Preeti Nihalani is a dynamic and influential leader who, throughout her career, has consistently championed the cause of gender equality in the workplace. With over two decades of experience in the media industry, she has used her platform to raise meaningful conversations about creating more inclusive and equitable environments for women. Her passion for empowering others and her commitment to driving change make her a respected voice in the industry.
Her career, plus personal experiences, shed light on critical issues related to gender, leadership, and allyship, and her advocacy empowers and motivates others to join the fight for equality.
We sat down with Preeti Nihalani for an exclusive conversation. Over a cup of steaming hot coffee on an overcast afternoon, her conversation helped us see a gush of light that filled us in. In this interview, Preeti Nihalani shared her journey and thoughts on how we can make workplaces more inclusive for women. She opened up about her experiences and the importance of changing mindsets to achieve true equality.
Writing for change: Why Preeti Nihalani creates content on women and allyship.
Q: Your LinkedIn posts about women breaking barriers and allyship have resonated with so many. What inspired you to create content around these topics?
“There’s a growing need to address the biases women face in the workplace, especially in India, where women’s labour force participation is just around 32.8%, probably one of the lowest globally. Despite these low numbers, women have proven their capabilities across sectors, yet they continue to face obstacles to leadership and growth, and that’s what drives me to speak out today.
From a young age, I noticed the subtle ways in which women were considered “less than” men. I saw how society nudged women toward “safe” professions like teaching while men were encouraged to take on more ambitious, high-powered roles. These small societal cues reveal a deep-rooted bias that shapes our expectations of gender and form not-so-needed gender stereotypes.
I’ve been fortunate to have many opportunities in my career. Still, my awareness of gender discrimination began early, not just through personal experiences but by observing how our societal fabric is woven. The gender divide is often so ingrained in our upbringing that we don’t even recognise the harm it causes until much later in life.
I was raised by a working mother. I understood what it meant to break barriers, but I also witnessed firsthand the disparity in how women were viewed, both at work and in society. When my second daughter was born, I could sense a quiet disappointment from some, as if having two girls wasn’t as “ideal”—it just made me realise how deep-rooted these biases really are, even in so-called ‘Urban and Modern India.’
My personal and systemic experiences made me realise the importance of speaking up. Writing about these topics isn’t just about my own story—it’s about dismantling the ingrained biases that so many of us have faced. If my words can challenge even a few mindsets, that’s a step toward the change we need.
Q. What held you back from writing about these issues earlier?
Honestly, I hesitated because I feared being labelled as a feminist, which can sometimes carry negative connotations in professional spaces. I didn’t want people to misconstrue my advocacy for equality as a push for favouritism towards women.
But over time, I came to realise two important things:
A) There’s absolutely nothing wrong with being a feminist.
Feminism, at its core, is about advocating for equal rights and opportunities, which is something I firmly believe in. It’s not about putting one gender above the other but rather creating a level playing field for all.
B) I’m advocating for equal opportunities, not preferential treatment.
Meritocracy is, and always will be, the foundation of success for any organisation. I believe in promoting the best talent, irrespective of gender. My push for gender equality isn’t about giving women an advantage over men but about ensuring that women are given the same opportunities to prove their capabilities based on merit. Both equality and meritocracy need to coexist for a company to thrive.
I’ve come to understand that being vocal about these issues is not only necessary but also beneficial for building stronger and more inclusive teams. My focus is on ensuring that everyone, regardless of gender, has the chance to succeed based on their skills, dedication, and potential. That is what inspired me to start writing and speaking up.
Navigating the media industry as a woman: Preeti Nihalani’s thoughts
Q: Tell us about your journey as a professional and as a woman. And how have your experiences shaped your views on gender equality in the workplace?
“I’ve spent 20 of my 24 years in the professional world at Mirchi, which has been a truly rewarding experience. During my tenure, I’ve been fortunate to work in an environment that champions meritocracy, regardless of gender. I’ve had the opportunity to collaborate with incredible women and men who have significantly contributed to my growth from an individual contributor to a CXO position.
Even though Mirchi is known for being progressive and forward-thinking, we still encounter occasional biases. The good news is that we tackle these issues head-on and address them quickly to keep our commitment to equality strong. It just goes to show that while urban and modern India has made significant progress, we still need to stay alert to the more subtle biases that can linger.
When one looks at more conservative companies or industries, it’s common to see job ads specifying roles with gendered terms like “Salesmen” or “Women Receptionist.” It extends unnecessary gender stereotypes and limits the potential of many talented professionals.
To truly advance, we need to move beyond tokenism and focus on nurturing talent based on skills and capabilities. This approach will not only help more women in the workforce but also see more women rise into leadership roles.”
Preeti Nihalani on breaking stereotypes: Gender-neutral hiring practices
Q: When hiring women, what considerations should an interviewer keep in mind to break stereotypes?
“I think we should rethink the question a bit to move away from gender stereotypes altogether. Instead of focusing on hiring women, we should focus on finding the right person for the job, no matter their gender.
That said, when it comes to avoiding stereotypes, it’s crucial to remember that different qualities can be strengths, no matter who they belong to. For instance, a woman might be more reserved, but that doesn’t mean she can’t handle challenging situations. Her empathy and creativity can make her a great leader in her own way. Likewise, a man might be more assertive, and that doesn’t necessarily make him a better leader; it’s all about how these traits are used.
And let’s not stick to outdated ideas like “female receptionist” or “male sales rep.” A man can be just as great at answering phones as a woman, and vice versa. The key is to hire based on skills and fit, not on gender. More open discussions between people of different genders can help break down these stereotypes and create equal opportunities for everyone.”
Inclusive culture at Mirchi: A model for work-life balance
Q: ENIL and its inclusive culture. Tell us more.
“At ENIL, we believe that work-life balance is a fundamental right for everyone, regardless of gender. We’re committed to creating a vibrant and dynamic environment where everyone can thrive. We’re big on “Fun and Entertainment” as one of our cultural pillars, making sure that work is enjoyable and engaging for all. Audio medium is all about energy and creativity, so we make sure our workplace reflects that spirit.
When it comes to hiring, we’re all about picking the right person for the job based on their skills—gender doesn’t come into it.
Making sure everyone feels safe and included is a top priority for us. We’re always working to tackle any potential issues, and we take safety and inclusivity seriously.
We offer training like POSH workshops, where we use real-life examples to show what’s acceptable behaviour and what’s not. Unlike some organisations where POSH might only cover women, our guidelines are gender-neutral and apply to everyone, including men, because we genuinely mean to create a gender-neutral organisation.”
Preeti Nihalani’s advice for young women
Q: What’s your advice to young women professionals?
“My advice to young women professionals is to always trust your instincts and speak up if something feels off. It’s important to recognise and challenge both overt and subtle forms of discrimination. Don’t hesitate to question stereotypes and speak out against any form of bias.
Also, remember that not all men are out to undermine you—many can be great allies. Keep aiming high, and don’t let outdated norms or traditional expectations limit your career. I’ve witnessed a lot of positive changes over the years that have made things better for women, and I believe they will keep improving. So, don’t let anything hold you back; keep pushing boundaries and follow your passion.“
Final thoughts: Preeti Nihalani’s legacy of leadership & inclusion
At Changeincontent, we talk about stereotypes, discrimination, and misogyny, which encourage dialogue. Preeti’s willingness to address these topics through her writing serves as a powerful tool in helping others rethink their biases and inspires hope for a more equitable future.
The inspiring insights from Preeti Nihalani provide a fresh perspective on leadership, inclusivity, and gender equality. Her journey in the media industry highlights the importance of breaking down stereotypes and creating supportive environments for women to thrive. Preeti’s commitment to fostering inclusivity is not just a call for more equitable workplaces; it’s an inspiration for the next generation of leaders— Women and men alike.
