How This Leadership Development Initiative Is Uplifting Women and Fostering Effective Allyship

How can I grow into a leadership position? If you’ve ever found yourself asking that question, you’re not alone! Finding a path toward the career of your dreams can be challenging — but, remember, you’re not alone in this journey. Asking for help, mentorship, allyship, and dedicated programs are key in answering this question and helping you attain a leadership position. 

For example, take ZS’s Path to Principal (P2P) leadership development initiative. This program equips senior women managers in India with the necessary skills and mindsets for a future leadership role. In doing so, not only are these women empowered to be effective and engaged in their roles, but ZS also gains an increased representation of women in senior leadership!

“This program is evolving into a great platform and invigorating experience for our women leaders to invest in their development, network, and learn from each other as well as our ZS leaders,” shares Reema Lunawat, associate principal in ZS’s Pune office, who was part of the core team designing this program. “The program is based on the 3R framework of Resonance (learning leadership skills through workshops and coaching sessions), Rhythm (practicing leadership skills through a champion-led project), and Reinforce (repetitive learning through external certification),” she explains.

And this program benefits all the people who participate in it — including those who act as coaches and mentors! As Prashant Gupta, senior director at ZS in New Delhi and also a core team program member, says, “My best learning moment was realizing the ‘weight of expectations’ that women carry.” Through the P2P program, he learned how important it is to create flexibility for the parents he worked with. “This made me realize that women do have different experiences, and we need to continue providing the right support that meets the needs of the individual,” he tells us.

To learn more about Lunawat’s and Gupta’s personal experience as a gender-diverse mentorship pair — as well as the importance of allyship in growing your career — read on…

To begin, in your own words, what is an ally?

Lunawat: An ally is someone who champions you and wears different hats to support you. On some days, an ally encourages you to pick up a new role that will be great for you but you are doubtful about pursuing. And, on other days, an ally might advocate for you in front of senior leadership to ensure that you get the right visibility. Some days, an ally may take the time to suggest areas where you need to push yourself to improve. An ally is like having a mentor, coach, guide, and champion all rolled into one.

What do you do in your day-to-day work life (and beyond) to serve as an ally?

Gupta: I encourage women to speak up. Whenever I notice someone who is shy and hesitant to share their thoughts with a team, especially one dominated by senior team members who are men, I make it a point to involve them in the discussion and politely push them to speak up and make their voice heard.

Lunawat, can you tell us what makes Gupta a good ally?

Lunawat: Prashant is an excellent ally. He not only challenges you to think differently, but also guides you to see the bigger picture. His stories, immense knowledge, and succinct way of explaining a point are traits that I wish to adopt. 

When designing and executing the P2P program, he enabled diverse perspectives by encouraging all the program core team members to share their ideas. This helped us design a program that is holistic and fosters growth and an agile mindset. Prashant creates space for learning and helps others practice their business acumen and other important skills. 

What is your best advice for other people who want to be better allies?

Gupta: Educate yourself about hidden barriers that women face in society and the workplace. Realizing that your experiences are different from that of your colleagues made me understand the importance of being a good ally.

How can allies support their colleagues without being simply performative?

Lunawat: By taking small actions every day (e.g., advocating for women, encouraging women team members to speak up more, and helping women take on new roles). Also, women should feel and say that you are an ally rather than you declaring yourself as an ally.

More broadly, how does your company foster a culture of equality and fairness?

Gupta: ZS fosters a culture of equality and fairness through many ways, which include (but are not limited to):

• Having a strong focus on DEI by creating community-focused Inclusion and Diversity Groups that are run by ZSers, a DEI Council to drive DEI strategy and priorities, and a COE that actively brings DEI expertise to all that we do.

• Providing a strong program for building allies (the EACH program).

• Recognizing equity as one of the cultural hallmarks at ZS.

• A continued focus on DEI and different groups, such as Women@ZS, to further build diversity as well as to engage and retain diverse talent.

Ready to explore the culture of support and allyship at ZS? Apply to a job there today!

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