Don’t strive for perfection. No one—man, woman, or any other gender—is perfect, and that’s okay. – Megha Tata
According to the latest Periodic Labour Force Survey (PLFS) 2023, women’s participation in India’s workforce remains alarmingly low, with the female Labour Force Participation Rate (LFPR) at just 41.3%, compared to 78.3% for men. On the other spectrum, if we look at the data narrowing down to the top professionals in India, another concerning statistic is that women represent fewer than 3% of CXOs in sectors like Automobiles in India. Similarly, women hold just 13% of senior leadership positions in the Indian media and entertainment (M&E) industry, which is one of the most inclusive industries where more women are visible.
The disparity in gender representation, particularly the low number of women moving to senior roles and despite a large number of women joining media at entry levels and falling off the bandwagon, is a concern. If we look at gender representation in urban, forward-thinking industries where the most socially and economically advantaged women join in, what is the intersectional point when they move away or become invisible?
In the media and advertising space, a senior leader, Megha Tata, has been vocal about issues concerning women and inclusion. Megha Tata led with a vision and purpose to make workplaces more equitable. With over 30 years of experience in the media and entertainment industry, she has actively promoted women in leadership and advocated for greater gender inclusivity in spaces where they remain underrepresented.
As she puts it, “It’s the people who either make or break the organisation. “She firmly believes that leadership is about empowering others and creating an environment where people feel included.
About Megha Tata
Megha Tata is a prominent leader in the media, marketing, and advertising sectors, recognised as one of the “Top 50 Influential Women” in these industries. In 2018, she was awarded the “Women of the Decade in Media” by the Women Economic Forum. Earlier, she received the Women Leadership Achievement Award from the Women Leadership Congress. Megha has held significant roles in the International Advertising Association (IAA), serving as Vice President of the IAA India Chapter from 2016-2018 and as its President from 2020-2022, becoming the second woman ever to hold that position.
We sat down with Megha Tata for an exclusive conversation. With her vast experience and commitment to change, Megha offers a unique perspective on how leaders can create a more inclusive and equal workforce.
Megha Tata’s focus on people-first leadership
In this conversation, Megha Tata shares her leadership philosophy of empathy and small gestures, which she uses to build connections and make a lasting impact on creating inclusive work cultures.
Q. You have often spoken about the importance of compassionate leadership, which resonates with the inclusive future we envision at Changeincontent. Could you share an example from your journey where empathy shaped a pivotal decision, transforming not just professional outcomes but also team dynamics?
I have always believed in leading with empathy. In any organisation or any business, we are a people’s business first. The fact is that without people, there is no profit. So, you know, if you focus on people, profit and everything else will come along. Of course, certain hard decisions must be made when businesses have to be run. So, this is not trying to avoid those hard facts. However, empathy plays a big role in how you make those decisions and communicate them.
Overall, there are many examples, but I can highlight one. During COVID, when we were all working from home, it was tough to stay in touch with people across the country. So, I initiated something informal with a bit of tongue-in-cheek thrown in ‘Tea with TATA’. It was a weekly catch-up session with teams that weren’t my direct reportees but people below them. Similar to skip-level meetings that many organisations have, this was more informal and focused on simply touching base and understanding how things were happening.
In fact, I used to say that the only agenda in this meeting was that there was “no agenda” other than checking in on how everyone was doing and what was happening in their lives. It created a sense of connection and made team members feel valued, as they rarely experienced someone at the level of CEO or MD engaging with them on such a personal level. It helped in many ways in bringing the team dynamics together and integrating them into one whole large team.
Q. In one of your posts, you mentioned how small acts like remembering birthdays and sending handwritten notes to employees can make a lasting impact. Can such practices play a role in creating inclusive leadership cultures, and how can leaders scale such gestures in larger organisations?
The power of small gestures is an integral part of overall empathetic leadership. Every little gesture counts, every little comment you make, every conversation you have, or anything small you do personally goes a long way in anyone’s life and a professional organisation. It’s important because you can’t make it a purely transactional existence. I don’t believe in that approach.
As human beings, our basic need is to connect on a human level. So, just being nice and making it easier for employees to speak up and feel open is integral. In my career, I’ve tried to do as much as I could. I succeeded in some places, and perhaps I failed in others, but the intention has always been to create small gestures that connect with people and make you remembered, not for your designation but as an individual.
Of course, this is a personal thing. There’s no right or wrong in it. If someone doesn’t do it, that doesn’t mean they’re wrong. For me, though, I enjoyed it because it felt meaningful. I believe even the simplest gestures can leave a significant impact, creating connections that go beyond professional boundaries.
IAA Voice of Change: Changing gender representation in content
Q. Please share a key initiative from your time as President of IAA that you believe brought about tangible change in fostering diversity, equity, or inclusion within the advertising and media ecosystem.
IAA, the International Advertising Association, has long been at the forefront of bringing about conversations and topics that are a force for good. About three to four years ago, during my term as President, we initiated a programme called IAA Voice of Change.
The objective of this programme, as part of the communication industry and as someone with the potential to bring about change and impact, was to highlight what the advertising, marketing, and media industries can do to raise awareness and bring about change, particularly in how gender is represented in the content.
Whether it’s advertising, movies, series, or television, this industry has the power to make a significant impact. With that in mind, we launched a program with UNICEF as our Knowledge Partner and conducted research on gender representation in advertising in association with the Geena Davis Institute. Unsurprisingly, the findings were not very encouraging. While women are often featured in advertisements, the way they are portrayed, the profiles they are given, and the roles they occupy remain highly stereotypical.
We then took steps to initiate efforts by visiting various agencies and organising summits called the IAA Voice of Change summit. These summits not only highlighted the issues but also encouraged conversations about potential solutions. What started as an idea has now grown into a movement, with critical stakeholders working together to drive change.
Like we say, every voice counts, and one voice at a time.
Q. IAA is unique in bringing together professionals from media, marketing, and advertising globally. How can associations like IAA collaborate internationally to champion inclusive leadership and address pressing issues like unconscious bias and cultural sensitivity in global campaigns?
IAA has managed to connect with advertising agencies across Mumbai, Delhi, Bangalore, Chennai, and Hyderabad. This outreach has at least made people more conscious of the issues. People are very open to change. It’s not that they are unaware of the problem, but having someone highlight it right in front of them makes it more real. These engagements aim to make inclusivity a conscious part of their decisions.
We meet with creative teams, the ones who can truly make a difference when casting, storyboarding, or strategising campaigns, and discuss how they can build more gender inclusivity into the content they create. While there’s already some outstanding work in the industry, the journey toward complete inclusivity is far from over.
Through this initiative, we want to make an impact, one voice at a time. We really appreciate the partnership we’ve had with UNICEF and with Google. Google came on board to support us through their technology mediums. We also did another study with them that analysed television content over five years to assess how genders are represented.
These are small steps, but big leaps will come as we work to make people more conscious about how they can be more inclusive.
Megha Tata on the intersection of technology and inclusivity in media
Q. As technology transforms media and advertising, how can organisations leverage tools like AI and data analytics to create more inclusive and representative content without falling into the trap of bias?
The industry has been going through a tectonic shift over the years, especially in recent times. There has been a huge transformation, thanks to technology and how it is shaping the way content is consumed, distributed, and created. While technology is doing some amazing things, and I am a big believer in how it can make life easier and more economical, it’s also important to recognise when technology becomes a bane rather than a boon. This evolution will continue to unfold, but amidst all of this, the role of gender is still not very promising.
In our media industry, especially, there is not a single woman leading an organisation today, which is a glaring fact. Of course, there are a few women in leadership roles in advertising, media, and marketing, but very, very few women hold CXO positions. This is where a conscious effort is needed to make the industry more inclusive—not just for the sake of tokenism, where women are placed in roles to tick boxes based on gender. Merit obviously comes first. But it’s hard for me to believe that among so many amazing, smart women, we can’t find a handful who are capable of leading organisations. That doesn’t add up in my mind.
Our industry needs to be more inclusive, especially in senior roles. I’m not sure whether technology can address this gap, but it’s a gap that needs to be addressed, and I sincerely hope it does.
Building an inclusive workplace: Megha Tata on HR’s influence
Q. How can HR work with business leaders to create a truly inclusive environment, and what steps can they take to avoid tokenism while driving meaningful change?
HR can play an integral role in promoting gender inclusivity. However, creating an inclusive environment is not solely HR’s responsibility. It flows from the top. The business head or CEO should play a critical role in fostering this culture.
HR can act as a vital business partner, but it’s not just HR’s job to establish an inclusive environment or culture. When HR has a strong voice that can influence business leaders, that’s where real impact and change can happen. HR professionals don’t need to be yes men or yes women, agreeing with whatever the business leaders say. If you’re a genuinely good HR person, you have the power to influence and advocate for what is right.
It’s essential for the HR community to feel as strongly about the genuineness of having an inclusive environment as they do about avoiding tokenism, which some organisations fall into. It’s up to the HR teams to determine the actions that will drive change, whether it’s through training, raising awareness, or showcasing testimonials of organisations that have genuinely succeeded in becoming more inclusive.
Don’t fear asking: Megha Tata’s advice for young women
Q. You have inspired many women in the media industry. What steps can organisations take to create mentorship opportunities and prepare the next generation of women leaders in media and marketing?
Mentorship is very, very important in the ecosystem of both a woman’s and a man’s career journey. I’ve really benefited in my career from having some amazing mentors, both men and women. They’ve brought a sense of calm in the chaos. I believe strongly in mentorship and in having people within your inner circle that you can lean on without fear of being judged or judgmental.
That’s a very important aspect of anyone’s journey. I encourage both men and women to have mentors, coaching, or some form of leadership guidance, which can help address some of those questions you might not have answers to.
It’s absolutely OK not to have answers for every question. In fact, it would be surprising if you didn’t have questions without answers; that would make you a robot, and I don’t think anyone wants to be that.
So, it’s important to have someone you can lean into. I’m a big proponent of mentorship and coaching because they’ve helped me at many milestones and intersections in my career. Young women and men should have someone they can reach out to when they need it. Mentorship is essential, and there’s absolutely nothing wrong with having someone you can turn to when you’re in a bit of a fix.
Q. Your career is an inspiration for many aspiring leaders. What advice would you give to young professionals, particularly women, looking to lead with authenticity and break barriers in traditionally male-dominated industries?
Based on personal experience, my advice for young women starts with believing in yourself. Often, women lose out because of self-doubt. They start questioning their abilities, especially when others make them feel inadequate. So, stop dwelling in self-pity. Believe in yourself. Be confident and embrace that confidence.
Second, don’t strive for perfection. No one—man, woman, or any other gender—is perfect, and that’s okay. The realisation that perfection is unattainable frees you to achieve so much more. Personally, I was never a perfect mother, daughter, daughter-in-law, executive, wife, or anything else. I was imperfect, and I’m absolutely okay with that. Imperfection is the new perfection. Accepting yourself as you are is what truly matters. Many women exhaust themselves trying to meet an unrealistic standard of perfection. But really, what is perfection, and who defines it? Recognising this allows you to focus on being authentic.
Lastly, don’t hesitate to ask. Early in my career, I accepted many things I shouldn’t have simply because I didn’t question them. Asking questions is essential, and don’t blindly accept what’s being handed to you. Instead, question it, reason through it, and seek clarity. Sometimes, a conversation can bring you closer to understanding or even deliver exactly what you were looking for. Don’t let fear hold you back from asking.
The final thoughts: Megha Tata’s vision for inclusive leadership
Megha Tata shows that leadership is about more than just transactional decision-making. It’s about people, empathy, and creating lasting change. Whether it’s through small gestures or large initiatives like advocating for more women in the workplace, Megha’s approach focuses on building a culture where everyone feels seen, heard, and empowered to be their authentic selves. Her work has had a significant impact on gender representation in media, challenging stereotypes instead of settling for tokenism. We end the interview with Megha pointing out, “Every voice plays a role, and change occurs one voice at a time.”
