Women as architects of success: Megha Goel on growth, inclusion & leadership | Unplugged 3

For decades, the narrative surrounding women in the workplace has been shaped by societal norms that position them primarily as caregivers, often relegating career aspirations to a secondary priority. But what if that narrative is rewritten—where women are not just participants in the workforce but the architects of its future?

In a special International Women's Day episode of People Matters Unplugged season 3, Megha Goel, Chief People Officer at Godrej Properties, challenged conventional wisdom and offered a powerful blueprint for women to take charge of their careers with intention, ambition, and resilience. She didn’t just discuss diversity and inclusion as corporate checkboxes—she framed them as fundamental business imperatives that drive growth, innovation, and cultural transformation.

Through an unfiltered conversation, Megha laid bare the challenges women face—from biases that limit leadership opportunities to the struggle of balancing professional and personal roles. More importantly, she outlined the tangible solutions that organizations and individuals can adopt to dismantle barriers and create truly equitable workplaces.

This is more than just a discussion on gender inclusion—it's a call to action for women to step up, for companies to do better, and for leadership to redefine what true workplace equity looks like.

The Power of Intentional Career Planning

One of the most pressing challenges women face in their careers is the need to balance professional growth with personal responsibilities. Megha emphasized that career progression should be taken as seriously as family life, without the burden of guilt. She encouraged women to actively seek diverse experiences, invest in learning opportunities, and set clear career goals that align with their aspirations.

Reflecting on her own career journey, Megha shared how stepping into challenging business partnership roles broadened her perspective, deepened her understanding of operations, and ultimately made her a more effective HR leader. She stressed that HR professionals, in particular, must stay closely aligned with business functions to drive real impact. By developing business acumen and embedding themselves in strategic decision-making, women can position themselves as invaluable assets within their organizations.

Breaking Gender Biases and Advancing Inclusion

Despite notable progress in workplace diversity, gender biases continue to shape perceptions about women’s capabilities. Megha highlighted common stereotypes that often limit women’s professional opportunities, such as the assumption that they have less time due to personal commitments or that they are less suited for complex business challenges. She called on women to challenge these biases by demonstrating competence, taking on high-impact roles, and embracing new opportunities even at the risk of failure.

Equally crucial, she noted, is the role of organizations in dismantling these biases. Companies must trust women with core business functions and implement support structures that enable them to succeed. At Godrej Properties, strategic efforts have been made to place women in leadership roles, especially in traditionally male-dominated fields like sales and operations. Policies such as equitable parental leave for secondary caregivers, subsidized childcare for male employees, and robust caregiver support initiatives have been instrumental in fostering an inclusive culture.

Beyond Gender: A Holistic Approach to DEI

While gender inclusion remains a focal point, Megha underscored the need for a broader, more comprehensive DEI framework. At Godrej Properties, initiatives extend beyond gender to encompass all diverse employee cohorts, ensuring that inclusion is woven into the very fabric of the organization.

Key programs driving this agenda include:

• GPL Alchemy: A capability-building initiative aimed at developing high-potential talent across all levels.

• Project WOLF: An engagement program that connects with both current and former female employees to gain insights into workplace experiences and inform strategic DEI decisions.

• Employee Resource Groups (ERGs): Communities that foster belonging, mentorship, and professional growth for diverse employees.

• External Collaborations: Partnerships with organizations like CREW (Commercial Real Estate Women) to amplify gender diversity efforts.

These initiatives have yielded tangible results. Godrej Properties boasts significantly higher representation of diverse employees compared to industry benchmarks. Megha shared that LGBTQIA+ employees, in particular, have reported feeling more comfortable being open about their identities at work than in their personal lives—a testament to the company’s inclusive policies.

Beyond moral and ethical considerations, Megha highlighted the undeniable business case for diversity. Organizations that prioritize DEI often experience higher levels of employee engagement, increased discretionary effort, and stronger financial performance. Research consistently shows that inclusive teams make better decisions, foster innovation, and drive long-term success.

At Godrej Properties, model worksites with robust DEI implementation have demonstrated equal or even superior performance compared to their counterparts. When employees feel valued and included, they are more likely to go above and beyond in their roles, ultimately benefiting both the organization and its stakeholders.

Megha’s Advice for Aspiring Women Leaders

For women looking to advance their careers, Megha’s advice was both practical and inspiring:

1. Show Up Every Day: Consistency is key. Women must bring their best selves to work daily, demonstrating resilience and commitment.

2. Seek Growth Opportunities: Actively pursue learning experiences, challenging assignments, and leadership roles that push professional boundaries.

3. Challenge Gender Biases: Advocate for oneself and others by taking on roles that defy traditional stereotypes.

4. Leverage Structural Support: Take full advantage of organizational policies designed to support work-life balance and career growth.

5. Build a Strong Network: Mentorship and sponsorship play a crucial role in career progression. Surrounding oneself with supportive peers and leaders can open doors to new opportunities.

As People Matters Unplugged Season 3 continues to explore transformative workplace trends, this conversation with Megha Goel serves as a powerful reminder that advancing workplace equity is not just a moral imperative but a strategic necessity. By fostering intentional career growth, challenging biases, and implementing meaningful DEI initiatives, organizations can unlock the full potential of diverse talent and pave the way for a more inclusive and prosperous future.

Stay tuned for more insightful discussions that turn inspiration into action and shape the future of work.