In the world of communications and corporate social responsibility, few names command the respect and admiration that Tara Bose Kapur does. A strategist, storyteller, and pioneer, Tara’s career has spanned decades of PR brilliance and transformational leadership. It has now taken a heartfelt pivot towards sustainability and inclusion. In this exclusive interview, we discuss her inspiring journey—from her early days in PR to her impactful contributions to DEI and CSR. We will uncover the wisdom, insights, and philosophies that continue to shape her journey.
Meet Tara Bose Kapur
Tara Bose Kapur’s illustrious career in Public Relations, Marketing, and Corporate Social Responsibility has been a masterclass in strategy, storytelling, and resilience. Having worked with global agencies like Ogilvy, McCann Worldgroup, and Havas, she honed her expertise in managing cross-functional teams, launching impactful campaigns, and driving measurable business outcomes.
Her recent pivot to CSR showcases her deep commitment to creating meaningful social impact. From consulting with Sanofi on CSR to volunteering with Angel Xpress Foundation and the Bandra Volunteers Group, Tara’s passion for giving back is evident. A lover of travel, food, baking, and books, Tara combines her professional excellence with a zest for life. She is creating a unique, multidimensional perspective that inspires all who meet her.
Career transitions and early influences
Tara’s career is a testament to the power of reinvention. She shares how seeking guidance from mentors like Suman Srivastava inspired her transition from PR to CSR. This shift was not just about career growth. It was also about purpose—leveraging her skills to contribute meaningfully to society.
Q: Tara, your career journey has been nonlinear. Can you share some insights on how you navigated career transitions and what motivated you to make those changes?
After nearly 3 decades in PR and Strategic Communications, I felt the need to reinvent myself. I also felt the need to work for the greater good of society.
I sought the advice of Suman Srivastava, who was CEO at Havas when I managed PR operations. Suman now works in the development sector. He inspired me to consider Corporate Social Responsibility (CSR) as a career option.
Q: How do you think your personal experiences as a woman have influenced your professional journey and the choices you’ve made?
As a wife, mother, and pet mom, apart from a strong professional orientation, I never sought or received any concession as a female. But my 1st boss was a woman, and she was all about DEI when it was not even a term. She taught me to embrace diversity and create a diverse, inclusive team providing equal opportunities to all. No favouritism, as I always considered my team as my extended family. Ishan Raina, my 1st CEO at Havas, insisted we hire people from diverse backgrounds as they bring a fresh perspective.
Tara Bose Kapur on leadership, mentorship, and team building
With a strong belief in leading from the front, Tara underscores the importance of accountability, diversity, and mentorship in professional growth. Her journey highlights the critical role of building inclusive teams and paying mentorship forward.
Q: What role do you think mentorship has played in your career, and how have you paid it forward?
The first person I reported to when I started my PR career, Mahnaz Curmally, was a fantastic mentor. She taught me the basics of PR and how to build and manage relationships and client expectations.
When I entered PR and Communications in the early 1990s, it was a relatively new profession, so new recruits required significant training. As I recruited PR professionals, we trained them on the job wherever I worked. We also held workshops for the entire team at least once a month so everyone could stay updated on the industry. That resulted in our agency introducing digital marketing, blogs, etc., into our clients’ marketing mix early on.
It also helped that I worked in global network agencies, so there was a lot of training material available that we could tailor to the Indian market.
Q: How do you approach team leadership and client management, and what skills do you think are essential for a woman to succeed in these areas?
Team leadership: Lead from the front. Share all client “bouquets”, but handle client brickbats upfront yourself or with senior management. Be accountable for yourself and your team.
Client management: As senior management, be available to clients. Consider their objectives and challenges and provide relevant solutions to anticipate their marketing needs. Client teams should be meticulously detail-oriented and regularly manage their action points well. They should flag all areas of concern and delays as soon as they appear.
Skills: My favourite quote is, “Common sense is so uncommon.” However, I believe design thinking coupled with common sense is a great skill. I have always tried to teach these skills to those who have worked with me. Learning and having knowledge that is not just relevant to one’s client. It also includes an overall perspective of the industry, the economy, and global issues, allowing one to contribute more.
I do believe the same skill sets, whether female or male, are needed for success.
Tara Bose Kapur: Her perspectives on DEI, ESG, and inclusion
For Tara Bose Kapur, inclusion and equity are deeply personal values shaped by her upbringing and family legacy. As the great-granddaughter of Sir Jagdish Chandra Bose, her perspective on leadership and fairness stems from her father’s example and her Brahmo Samaj roots.
Q: Can you share some insights on your journey and how your experiences have shaped your perspectives on ESG, DEI, and leadership?
My perspective on DEI, ESG, and leadership was shaped growing up. Added to that, a love for reading and a quest for learning has held me in good stead. It also allowed me to make career shifts reasonably successfully.
I belong to a family deeply rooted in the teachings of the Brahmo Samaj, which was all about equality and equal opportunities. In fact, the teachings of Raja Ram Mohan Roy focused on what DEI is now. Furthermore, I became aware of ESG before it became a buzzword because my father nurtured my interest in the natural world. I am the great-granddaughter of Sir Jagdish Chandra Bose, a famous Indian scientist and botanist.
My father, who had no political backing, was selected on merit to head a large government-controlled corporation. He worked there for 35-40 years. At a young age, I imbibed leadership lessons, as many people would come home to seek my dad’s advice or favours (which they didn’t get, as my father was all about being fair).
Q: How do you define inclusion, equity, belonging, and diversity, and what do you think are some common misconceptions about these concepts?
Inclusion is the active, intentional, and ongoing engagement with diversity to achieve a culture in which different people can come together to work. Moreover, they could feel comfortable and confident to be themselves and feel valued.
Equity is the principle of ensuring that everyone has fair access to resources, opportunities, and treatment. It means providing equal opportunities for job growth and career paths. The focus should be on merit rather than privilege, especially for those who are historically underrepresented or disadvantaged.
Belonging is about being happy to be part of a particular group and having a good relationship with the other members of the group because they welcome you and accept you.
Diversity is the presence of differences that enrich a group or workplace. Some examples could be race, gender across LGBTQIA+, religion, socio-economic status, disability, age, etc.
Q: What strategies do you think businesses can employ to create a more inclusive and equitable work environment? How can they measure the success of these initiatives?
A policy of hiring and creating a sense of belonging for a diverse workforce/team and leaders who are pro-diversity is important. However, hiring is always made in reference to the job description. Also, there may not be applications from suitably diverse candidates.
If corporates ensure a sense of inclusion and belonging, that will facilitate a more diverse team in the future. Ultimately, the proportion of diverse team members will increase.
Even going out and hiring at a senior level, a person who is seen as a “poster boy/girl” for diversity would have two benefits. Let everyone know that the company is committed to diversity. Also, encourage applications from a more diverse talent pool.
Q: How do you think businesses can balance the need for profitability with the need for social responsibility and positive impact?
I believe they go hand in hand as corporations grow and expand and shareholders seek social responsibility in addition to profitability.
Challenges and advice for women leaders
Tara offers practical advice for aspiring women leaders. She emphasises the importance of risk-taking, mentorship, and family support. Her insights reflect the challenges and opportunities women face in leadership roles today.
Q: What motivates you to continue working in the social sector, and what do you hope to achieve through your work?
I got into the social sector working as a consultant in CSR with Sanofi. Now, I am part of a fantastic, result-oriented and impactful CSR team. Seeing the positive benefits made by social sector interventions, I now volunteer with the Angel Xpress Foundation (over 1.5 years). We teach children studying in BMC schools. I am also a part of the Bandra Volunteers Group. There, we provide on-ground support to street dogs and cats, as well as community animals.
Q: As a seasoned communications professional and entrepreneur, what advice would you give to women who want to start their own businesses or take on leadership roles?
If you are starting your own business, I hope you have a good appetite for risk. Plan well and focus on your USP differentiation and your finances. Advisors would be good to help you navigate the start-up landscape successfully.
For those taking on leadership roles, a mentor having your back is very empowering.
Needless to say, a supportive family is key.
Q: What do you think are some of the biggest challenges that organisations face when implementing ESG and DEI initiatives, and how can these be addressed?
To make it real and not just words and phrases, ESG and DEI need policies, top management buy-in and widespread training.
Q: How do you think organisations can balance the need for short-term financial returns with the need for long-term sustainability and social responsibility?
Aligning short-term actions with long-term vision helps in prioritising tasks and maintaining focus on the long-term goals.
Summing up the inspiring conversation with Tara Bose Kapur
Tara Bose Kapur’s journey is an inspiring blueprint for anyone aspiring to merge professional excellence with meaningful social impact. As she continues to champion inclusion, sustainability, and innovation, her story reminds us that purpose and passion can coexist to create extraordinary results.
At Changeincontent, we are proud to celebrate DEI leaders like Tara, whose work redefines what it means to lead with empathy and impact.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
