Mamta Saha believes that human potential thrives when people feel seen, valued, and empowered. Her journey into leadership, DEI, and personal empowerment was shaped by lived experiences—navigating spaces where she felt different, learning to turn that difference into a strength, and witnessing firsthand the systemic barriers that hold people back.
As a facilitator, executive coach, and DEI learning and development expert, she sees DEI not as a side initiative but as the foundation of strong leadership. For her, true inclusion means creating cultures where people don’t have to conform to succeed but can belong and thrive.
Here, she shares her insights on how we can “accelerate action” toward gender equality.
What urgent actions must organisations take to “accelerate action” and break barriers for women in leadership?
Action needs to move from intention to impact. Many organisations talk about gender diversity, but progress stalls because the real work, shifting power structures and challenging biases feels uncomfortable. The most urgent action? Accountability at the top. Leaders need to ask themselves: Are we creating real opportunities for women, or just celebrating the few who managed to break through? Sponsorship over mentorship. Women don’t just need advice; they need decision-makers advocating for them in the rooms they’re not in.
Measure what matters. Track not just how many women are hired but how many are promoted, retained, and given decision-making power. Reimagine leadership norms. Challenge the idea that leadership looks a certain way (assertive, relentless, always-on). Women shouldn’t have to adopt traditionally masculine traits to be seen as capable. If companies truly want to accelerate action, they must stop treating gender equity as a project and embed it into how business is done.
What challenges do companies face in retaining and promoting women in leadership, and how can they move beyond “checking the box” on gender diversity?
Companies often struggle with retention because they focus on increasing the number of women in leadership rather than improving their experience. Many women in leadership roles face the "Only" Effect, where they are the sole woman in the room, leading to isolation and increased scrutiny. Additionally, Broken Rung Syndrome prevents women from advancing beyond mid-career positions, as companies prioritise executive-level gender diversity while neglecting the barriers that exist earlier. Workplace policies, such as flexible working arrangements, may be in place, but women still feel penalised for using them, and despite DEI initiatives, microaggressions persist. To drive meaningful change, organisations need to fix the system, not women. Instead of offering more resilience training, workplaces should be designed to support diverse leadership styles. Career advancement must be based on clear, transparent criteria rather than subjective leadership potential, which can reinforce bias. Most importantly, companies must embed accountability, linking leadership bonuses and performance metrics to real progress in diversity.
What’s your advice for women striving to break barriers?
Own your story. Too often, women wait until they feel 100% ready or qualified before stepping forward, but confidence isn’t a requirement for action; it’s a result of it. Speak up before you’re comfortable. Take the seat before you feel fully prepared. Advocate for yourself as fiercely as you do for others. And most importantly, don’t walk the journey alone. Find people who champion you, and be that champion for others. True empowerment isn’t about rising alone; it’s about rising together.
