A passionate leader, Sonia has been instrumental in enabling growth and driving change in fast–paced work environments. Under her guidance, Quest Global has achieved over 25 percent gender diversity and aims to reach 30 percent across all levels.

The corporate world has been exerting pressure on women empowerment initiatives for quite a while now. As a result, it is true to an extent that women in executive roles and women in management have increased statistically over the years. But are we really doing enough to empowering women in business and creating an environment for leadership development for women? Not enough is the answer. Over the past few years, the number of women in leadership roles has not been gaining momentum.

According to a global report by Grant Thornton, the percentage of female CEOs in the global mid-market sat at 28 percent in 2023, while 2024 saw a sharp decline in female CEOs, with the number dropping to 19 percent. The statistics from India tell a similar story. According to a LinkedIn report, women held 18.3 percent of senior leadership positions in India in 2024, a slight decrease from 2023. Sonia Kutty, Senior Vice President – People & Culture, Quest Global, joins us for an exclusive interview to decipher the challenges and solutions for achieving gender equality in leadership. Below is an excerpt from the interview.

Tell us about the initiatives you have undertaken to promote qualified women for executive and C-suite leadership roles.
We are deeply committed to fostering a diverse, equitable, and inclusive culture at Quest Global. Our approach to promoting women into executive and C-suite roles is multifaceted. We have embedded DEI principles into every aspect of our operations, focusing on creating a culture where empathy and belonging thrive. One of our key strategies involves setting ambitious targets for female representation, aiming to reach 30 percent across all levels and 35 percent in senior positions by 2025. To support these goals, we collaborate with esteemed organizations like NASSCOM and the Society of Women Engineers (SWE) to tackle gender bias and develop impactful employee resource groups. These partnerships are instrumental in empowering women, particularly in engineering fields. Recognition and advancement are central to our efforts. We have established awards, mentorship programs, and targeted training initiatives to celebrate and support women in our organization. We also address challenges such as unconscious bias through specialized training and foster innovation by valuing diverse perspectives. Additionally, we support work-life balance with hybrid work options, flexible schedules, and comprehensive childcare benefits. By providing role models and robust support through employee resource groups, we are dedicated to enhancing the representation of women in STEM. Through these initiatives, we are committed to creating a workplace where qualified women can excel and achieve their full potential.

Politics among employees and hierarchies is an underlying global problem. How do leaders mitigate this situation, especially toward maintaining gender equality?
Understanding the growing importance of using evidence-based strategies to tackle these challenges is necessary. For us, promoting transparency at Quest Global is of utmost importance. This involves developing and communicating policies on gender equality, including those related to promotions, pay, and hiring. We set specific, measurable targets for gender representation at various levels and regularly review our

progress. This ensures that our gender equality goals are actively pursued and our leaders are held accountable for achieving them. Leaders must model unbiased behavior, promoting equality and inclusivity to create a fair and respectful work environment that trickles down from the top. Our global DEI team plays a vital role in driving gender balance and managing impactful employee resource groups, helping to ensure we stay on track with our goals. We ensure clarity by developing and communicating explicit policies on gender equality. We also standardize performance reviews and promotion criteria to minimize subjective biases and maintain consistency.

How can the leaders foster a positive work culture within the organization while accommodating hybrid work mode?
To foster a positive work culture in a hybrid environment, leaders must prioritize clear communication and regular check-ins with remote team members to maintain engagement and alignment. Establishing team-building activities and virtual social events can help create a sense of community among hybrid teams. Additionally, providing training and resources for managers to effectively lead and support their teams is essential. Encouraging work-life balance by promoting boundaries and breaks, regardless of location, is crucial. One can lead by example, and modeling desired behaviors will inspire the team to embrace a positive culture.

Building strong relationships with team members and stakeholders fosters a supportive network that can be invaluable for career growth

How do you ensure the team’s work aligns with the organization's goals and objectives? How do you promote collaboration and teamwork?
To ensure that our team's work aligns with the organization's goals, I prioritize clear communication of our vision, mission, and objectives. By helping team members understand how their contributions fit into the bigger picture, we can set SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals that maintain alignment. Regular progress reviews and constructive feedback keep everyone on track while recognizing and celebrating successes fosters motivation and accountability.

Promoting collaboration and teamwork involves creating an environment that encourages open communication and idea-sharing. I foster a culture of trust by being transparent and supportive, which helps team members feel comfortable collaborating. Implementing team-building activities and recognizing collaborative efforts reinforces the importance of teamwork while leading by example, demonstrating the value of working together towards shared goals.

What would be your advice to budding leaders in the HR industry?
For budding leaders in the HR industry, my advice centers on continuous learning and relationship-building. Embrace a commitment to lifelong learning by staying informed about HR trends, best practices, and legal requirements, which will keep your organization compliant and competitive. Building strong relationships with team members and stakeholders fosters a supportive network that can be invaluable for career growth. Advocate for HR's strategic role in aligning with organizational goals to establish HR as a key player in business success. Lastly, lead with empathy, integrity, and a dedication to diversity and inclusion, as these qualities will help cultivate a positive work environment that benefits all employees.

• Favorite Hobbies: Reading and watching movies
• Favorite Movies/TV Series: "Anything in the thriller/ mystery/ crime genre"
• Favorite Books: Fiction
• Favorite Travel Destinations: "Usually anywhere where nature is the focal point."
• Favorite Cuisines: " I am totally a foodie. I love to experiment. Mediterranean/ Thai are favorites, though."
• Favorite Apps: Spotify/ (Music & Podcasts)