Alpana Parida, an Independent Director- Nestlé, brings over two decades of knowledge and experience in branding, marketing, and merchandizing, and extends her expertise to analytics and consumer insights. She has previously served as a Head of Marketing at Tanishq, one of India’s leading jewellery brands. Alpana is guided by design thinking approach transcending to business growth. She is the founder and CEO at Tiivra Ventures, her company produces helmets for motorbike enthusiasts.
In a conversation with Women Entrepreneur Review, Alpana highlights the need to call for a merit-based and inclusive view of leadership, sought after talent and impact. She evaluates the persistent gender divide, calling it both restrictive and outdated. She has an unwavering view that women ascend to leadership roles as they challenge the status quo and push the boundaries of conventional thinking.
With boardroom diversity in focus, how can women leaders shift from being the 'first' or 'only' in leadership spaces to becoming catalysts for systemic change in corporate governance?
I believe that gender equality begins with viewing women as individuals with skills and expertise, rather than segregating them on the basis of gender. It is essential to recognize them as capable management professionals who bring valuable contribution to the workplace. The rationale behind having separate championships for men and women in chess; a strategy game, is baffling and makes an interesting topic for discussion. Leadership is about skill and expertise, making the gender divide in management a troubling issue.
Ensuring at least one women director on board is a logical step. One of my boards has three female directors, while another is adding a second, even without any mandates. While representation matters, an overly rigid gender-based approach may not be the best solution. Overemphasizing gender in leadership can lead to unfair perceptions. Some people assume that women directors are chosen due to requirements rather than ability. While these opportunities matter, they exist because women deserve them. The gender divide in leadership needs reconsideration. Effective management transcends gender, but representation matters.
As a Nestlé board member, I see how the company values its primary shoppers-women. With three female directors, the company prioritizes consumer alignment rather than fulfilling a gender mandate. Enlightened boards prioritize market understanding over quota.
Many industries still perceive women-centric strategies as niche. How can women leaders reposition these as mainstream growth drivers rather than specialized segments?
For true market representation, business must consider consumer diversity. Even B2B companies ultimately serve individual consumers. Gaining consumer insights is crucial for effective decision-making. Women leaders offer unique insights and often challenge conventional ways of thinking and doing. Those who rise to leadership, rarely have easy journeys, making them more vocal and openly willing to challenge the status quo for change.
As minorities in leadership, women are naturally more assertive and confident in expressing their views. Companies that value strong perspective and strategic advice benefit from having women on their boards. Women managers naturally prioritize inclusivity and teamwork. While these traits are not exclusive to gender, women who rise to top positions have typically overcome significant challenges.
Women grow up navigating societal biases, scepticism from family and community, which in turn strengthens self-assurance in them. As a result, women managers bring resilience and determination in management roles. Research indicates that women employees typically stay with companies longer than men, who may often leave for frequent financial or career advancements. Hence, organizations see the value of making workplaces more inclusive of women for better outcomes. The debate over women’s role in business is outdated. What matters is their skill and leadership, and women deserve every chance to lead and succeed.
In an era of digital storytelling, how can semiotics and social media be used to reshape narratives around female entrepreneurship and economic influence?
In today’s digital space, social media had reshaped the way individuals present themselves, giving women the autonomy to define their own narratives. They can directly articulate their viewpoints, making their communication more genuine and impactful. This empowers them to engage with a wider audience, strengthening them to advocate for their value and perspective. Its an era where women can communicate more effectively, with greater clarity and influence. There is a strong focus on women-centric narratives across numerous platforms. Business success transcends gender-specific recognition. Nykaa’s phenomenal rise is a perfect example, as it has not just excelled in a woman-driven market but has redefined and expanded an entire industry. It showcases that strong business performance stands on its own merit.
As more women step into mainstream leadership roles, it reduces the emphasis on gender distinctions and focusses on excellence. Their insights should be valued for their strategic and business acumen rather than being framed through the lens of gender-specific issues. Discussions around leadership amongst women are often focus on work-life balance, while men rarely face the same scrutiny. At many women-focused events, this remains a dominant conversation, shifting attention away from business strategy, leadership and industry impact. It is time to shift our focus on the professional disclose rather than these traditional discussions. This shift will empower women to represent them on their own terms and not through external viewpoints.
Beyond mentorship, what radical shifts are needed in business structures to ensure women don’t just get a seat at the table but actively shape market trends and policy decisions?
In my view, the section pool for women directors remains quite limited, with board directors frequently tapping into a familiar circle of accomplished women. This approach overlooks a vast pool of untapped challenge. To drive real progress, organizations should be more open to considering younger high-potential women for these positions. This in turn would allow greater diversity and forward-thinking leadership landscape.
Board opportunities should be expanded not only for women, but for men as well, prioritizing merit over traditional benchmarks. Instead of relying on these external credentials, boards should recognize multiple dimensions of professional expertise that contribute to effective leadership. Leadership evaluation should be rooted in true merit, considering the full scope of professional capabilities. At present, annual lists of top women remain largely under changed, with minimal fresh representation. Expanding the recognition and appointment of talented women across industries would create more inclusive and dynamic leadership opportunities.
Given your experience across industries, what unconventional leadership qualities do women bring to the table, and how can these be leveraged for long-term business sustainability?
Women excel in leadership with their ability to listen with empathy. They prioritize understanding the needs of the customers, employees and stakeholders, creating meaningful solutions. Their ability to listen attentively is a valuable asset, allowing them to foster collaboration and trust. Their independent mindset enables them to evaluate multiple perspectives aligning with business objectives and long-term success. Effective leadership is the ability to consider various perspectives while maintaining independent thought. Relying on their own critical thinking to evaluate information, women build informed judgements and relying on logic and strategy.
By thinking holistically, they do not just focus on a single issue, but integrate multiple factors, ranging from ethical considerations to financial outcomes. Their ability to see the larger picture helps business develop long-term, responsible and profitable strategies. They are competent to draw meaningful connections between sustainability and corporate responsibility.
Message for Aspiring Women Leaders
For women to excel as leaders, they must be confident in their decisions, uphold process and decisions with transparency and commit to ethical leadership. Their ability to approach challenges objectively, ensures a balanced and fair decision-making process. By bringing this analytical mindset to the table, they strengthen leadership effectiveness and workplace integrity, fostering fairness in organizations.
Strong leadership demands a commitment to evaluating ideas based on their value rather than their source. By adopting an issue-focused approach, leaders ensure that decision remain objective and effective. This promotes transparency, encourages diverse contributions, and leads to well-rounded and strategic business solutions.
