Rachna Kango leads marketing strategy and brand recognition across India, promoting the company’s vision through thought leadership and purpose-driven initiatives. With prior roles at Nissan Motors and Volvo Eicher, she brings expertise in strategic planning, product development, and innovation, known for her team-building and cultural competency.
In a recent conversation with Women Entrepreneurs Review Magazine, Rachna shares her views on the growing leadership opportunities for women within the evolving manufacturing sector. She discusses how women are driving digital transformation and fostering inclusion, long-term strategies that balance profitability with responsibility. She also highlights key systemic changes companies must make to reshape their leadership teams to be more inclusive.
How has the manufacturing sector evolved to create leadership opportunities for women? What shifts are you observing that business leaders should capitalize on?
In the current landscape, manufacturing has evolved beyond traditional boundaries, offering greater leadership opportunities for women, particularly in strategic roles such as marketing and planning. Women like me, in strategic marketing at Delta, are leading by example, crafting visions that focus on technology, innovation, and long-term sustainability. Today’s economic uncertainty has led to a surge in demand for agile leadership, where diversity of thought becomes a competitive advantage. Women bring unique perspectives to decision-making processes, balancing short-term market demands with long-term strategic goals. Business leaders must capitalize on this shift by creating more diverse leadership teams, which have been proven to drive innovation and profitability.
Considering the ongoing transition toward Industry 4.0, how do you see women leaders influencing digital transformation in manufacturing?
With the advent of Industry 4.0, women leaders are increasingly pivotal in spearheading digital transformation within manufacturing. My role at Delta focuses not just on integrating cutting-edge technologies but also on humanizing that transformation—ensuring that digital innovation improves both business outcomes and customer experiences. Women leaders often excel in cross-functional collaboration, bridging the gap between technology and business. We tend to adopt a holistic, people-centered approach to digital transformation, prioritizing employee engagement, customer satisfaction, and sustainable growth. In manufacturing, this approach results in the seamless integration of digital tools, from IoT to advanced robotics, to build a future-ready ecosystem.
With global supply chains becoming more complex and sustainability gaining importance, how can women in leadership drive more inclusive, long-term strategies in manufacturing that balance both profitability and responsibility?
In an increasingly complex global supply chain environment, sustainability is no longer a "nice to have" but a business imperative. Women in leadership, especially in manufacturing, are driving strategies that marry profitability with environmental and social responsibility. At Delta, our sustainability-focused initiatives go hand-in-hand with our business strategy, and we encourage other industry players to adopt this forward-thinking model. Women leaders are uniquely equipped to foster inclusive environments that prioritize diversity, not just in workforce composition but also in thinking. This inclusivity results in more innovative, long-term strategies that consider the broad spectrum of stakeholders, including suppliers, customers, and local communities.
As marketing and strategic planning are pivotal in shaping the direction of manufacturing companies, how do you think the narrative around women in leadership can be reframed to better attract and retain female talent in senior roles?
The narrative surrounding women in leadership in manufacturing must evolve from simply acknowledging their presence to emphasizing their transformative impact on the industry. Strategic marketing and planning, for instance, are key drivers of corporate direction, yet the lack of visibility for women in these roles remains an obstacle to attracting more female talent. Companies should make concerted efforts to promote role models and create supportive environments through mentorship, leadership training, and flexible work policies. At Delta, we are working to ensure that women in leadership roles are empowered to influence the broader narrative around female leadership, making it not just an aspiration but a tangible reality.
In the context of mergers, acquisitions, or strategic partnerships often seen in manufacturing, what role can women leaders play in ensuring these transitions are smooth and value-driven? How can female leadership add distinct value to these complex business operations?
The Role of Women Leaders in Mergers, Acquisitions, and Strategic Partnerships: Mergers, acquisitions, and strategic partnerships are increasingly complex in today’s globalized world, and female leaders are well-suited to manage these transitions. Our ability to navigate relational dynamics, stakeholder interests, and organizational values positions us to lead such efforts effectively. In my experience, inclusive decision-making and a people-first approach often lead to smoother transitions and more value-driven outcomes. Female leadership can add tremendous value to complex business operations by ensuring that the human element—whether it be employees, partners, or customers—is prioritized alongside financial and operational goals.
What would you recommend to organizations trying to reshape their leadership teams in manufacturing to be more inclusive?
To create more inclusive leadership in manufacturing, systemic changes must be made within corporate cultures and industry frameworks. Organizations need to move beyond tokenism and implement robust policies that promote diversity and inclusion at all levels. This includes eliminating unconscious bias in hiring and promotion processes, offering leadership development programs for women, and creating flexible working conditions that accommodate different life stages and responsibilities.
Companies should also cultivate environments that value mentorship and sponsorship, giving women the tools and support they need to ascend to senior leadership roles. At Delta, we are committed to building a future where diverse leadership is not an exception but the norm, driving both innovation and business success in the manufacturing sector.
