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Male Ally Legacy Award

Being a Male Ally entails working towards changing the culture in the organization, by being a role-model, by creating more role-models. It is not limited to men advocating for or helping certain, specific women. While advocacy efforts might sometimes involve supporting specific women, it involves much more than that. Male advocacy is all about bringing in systemic change. Male allies relentlessly work towards changing the prevailing mindsets and attitudes.

Apply for Male Ally Legacy Award 2021

Winner

  • 2021
  • 2020
  • 2019
  • 2018
  • 2017

Vibhash Naik, Chief Human Resource Office, HDFC LIfe Insurance Company Ltd.

Dr. Kris Sridhar

Director - Asia R&D Operations and Inclusion Champion-India, 3M India Limited

Rajesh Pralhadrao Mahalle, Vice President, Software Development Engineering, Mastercard Incorporated

Male Ally Legacy
Award Winner

Vibhash Naik, Chief Human Resource Office, HDFC LIfe Insurance Company Ltd.

Vibhash Naik has taken structured steps to build an inclusive culture in HDFC Life. Over the years, he has introduced several new processes and updated the existing ones to eradicate prevalent biases for the diverse talent pool, particularly women. To promote women hiring in HDFC Life, Vibhash took the lead by hiring more women in his team in various roles.

He has launched unique initiatives like maternity transition program, recognizing that women employees need exceptional support at certain stages of their lives. He has also introduced #MyJobMyTerms and the ‘Punarāgaman’ program to aid second-inning for women on a career break and offer flexible working for them. Programs like Women Mentoring Circle and Resilience workshops groom women for leadership roles in the company.

Passionate about the cause, Vibhash has sponsored various events and conferences; for example, he was a panel member at the 2nd edition of the ET BFSI Virtual Summit 2021 on Skilling up the Employees and Building the Companies of the Future, a speaker at ‘Chief Learning Officers Summit India’ in 2020, and several other forums.

In the recent past, Vibhash also anchored an org-wide talk show in HDFC Life where he interviewed two strong women leaders at the helm in HDFC Group. Vibhash is the founder member of the Diversity Council at HDFC Life, which has catalyzed diversity strategies at all levels in the organization.

These focused efforts have constructively affected the gender ratio in sales and have enhanced the retention of women returning from maternity leave. The only bias that the company fosters is for talent.

Vibhash is committed to minimizing roadblocks for women at the workplace and building an enterprise where women can thrive.

Story of change

It is inspiring to see and learn the way Vibhash has changed the culture of HDFC Life for better. I can definitely say that he has been the best ally in my learning journey at HDFC Life– a great source of knowledge and experience.

Archana Singh, AVP – Human Resources

Choice of Jury
Award Winner

Dr. Kris Sridhar

Director - Asia R&D Operations and Inclusion Champion-India, 3M India Limited

Since Kris took over the reins of the R&D, more women have joined the department. The women’s ratio in the R&D team has increased from 11.2% to 23.9%. The organization has women who are experts in electric cars and battery technology, fire safety solutions, industrial adhesives, etc. Empowered by Kris, the women travel all over the country, understand pain points and work in the field and in the labs to find solutions to complex problems.

Kris has spent considerable time understanding the career goals and development plans of women within the organization and working towards providing them with suitable opportunities to grow and succeed. Women have taken up lab management roles in India and Asia, been promoted as subject matter experts, traveled to the US headquarters to work alongside experienced scientists, and chaired the TechForum organization for India.

More women have been peer-nominated, winning individual and group awards.  He is also an Inclusion Champion for 3M India and Executive Sponsor for Women Leadership Forum in India. Since 2018, Kris has been leading the diversity and inclusion initiative for 3M creating a larger impact.

There are women, men, and members of the LGBTQ community, sharing their personal stories and struggles, sensitizing the organization on how they want to be treated. There are women at different stages of careers who talk about challenges with work-life balance, only to have men express their understanding and commit to helping them more.

Story of change

Kris has been instrumental in my growth story at 3M. I was a product developer in healthcare looking to make a mark through commercializing world-class solutions. Kris personally spent time on my career development plan. He recognized my talent and ensured I had the right platforms to showcase my work, making it visible and supported globally.

Avanti Dahiwadkar, 

Choice of Jury
Award Winner

Rajesh Pralhadrao Mahalle, Vice President, Software Development Engineering, Mastercard Incorporated

Rajesh was given charge of establishing and leading the Data & Services Product Developments business function at Pune. For Rajesh, a primary agenda has been to build diverse and inclusive teams. In 2019, D&S started with a 15% diversity ratio and the target has been attuned to reach the goal of 50% diverse team members.

With his commitment, dedication, and focus in 2020, D&S hired 56% interns as diversity hires and 46% as campus hires. Measures to build diverse teams have included identifying colleges that have high diversity percentages, making the organization’s top diversity talent present in the campus placement call and talking about their journey, and forming diversity specific recruitment panel.

The organization has identified positions for lateral hires to have diverse talent and provided women mentors to the diversity hires. Mastercard has been able to build a diverse talent pipeline and ensure a 50-50% right balance between male and female candidates.

Rajesh has been leading Mastercard’s participation to demonstrate the innovation booth at the Grace Hopper Convention India conference. Rajesh has been instrumental in driving Mastercard’s Product Innovation and Technical Innovation showcase at Grace Hopper conference India in 2019, 2020, 2021.

Story of change

Rukuma Veigas, Manager, Digital  and Social Marketing (IMK) 

Rajesh has provided me with career guidance at a stage of my professional like when it was needed the most. It required me to overcome my self-doubts and it would not have been possible without the guidance, help and support by Rajesh on the path he has directed and the courses he has suggested.

 

Deepak Iyer

MD & President Mondelez India Private Limited

John McGrory

Head of India Global In-house Centre (GIC) Morgan Stanley

Manish Sharma

Principal (Senior Partner), Business Technology Leader, ZS Associates, India

Male Ally Legacy
Award Winner

Deepak Iyer

MD & President Mondelez India Private Limited

For Deepak Iyer, Managing Director, Mondelez India, the diversity and inclusion agenda are not only a critical business imperative but a part of his objectives and commitment. He is a visible advocate for women talent leadership and empowerment – providing an opportunity for all through strong hiring, growth opportunities, and women leader focused development.

As a Male Ally Champion, Mr Iyer is the ambassador of diversity, which is evident through the 50 percent diversity in the company’s marketing teams and entry talent at Mondelez India. Further, he has driven focus on diversity beyond the head office, to include women in leadership in the sales and supply chain teams. He has also sponsored the establishment of affinity groups like the SalesforHer Community which has helped shape policies and practices around travel, stay and work environment to ensure safe, bias-free support to the field sales teams. As a result, 30 percent of the P&L roles in Sales and 34 percent of the Leadership team +1 (Extended Leadership Team) roles are held by women leaders.

Striving for a parity-driven workplace, Mr Iyer has been instrumental in the formation of the D&I council. The post sabbatical returning women program, “Khushi” and Equal Leaders program was launched under the council, for creating the right workplace culture. Being a gender advocate who works towards the development of women leaders, he is actively involved in the company’s Women-in-Leadership mentoring program focused on senior women talent at C suite levels.

Continuing to be an influential and inclusive leader, Mr Iyer is also an advocate of equal pay, as a result of which Mondelez India has a zero gender pay gap. Mr Iyer’s commitment to diversity and support of women leadership over the years has driven Mondelez India’s initiatives, policies and focus.

Story of change

Oyeyimika Adeboye (Yimika), the Managing Director at Mondelez International West Africa believes that she has been fortunate to have Deepak as one of her mentors in her transition from Finance to a GM/Commercial role. She says, “I consider him as the “crème de la crème” of our MDLZ leaders. Deepak has been truly inspirational in different ways. He always said to me “Yimika, don’t worry, things will take shape”. Frankly, even when I felt things were not taking shape as quickly as I desired, his words helped a lot. With the time difference between Nigeria and India, Deepak was always gracious to speak with me and share valuable thoughts even when it was late in India. He has been a great ally.”

Oyeyimika Adeboye
Managing Director

Choice of Jury
Award Winner

John McGrory

Head of India Global In-house Centre (GIC) Morgan Stanley

Over the last two years, John has made a significant impact in driving the Diversity and Inclusion strategy for India. Through his efforts, overall representation of women at every level in India GIC has grown consistently, including a marked increase in female representation at senior management levels. Apart from workforce representation, he ensures that the senior management group and the various employee network and committees have adequate representation by women.

John is the co-chair of the India Diversity Council, which has been a catalyst to implement both Firmwide and divisional diversity strategies. The Council plays a key role in shaping the agenda and driving the effort to shape Morgan Stanley’s culture, to create a safe space where employees feel a sense of belonging. Exemplifying these values and as a leader focused in actions as much in words, John is committed to ensuring Morgan Stanley remains a great place to work for employees of all backgrounds.

John is also a key sponsor of various programs such as the Return to Work program, the Leadership and Culture Forum, the Mobility Committee and the various Employee Network Groups.

Story of change

“I joined Morgan Stanley two years back, after a sabbatical of 18 months. The first six months were tough. As an individual contributor for my function, I felt I needed a lot more support on the ground, which is what John extended as soon as I reached out. Always open to ideas, sharing his knowledge and experience and actively promoting my work, makes him a great ally. He has been a mentor and a sponsor who is invested in my success, giving me the opportunity and visibility, by inviting me to join the India Senior Management Group.”

Nikita Mascarenhas
Vice President – Corporate Communications

Choice of Jury
Award Winner

Manish Sharma

Principal (Senior Partner), Business Technology Leader, ZS Associates, India

“Manish has been an early proponent of Inclusion and Diversity (I&D) at ZS, and one of the founder members of the I&D council. He has spear-headed several initiatives to help achieve various I&D goals for the firm. In addition to being the founder member of the I&D council, he has also contributed in an active and inspiring way as a core team member of the Women Leadership Initiative (WLI) which is one of the key I&D groups at ZS. As a strategic partner on the council and an active Male Ally on the WLI team, Manish has played a pivotal role in advancing our existing practices that enhance the experiences of ZSers by fostering an inclusive work ecosystem. As a male ally, he has always championed the idea of allyship – moving it from thoughts to plans and to action.

Story of change

“Manish played a critical role at a point in my ZS career when the path seemed to take me away from ZS rather than continue. However, almost 1.5 years later I am still at ZS and continuing to grow and support various teams. During the time in question, Manish gave a very honest reality check and provided options which were best for my growth. Ultimately, he assured a role that not only worked well for me but also for another team member, who was facing health issues and had to take leaves during her pregnancy. The decision helped her out immensely as well and he did what was best for both of us. He continues to give opportunities to grow and showcase strengths in various forums and I highly appreciate the same.”

Consultant part of Manish’s team

Mr. Mohan Sekhar, Senior Managing Director, Lead, Accenture Technology Centers in India (ATCI)

Mr. Vikas Gupta, Director, Credit Suisse

Mr. Anshul Jain, CEO and Managing Director, Cushman & Wakefield India Pvt. Ltd

Male Ally Legacy
Award Winner

Mr. Mohan Sekhar, Senior Managing Director, Lead, Accenture Technology Centers in India (ATCI)

Mr. Mohan Sekhar is an exemplar of promoting and embedding a strong culture of Inclusion and Diversity at the Accenture’s Advanced Technology Centers in India (ATCI). He has continuously focused on strategic interventions and leadership commitment to multiple programs to drive the diversity agenda across ATCI and grow the percentage of women MDs to 25 percent by 2020. As a champion of catalysing greater learning and growth for women technologists, he has spearheaded several women-centric strategic initiatives with exceptional results across ATCI. Different tailor-made programs have been designed relevant to different levels addressing different business needs. As a sponsor and mentor, Mohan has enabled several path-breaking initiatives to attract, retain, develop and grow women leaders.

Mohan has been instrumental in developing a path-breaking certification program for ATCI women in technology, the Master Technical Architects (MTA). The program enables women to develop differentiated IT skills, foster strong alliances and co-innovate with clients. He’s also continuously invested in devising enabling structures that help Accenture’s women employees achieve their short- and long-term career and personal milestones. An example is the Returning Mothers Program, where women professionals at Accenture successfully transition back to work post-maternity with guidance from experienced coaches who help them in making the right career decisions.

As the chairman of the Campus Diversity Council, he has shaped innovative programs that help identify the Best People with diverse and unique strengths to complement Accenture’s culture of Inclusion & Diversity. As the sponsor of Men as Advocates Gender Diversity Program, he is leading the way in eliminating unconscious gender bias. Mohan truly demonstrates the tenets of inclusive leadership by anchoring the Inclusive Leadership Training that aims to enable ATCI managers to embrace conscious decision making and eliminate unconscious bias. A believer in the power of creating shared values with society, he leads initiatives such as the Accenture Innovation Challenge and digital learning symposiums that work with prominent forums to create skill development opportunities for the Indian youth.

In addition, Mohan drives the design and implementation of the “Right role, Right client and Right sponsor (3R) approach, the foundation of the Women Leadership Program. Today, Mohan stands tall in creating an equal opportunity workplace of choice, where meritocracy and individual differences are respected, and a Truly Human environment promotes a greater sense of belonging among people.

“Inclusion remains a critical building block to unleashing innovation. For businesses to achieve the promise of inclusion and diversity, people from all backgrounds, genders and orientations, should partner to work together as allies, as each bring unique skills, experience and creativity to a task and when combined, can be a powerful multiplier of innovation and growth. Being each other’s allies in this journey will not only help achieve a more inclusive and comfortable environment for all, but also help create and sustain a culture of equality where everyone can advance and thrive.”

 

Story of change

Shantha Maheshwari, Managing Director, Accenture Technology: “Mohan has been a passionate leader, keeping industry differentiation and Inclusion & Diversity at the core of his priorities. His leadership sponsorship has enabled my career success as a leader and has empowered flagship programs such as the Returning Mothers Program and the Grow Women in Leadership program. These diversity programs have resulted in an all-time high diversity ratio and more than 90 percent absorption of returning mothers. His support and actions have played a pivotal role in my performance and growth.”

Choice of Jury
Award Winner

Mr. Vikas Gupta, Director, Credit Suisse

A champion of Diversity & Inclusion at Credit Suisse, Vikas Gupta is also Co-chair of the bank’s India Employee Network.  He leads the India Employee Network with a top-down strategy focusing on ‘Moving from Diversity to Inclusion’.   One of his key contributions has been the launch of RISE, a unique mentoring and talent development program for female employees at the junior level. The focus of RISE is to develop junior talent through training, mentorship and manager support, to minimize the potential departure of women from the workforce due to personal commitments. Mr. Gupta also chairs and monitors the Real Returns program for Credit Suisse’s Risk department. The bank’s Real Returns program has made significant progress in attracting talented women back to the workplace post career breaks and has been seen as an industry leading initiative.  He also drives the need for Unconscious Bias elimination for hiring managers via a competency based framework, so as to minimize the presence of biased opinions in the hiring process and thereby increase the pipeline of female talent. He has mentored women across organizational departments, levels and locations, with great impact visible in their career progressions, role expansion, skills development and retention.

Story of change

Kavita Kulkarni, Director, Chief Risk Officer Change, Asia Pacific, Credit Suisse, said: “Working with Vikas has been an extremely rewarding experience for me in the last two years. He is very open with his recognition and acknowledgement of work well done and equally prompt in giving constructive feedback when needed. I also find him very inspiring for the role he plays in the bank’s philanthropy as well as diversity & inclusion initiatives. He truly lives the talk and is a leader to emulate!”

Choice of Jury
Award Winner

Mr. Anshul Jain, CEO and Managing Director, Cushman & Wakefield India Pvt. Ltd

Cushman & Wakefield’s Managing Director and CEO, Anshul Jain has been instrumental in building interventions in the space of D&I in the firm. It was his sole focus and relentless pursuit of the movement of creating spaces that are safe and oriented towards the recruitment, retention, and the development of women that resulted in the policies we have today, that are now a part of the company language and DNA. Anshul is focussed on the long term and envisions the future of C&W as one that is ‘Built To Last.’ Unlike other CEOs, he recognises the need of the hour being a gender balanced leadership pipeline, and actively works in ensuring this is made a reality. It is his vision to have a 50% women ratio in the firm by 2022.

He has changed the mindset of the leadership at the firm, and has ensured that it has trickled down to every last employee in the country, regardless of location and hierarchy. Leading by example, he is always vocal in this endeavour across forums, both personal and professional. The result of this strategy has been exemplary. Today, Cushman & Wakefield employs the most talented workforce in the industry, has created a rich and inclusive environment, and furthermore, has posted double-digit growth in EBITDA and revenue.

“Promoting diversity and developing a global mindset through cross-cultural understanding is at the heart of everything that we deliver as a firm. It is an imperative for our growth as the diverse thinking that comes from different spectrums of our people supports better decision making at all levels. At Cushman & Wakefield we have created a world of equal opportunity, and an environment that is open to all and a workplace culture that celebrates ideas and personalities enabling everyone to bring their authentic selves to work.”

Story of change

Suprita Kumar- Director, Tenant Advisory Group, has spent around 11 years under Anshul’s mentorship. She is known for managing key accounts and building and nurturing relationships with clients. However, the journey from a new kid on the block to a Director hasn’t been easy. Throughout, she has always regarded Anshul Jain as her trusted advisor and go to leader for recommendations, especially when the going got tough. She says ‘I’m lucky to work under the leadership of Anshul. His thought leadership, decades of experience of the industry, keenness in developing talent through mentorship & coaching has helped me reach this far. I regard him as my role model and look forward to working with him for a long time to come.’

Mr. Vivek Kamath, Managing Director, MSD Pharmaceuticals Private Limited

Mr. Ravi Ramchandran, Head of Sales, Nestlé India

Mr. Sumer Dheri, Executive VP - Country Management Rx

Male Ally Legacy
Award Winner

Mr. Vivek Kamath, Managing Director, MSD Pharmaceuticals Private Limited

Vivek V. Kamath, with over 25 years of experience in the pharma industry, is a leader who not only dreams about an inclusive work environment but also relentlessly pursues it in his organization. He takes active interest in developing women to leadership roles. As a former business leader of the unit that accounted for about 55% of the company’s revenue, he ensured that women were hired in P&L and sales roles. His unit which had the highest representation of women in the company always over achieved their targets in a hyper competitive market segment. Vivek is also the sponsor of MSD’s women’s network group and provides strategic leadership and guidance to the network.

He firmly believes that diversity is not about biological differences but about the different perspectives that people bring to the table. When he became the MD about 1.5years back, he identified that MSD did not have women in critical positions and encouraged women front line sales employees to apply for managerial roles. He also coached women to take up P&L roles/ other critical roles. He nominated women for prestigious leadership programmes and ensured that women get exposure to regional and global leadership team. He has also been very supportive of women employees from India applying for global posting and supports their candidature by providing endorsements, coaching them for selection etc. Women leaders have vouched that while he is gender agnostic in evaluation and strictly goes by performance, he is mindful of the work life integration needs of women and has always been supportive when they required support or guidance from him/organization. He openly acknowledges that women are excellent at multi-tasking and collaboration which male leaders can learn from. Vivek is a leader who literally walks the talk, curating inclusion in his organization and personal life.

Story of change

Vivek is mindful of the fact that women may need support from the company at different stages of life i.e. to provide safety especially when you are travelling or when you have children who are studying in 10th or 12th standard etc. While he has a professional approach, he has a caring side too and ensures that the women colleagues are made comfortable. He creates an enabling environment for one to perform. Vivek’s guidance helped me transition to the new role of National Sales Head and be successful in the same.

Shaista Desai, General Manager – Marketing

Choice of Jury
Award Winner

Mr. Ravi Ramchandran, Head of Sales, Nestlé India

Mr. Ravi Ramchandran was the one of the first to support D&I at Nestle. According to him, with 70% of Nestle’s consumers being women, it was critical to reflect a similar mix within the organization. His contribution towards including women in the sales division has been significant – 58 territories with 110 positions across India were identified for women based on safety. The travel entitlements were increased on hotels & cabs for women in the field force to enable mobility. To set the right role expectations, potential women candidates were offered the chance to work with a Sales officer for a day prior to joining the company. The result – today, Nestle has amongst the highest representation of women in field force in the industry. Ravi is also part of the D&I council that sponsors initiatives in the D&I space and promotes cultural change. Through the unconscious bias module that the council initiated, employees were made to think and start on a journey of realization of how bias manifests in day to day lives. In the year 2017, under his mentorship many inclusive policies like the Pre & Post Maternity Benefits policy were launched.

Story of change

Ravi sir has been a great influence in my career. He was my first boss at Nestlé and his early vote of confidence in me helped me manage a new job, a new company and varied stakeholders as the South Region HR manager. He always reminded me to play to my strengths. In moments of self-doubt, his pep talks and advice about defining success in my own terms has helped me focus and move forward.

Aishwarya Ramesh, Zone AOA HR Transformation Lead

Choice of Jury
Award Winner

Mr. Sumer Dheri, Executive VP - Country Management Rx

Sumer’s international exposure and his ground-level experience gave him a first-hand insight into the advantages of having gender-balanced teams. He was one of the pioneers for bringing this agenda to the forefront of business. He was amongst the founding members of the Women’s Leadership Board at GSK and advocated for the cross-functional milieu of this Board. He was the first to recommend that informal listening exercises be conducted across company for determining the barriers to gender diverse teams. This helped him recognise that unconscious bias against recently married women going on maternity break was one of the main hindrances in diversity hiring. It is then that Sumer led by example and promoted one of his outperforming team members from senior management to leadership position while she was on maternity break. This sent a clear message that while maternity is biological, merit is not.

Story of change

Sumer has been my manager and mentor for close to 11 years now and has played a pivotal role in helping me grow within the team and the organisation. His patience and enthusiasm to mentor and coach stands out. He has broken many stereotypes and widened the boundaries in our ways of working. He understands the priorities that women have at home in addition to those at the workplace and has helped them maintain a good work-life balance.

Shaista Desai, General Manager – Marketing

Mr. Krishna Murthy SV Sr. Director & India Leader for Industry Applications, Pega India

Mr. S.V. Nathan Partner and Chief Talent Officer, Deloitte India

Mr. Sushobhan Dasgupta Managing Director, Johnson & Johnson Medical India and Vice President Orthopaedics Asia Pacific, Johnson & Johnson Medical

Male Ally Legacy
Award Winner

Mr. Krishna Murthy SV Sr. Director & India Leader for Industry Applications, Pega India

Believing in the core value that diversity primes high performance & creativity and that all the threads are equal and important in an organisation – for about two decades now, Kris SV, has successfully led large IT transformational initiatives that helped Pega achieve better results. One of these key initiatives is sponsoring & promoting mentoring for the Women Talent within his team. He believes that a gender diverse workplace is the key to creating a great organization & hence has always promoted hiring a more diverse workforce in his team.

Pega started out with a 22% diversity ratio, which stands at almost 28% now and Mr. Kris ambitions this at around 30% by end of the year. He mentors & coaches the potential women leaders in his team on a very regular & structured basis and monitors their progress frequently. With equal pay parity, continuously increasing number of women leaders in his team & focus on more diverse hiring, his team is an epitome of inclusive and entrepreneurial culture. Kris and his team are on a mission to build a strong diverse organisation at all levels that empower enterprises to dream big and prepare for the future!

“To me, mentoring means giving back. I was fortunate to grow in the shadow of great leaders who taught me what’s right. I see many talented women in Pega grappling between personal and professional worlds. I believe that little guidance and support will help unleash their professional talent.”

Story of change

It has been quite an exciting journey for me last few years because of being a working mother, to say the least. Thanks to Kris, it turned out to be a journey filled with experiences to cherish. He has been influential in changing my perspective to start to treat these as opportunities. I can’t thank Kris enough for standing by me, & guiding me as I walked what is purportedly a difficult path for a working mother.

Rajitha Patlola,

Manager – Financial Services, Industry Applications

Choice of Jury
Award Winner

Mr. S.V. Nathan Partner and Chief Talent Officer, Deloitte India

Mr. S.V. Nathan is a strong advocate of diversity and believes that women bring in unique strengths to the workplace which must be amplified and unlocked to their fullest potential. Right through his illustrious career, he mentored young women managers who are successful senior leaders today. Through inspired leadership, Nathan established a framework to view and support women professionals in a holistic manner. This involved understanding the unique needs of women professionals at the various stages of their careers and supporting them with relevant tools, programs and benefits. Nathan also plays an influencing role in social media by sparking conversations and contributing across virtual panels as a thought leader on the subject of issues faced by women in the workforce.

“Each one of us has a story on how we need to foster gender advancement and of inclusion. It is in the support of this experience that is distinctly by Deloitte.”

Story of change

Nathan has been a strong anchor for me in my career growth and transitions. I have seen and learnt from him on being consciously inclusive in meetings, ensuring all voices are heard. His personal investment, commitment and attention to people despite the busy schedule he keeps, is inspiring.

Director, Total Rewards leader, Deloitte U.S. India

Choice of Jury
Award Winner

Mr. Sushobhan Dasgupta Managing Director, Johnson & Johnson Medical India and Vice President Orthopaedics Asia Pacific, Johnson & Johnson Medical

Sushobhan Dasgupta is a longtime advocate of diversity and inclusion and is one of the key sponsors of the Diversity & Inclusion Council and Women Leadership Initiative at Johnson & Johnson India. Putting his passion to work, he has taken a lead in identifying women leaders internally and mentored them to take on leadership roles within the organization. Under his leadership, the company has embarked upon various initiatives to champion women and give them the resources, and opportunities to build a Career Identity and become leaders of tomorrow. Under his guidance the women employee base at leadership levels has significantly grown in the organization.

“In today’s rapidly changing world, embracing gender diversity is a critical step to progress a winning culture in any organization. This certainly helps to bring in the optimal balance in organizational thinking, outlook, strategies and actions for it to be truly an Employer of Choice.”

Story of change

Sushobhan believes in getting diverse perspective in the organization which would challenge the status quo and enable the organization to move ahead in its leadership journey. His guidance and mentorship have been crucial for me in my journey as a Strategy & Business development head to currently leading a Franchise as a Commercial head at J&J.

Payal Agrawal, Business Leader – Middle India business, Johnson & Johnson Medical India

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