilty about prioritizing one over the other at times."

Panelists concluded that while policy improvements are essential, the real challenge lies in shifting mindsets. The fight for gender diversity in leadership remains ongoing, and organizations must create environments that empower women to rise beyond entry-level roles.

"We have to learn to hold on and become senior leaders in this industry. Only then can we truly claim that women are leading the way," Bhattacharya stated.

The session underscored that sustainable change will only happen when companies move beyond lip service and embed gender diversity into their leadership structures, mentorship programs, and hiring policies. As the conversation around workplace equality continues to evolve, the message from industry leaders was clear: Inclusivity is not just a moral imperative but a business necessity.