Neha Karnik, a Public Affairs professional with about 15 years of experience, has led mandates in healthcare, e-commerce, infrastructure, and more. She leads a team committed to driving healthcare policy innovation through stakeholder engagement, and strategic communication to ensure access to life-saving medicines and policy alignment.
In a recent conversation with Women Entrepreneurs Review Magazine, Neha shares insights on transforming challenging relationships into successful partnerships, navigating high-stakes crises with strategic approaches, and advocating for workplace cultural changes to support women balancing motherhood and demanding careers.
You have forged lasting relationships with government officials and industry bodies. Can you discuss a particularly challenging relationship you managed to turn into a successful partnership and the key elements that contributed to this transformation?
When you work with external stakeholders in a volatile ecosystem, having a shared vision does not guarantee alignment of short-term objectives. Reaching a consensus on the issues being advocated for is always challenging.
I have always believed in taking a holistic approach and ensuring to provide value to each stakeholder, thereby building trust. A successful partnership relies on a collaborative approach which includes highlighting the broader objectives that we all align with, conducting ample research to support our advocacy, drawing on global examples, and leveraging credible third-party advocacy. This method can help smoothen out any points of contention leading to a more productive partnership.
Crisis management is a critical aspect of your role. Can you describe a high-stakes situation where a strategic approach helped navigate a potential crisis, and what lessons do you draw from that experience?
Crisis management is an ongoing part of the role and a multi-pronged strategy to navigate such situations is always a must. In any situation, we engage with concerned stakeholders proactively highlighting the impact on patients. We convene a group of experts that includes the relevant internal stakeholders, so we are in the know instantly as the situation unfolds. This allows for more lead time to respond and enables better decision-making that ensures a win for all. Simultaneously, we explore alternative solutions and communicate openly with stakeholders. This transparency and proactive approach help us mitigate any crisis. More importantly, we have always made sure that patients have access to critical medication. Open communication, exploring all options, and prioritizing patient well-being during critical situations is extremely important while working through any crisis.
What role do you believe mentorship and inclusion of more women in government relations and policy advocacy play in developing future leaders? What steps do you take to foster diversity in your professional environment?
A report by Mercer India states that out of the 49.5 million-strong pharma workforce, only 11 percent of it is represented by females. Another fact – and many reports will back that up– women quitting the workforce has been on a high, given work-life balance issues and gender role expectations. I have friends holding degrees from prestigious universities and yet giving up their careers to cater to household/mother duties. Government relations and policy advocacy is a niche area and there is a high demand for the right talent. Given the stats, the underrepresentation even in government relations and policy advocacy should change, not only for gender equality but also for the industry's betterment.
Mentorship will play a great role by providing support and access to networks that can accelerate career growth. As a leader and a mother of a highly demanding five-year-old, I understand the challenges women face firsthand. I actively mentor younger women, sharing my experiences and advocating for their voices to be heard. Just as I encourage my son's curiosity and celebrate his unique perspective, I believe in empowering women to bring their fresh ideas to the table.
As a leader with substantial professional responsibilities and a mother, how have you structured your work and personal life to maintain a healthy balance? What practices do you think other women in similar roles can adopt for better work-life harmony?
In a society that glorifies the hustle and grind, it's easy to overlook the importance of work-life balance. However, as a working mother and professional, I can attest to the transformative power of pursuing passions outside of the office.
By embracing painting as more than just a hobby, I've discovered a roadmap to success that is as fulfilling as it is effective. Balancing the demands of a high-pressure job with the joys of motherhood can be daunting. Yet, carving out time for passion can be instrumental in achieving harmony between roles. By dedicating time to pursuing my hobby, I've cultivated a sense of fulfillment and contentment that spills over into all aspects of my life. Amidst the chaos, painting serves as my sanctuary, offering a refuge from the stresses of work. Engaging in creative activities has been scientifically proven to reduce cortisol levels, promoting relaxation and mental clarity. This, in turn, allows me to approach challenges at work with a clear mind.
So, to all the aspiring leaders and busy parents out there, remember sometimes, the key to excelling at work lies in finding the perfect shade of paint.
I also prioritize scheduling, leveraging flexible work arrangements when possible, and delegating tasks effectively. Most importantly, I practice self-care, ensuring I'm well-rested and energized to give my best at work and home. This allows me to be fully present in each role. For other women, open communication with employers, exploring flexible work options, and setting boundaries between work and personal life are all crucial for achieving work-life harmony.
What cultural changes do you believe are necessary within the workplace to better support women who balance motherhood and demanding careers, and how do you advocate for these changes?
Drawing from my example, after returning from six months of maternity break, I didn’t want my breastfeeding journey to end and rather wanted to continue until two years as recommended by WHO. I ensured that there was an understanding of ‘pumping breastmilk at work’ within the organization and I got the right support to do so. As women, we should not hesitate to ask for an environment that supports our journey as mothers while giving our best at work.
I truly believe that the onus shouldn't solely fall on mothers. Workplaces need a cultural shift towards supporting working parents. I advocate for parental leave policies that are inclusive of both mothers and fathers. Additionally, promoting childcare options on-site or nearby, and fostering a culture of empathy and understanding for working parents, are all essential steps. By creating a supportive environment, companies can empower women to excel in their careers while raising families.
