CXOToday has engaged in an exclusive interview with Anita Kukreja, Head of Strategic Alliances and Brand, IceWarp on the occasion of Women Equality Day 2024
- In your experience, how has the perception of women in leadership roles evolved in the tech industry over the past few years, especially post-COVID?
The perception of women in leadership has definitely shifted positively in the tech industry, particularly after COVID-19. The pandemic accelerated the adoption of remote and flexible working environments, which have been instrumental in showcasing women’s ability to lead with agility and empathy. As the tech world became more digitized, leadership traits such as adaptability, resilience, and emotional intelligence gained prominence, and these are areas where women leaders often excel. Companies have become more open to diverse leadership styles, and I see a growing acceptance of women in decision-making roles, which is a refreshing change.
- What are some of the key challenges you’ve faced as a woman leader in a predominantly male-driven industry, and how have you overcome them?
One of the biggest challenges is breaking through long-standing stereotypes that exist around leadership capabilities in a male-dominated space. I’ve faced moments where my decisions were second-guessed or where there was an unconscious bias in how I was perceived compared to male colleagues. Overcoming these challenges requires resilience, a clear vision, and most importantly, building credibility through consistent results. Surrounding myself with allies, both male and female, and advocating for my own achievements without hesitation has been a critical part of my journey.
- Can you share any initiatives IceWarp India has undertaken to promote gender equality within the organization?
At IceWarp India, we are committed to fostering an inclusive and equitable environment. We’ve taken several steps to promote gender equality, such as ensuring equal pay for equal work and encouraging more women to take on leadership roles. Our hiring practices are designed to be gender-neutral, and we actively provide mentorship and leadership development programs for women across various departments. Additionally, our flexible working policies are aligned with creating a supportive environment for all employees, regardless of gender.
- How do you believe organizations can create more inclusive workspaces that encourage women to thrive in leadership roles?
To create inclusive workspaces, organizations must adopt a top-down approach where diversity and inclusion are a core part of the company’s values. This includes offering leadership development opportunities specifically for women, fostering a culture that values diverse perspectives, and ensuring that women have a seat at the decision-making table. Mentorship programs, flexible working hours, and parental support policies also play a critical role. But beyond policies, it’s the cultural shift—breaking down biases and building an environment where women feel empowered—that will make the most significant difference.
- What role do mentorship and sponsorship play in empowering women in the workplace, and have you personally benefited from these opportunities?
Mentorship and sponsorship are incredibly powerful tools for empowering women. Mentors provide guidance, while sponsors actively advocate for women in key decision-making spaces. Personally, I’ve been fortunate to have had mentors who provided invaluable insights and encouraged me to take risks and pursue leadership roles. Having a mentor or sponsor who believes in your abilities and is willing to invest time and effort in your growth can make all the difference. I strive to pay it forward by mentoring younger women within my network, helping them navigate their careers and make informed decisions.
- On Women’s Equality Day, what message would you like to give to young women aspiring to take on leadership roles in the tech and business sectors?
My message to young women is simple—believe in your capabilities and don’t let anyone dictate your limits. The tech industry, while competitive, is ripe with opportunities, and the world needs more women in leadership to bring fresh perspectives and drive meaningful change. Be bold, take risks, and find your tribe—surround yourself with people who uplift and support you. Leadership is about authenticity, and when you bring your true self to the table, you can break barriers and inspire others to do the same.
- How do you think businesses can actively contribute to closing the gender gap, not just in terms of pay, but in terms of opportunities for career advancement?
Closing the gender gap requires a multi-faceted approach. Businesses must move beyond just pay equity and focus on providing equal opportunities for career progression. This includes leadership training for women, clear paths for promotion, and ensuring diverse representation at every level. Organizations should also be transparent about their gender diversity goals and track progress regularly. By holding themselves accountable, companies can make significant strides in creating a balanced and fair workplace for all.
- What policies or practices have you found most effective in encouraging work-life balance, particularly for women in leadership roles?
Work-life balance is crucial, especially for women in leadership. At IceWarp, we champion flexible working hours and remote work options that allow women to manage their personal and professional lives more efficiently. Providing parental leave, creating family-friendly work environments, and fostering a culture where taking time off for personal reasons is not frowned upon are also essential. Personally, I’ve found that being transparent about my own need for balance sets an example for my team, and I encourage leaders to create an environment where well-being is a priority.
- How important do you think it is for women leaders to support and advocate for each other, and can you share any examples of how you’ve seen this in action?
It’s incredibly important for women leaders to lift each other up. I’ve seen firsthand how powerful it can be when women come together to share knowledge, offer support, and advocate for each other. A great example is the network of women leaders within the tech industry who regularly connect to share opportunities and insights. By collaborating rather than competing, we create a stronger and more inclusive ecosystem where success for one translates into success for all.
- Looking forward, what changes would you like to see in the industry to ensure equal representation and opportunities for women in tech?
I’d like to see more representation of women not just in leadership roles but across all levels in the tech industry. This includes more female engineers, developers, and product managers who can influence the innovation pipeline. I also hope to see more structured return-to-work programs for women who have taken career breaks and initiatives that encourage young girls to pursue STEM education. By creating an industry that values diversity and actively works to dismantle biases, we can ensure that women have equal opportunities to thrive and lead.
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