Despite women constituting nearly half of the population, their representation in the workforce, especially in leadership roles in organisations, remains disproportionately low. While many women make strides at the entry-level, sustaining career momentum and breaking into leadership roles remains challenging.

According to Beena Mathen Jacob, CHRO, DHL E-commerce - Blue Dart Express, fostering an inclusive, reward-driven workplace requires moving beyond flexibility and embracing intentional sponsorship, leadership development, and equitable opportunities. For Beena, sponsorship is the key to elevating women in leadership.

“Sponsorship actively connects women to high-impact opportunities, promotions, and professional networks,” says Beena. She advocates for structured leadership programs that provide transparent career pathways through structured leadership development.

Organisations must prioritise executive coaching, rotational assignments, and structured succession planning to support and reward women. These initiatives fast-track leadership readiness and ensure clear pathways for career advancement.

“Organisations that invest in women’s long-term career growth, financial equity, and inclusive leadership will not only empower future leaders but also drive higher retention, innovation, and overall business success," Beena emphasises.

Ensuring Equity, Psychological Safety & Work-Life Integration

The modern workplace is evolving, and organisations must ensure they create an environment where women feel safe, supported, and valued. Beena highlights that organisations must prioritise psychological safety as a reward.

Zero-tolerance harassment policies to safeguard mental well-being and career longevity and allyship training to help employees recognise and interrupt bias in everyday interactions are a must

She adds that ensuring workplace flexibility should not be seen as a barrier to promotions and leadership opportunities. Indeed, it is better to shift focus from traditional work hours to results-driven performance metrics.

Additionally, Beena advocates for real structural change over symbolic efforts. “Women expect pay and promotion equity, workplace safety, and leadership development—not just basic flexibility,” Beena mentions.

“Women are no longer just asking for flexibility—they are demanding equitable career growth, leadership opportunities, and workplaces that champion their success,” Beena states.

Companies that invest in women's leadership and well-being will not only enhance retention, innovation, and performance but also shape the future of work. The goal is not just to have women in the workplace but to have them thrive, lead, and be recognised at every level. The time to act is now.