CARGOCONNECT-APRIL2026 - Flipbook - Page 81
SUPERWOMEN2026
“Many challenges related to
diversity in leadership roles
arise from unconscious bias.
Although often subtle, such
bias can in昀氀uence decisions
unintentionally, particularly
when certain roles are perceived as being more suitable for a specific gender.
At times, assumptions are
made that women may not
be able to take on demanding leadership responsibilities or contribute the
required level of time and engagement, which can limit equal opportunities for advancement. However, when organisations create an open and
fair environment that provides equal opportunities to all individuals, it
encourages broader participation and more inclusive decision-making.
When people are able to express their perspectives freely and con昀椀dently,
it leads to richer discussions and more balanced outcomes. Such openness
also supports faster and more e昀昀ective decision-making processes. From
this perspective, promoting diversity not only strengthens fairness within
organisations but also encourages innovation by bringing forward a wider
range of ideas and viewpoints that contribute to stronger organisational
performance.”
PAROMITA SIL, National Supply Chain Planner,
Century Plyboards India
“Many professionals who have
reached leadership platforms
today have done so through
sustained e昀昀ort and perseverance over several years.
Their presence in industry
forums and professional
discussions re昀氀ects not only
individual achievement but
also the progress made by
the ecosystem as a whole.
However, there is still a continuous need to strengthen organisational
practices that recognise contributions more effectively and create an
environment where professionals are evaluated on the strength of their
capabilities. Women professionals often manage multiple responsibilities
simultaneously and demonstrate a high level of adaptability and resilience
in balancing professional and personal commitments. The expectation is
not for additional sympathy, but rather for recognition based on merit and
contribution. The focus for organisations today must extend further toward
ensuring long-term engagement, retention and meaningful participation in
decision-making processes. Creating a culture where voices are acknowledged
proactively, rather than reactively, will only strengthen organisational
e昀昀ectiveness and employee con昀椀dence.”
MEGHA KAUSHIK, Head– Supply Chain Finance,
Patanjali Foods – Ruchi Soya
CARGOCONNECT APRIL 2026 | 81
