The significance of a strategic People function coupled with visionary leadership in any organization is immense and next to none in importance. It plays a vital role in fostering a great culture, exerting profound influence across all levels of the organization.

Shatadrumi Sarkar is an accomplished leader with over 14 years of experience in the field of HR Strategy, Talent Development, and Organizational Culture. As someone who comes with a blend of strategic vision and functional expertise in the field of HR, Drumi has successfully taken up leadership roles in global and regional organizations across multiple industries. Throughout her career, Drumi has spearheaded the design and implemetation of transformative, organization-wide people and culture initiatives. As the Human Capital Director for a well-known regional conglomerate, Drumi has driven organizational change in remarkable ways. Outside her corporate role, she is a Life Coach and a certified Hypnotherapist, who is passionate about driving meaningful change and positively impacting people and lives around her.

In an exclusive interview with Women Entrepreneur Magazine, Drumi walks us through her life, vision, work ethos and her captivating journey as a leader.

Can you please walk us through your background and the expertise you bring to the table?

I come from the ‘City of Joy’ Kolkata, where I was born and raised in a middle-class Indian family with a strong emphasis on education, cultural arts, and family values. I graduated as an Electronics Engineer and started my career as a Systems Consultant with IBM. Early on in my career, I realized that my true passion was in the field of People & Organizational Culture. Eager to pursue this newfound calling, I embarked on a journey of professional development. Post obtaining my Master's in HR at the prestigious Tata Institute of Social Sciences (Mumbai), I joined the Global Leadership Program at Royal-Dutch Shell. My years at Shell provided me great exposure to strategic global talent & leadership development projects. Also, I was privileged to work alongside and be mentored by senior leaders in the organization who have left an indelible mark on my growth journey as a professional.

A few years later, I moved to Dubai to join my husband and have been working in this region for about a decade now. I have consistently persevered to bolster my career by embracing new challenges and working on strategic initiatives focused on cultivating best-in-class culture, leadership, and people practices. Parallelly, I completed my Master's in Neuro-linguistic-programming (NLP) and certification as a Coach and Hypnotherapist. Throughout my journey, I have drawn strengths from the core values of respect, compassion, and humility I was brought up with and they continue to guide me as I navigate the journey of life. Moreover, as a new mother, I feel inspired by the role I play at home - my family is the pillar of strength that propels me forward to make a meaningful impact at work and on the world at large.

Could you provide insights into the tools you employ as a leader and your key area of emphasis for driving success in the future?

I actively strive to embrace the multifaceted role of a trusted business partner to the executive leadership team as well as a catalyst for transformative growth within my organization. Learning from my experience as a Coach and Hypnotherapist, I consciously practice empathy and active listening in every interaction, creating opportunities to unlock the full potential of the people & teams I work with.

In the VUCA world, we live in, uncertainty reigns and to top it, the pandemic tumult opened everyone’s eyes to the reality of constant change. Today, exhibiting learning agility is a vital skill and a critical precursor for growth. The ability to constantly acquire new skills, learn from experience, and demonstrate curiosity in moments of extreme complexity coupled with conscious self-awareness is the cornerstone for evolution and success in the future.

What traits make you a strong leader? What is your success mantra?

Consciously practicing self-awareness and being a life-long learner define me as a professional. Seeking feedback and understanding my team's perspective is crucial to my growth. I believe in being authentic, and empathetic, and fostering an inclusive environment as a leader.

My success mantra is embedded in what I coin as ‘3C‘s– Clarity, Capability, and Culture. Clarity is imperative for leaders to lead with vision, providing direction to their teams so that they are instilled with a sense of purpose. Capability is about situational leadership - tailoring one’s leadership style to the team’s needs and empowering them to maximize their achievements. And finally, cultivating a good Culture is by far the most important aspect that defines the ethos of any team and is foundational to sustained high performance and motivation.

“Every organization's culture is unique & potentially the most important competitive advantage as it is the toughest to copy”

How can women's involvement in the region’s business landscape be enhanced, promoting their representation in senior roles?

While gender-diversity skews in the workforce have improved in the region over the years, there are gaps in the representation of women in senior executive roles across regional organizations, a trend that reverberates across the globe. To develop women into leadership roles, organizations not only need progressive policies but also a well-balanced, equitable, and inclusive work culture that is devoid of biases. Key drivers of declining representation of women as they grow through the career ladder are challenges that come with maternity & need for mobility in senior decision-making roles. Organizations that are truly invested in their D&I agenda need to deploy dedicated strategies to address the gaps.

Interventions such as best-in-class parental policies, post-partum assistance, support networks for new mothers, dedicated mentorship, and leadership development programs for high-potential women leaders are key examples. Additionally, practicing conscious inclusion in the workplace by monitoring gender-driven pay gaps and measuring diversity skews during the appraisal process to systematically address barriers and biases driven by circumstances such as motherhood or constraints with mobility is critical. Active sponsorship by leaders and a culture that thrives on inclusion can go a long way in bringing this change. The change will come with sustained efforts and with time.

Shatadrumi Sarkar, Human Capital Director, Majid Al Futtaim

Drumi is a true example of an HR Leader, who leads with passion and purpose with an intent to drive meaningful organizational change.